ABSTRACT
“Diversity, equity, and inclusion” (DEI) has become a catchphrase reflecting a post-racial ideology allegedly embracing heterogeneity. Unfortunately, institutions have been complicit in creating environments that fail to equally and effectively promote all three components of DEI. There is an unequal power distribution at the core of why and how institutions do not authentically value difference. Thus, I argue that institutions and their members must work to actively avoid tokenizing new members and create a true culture of inclusion. This includes committing to establishing participatory hierarchical structures that ultimately dismantle systemic racism by “dissolving barriers and creating unity.” This chapter has laid the foundation for reconceptualizing the meaning of DEI and how it can be achieved, which requires that all organizations engage in self-reflexivity by identifying their failings regarding DEI and their treatment of them as three separate entities. It is my contention that it is only then that institutions can to delve deeper into how historically marginalized group members are acclimating to the culture. Moreover, there must be a dedication and commitment to social justice by institutions that are actively dismantling racism and other forms of systemic oppression in powerful and substantive ways.
