ANTI-RACISM DAILY

July 23, 2024

How to address the "DEI candidate" attacks.

Take Action

Use these prompts to address conversations criticizing the legitimacy of a non-white man in a position of power:

• What about this person’s professional background and experience should de-legitimize them for this role?

• What type of characteristics did you envision for that role? What was that rooted in?

• Who benefits by challenging this person’s credibility? What is their criticism rooted in?

• Would you feel differently about this person’s professional background and experience if they identified as a different gender? Or had a different racial/ethnic background?

• How would you feel if someone told you that you only got this position because you were [insert identity here]? 

• How does [this person’s] lived experience bring a unique perspective to this role?

Get Educated

Now that Kamala Harris is the expected Democratic candidate for the 2024 election, we’re sure to see more prominent and hostile attacks on her because of her identity as a Black and Asian woman. Over the past few weeks, conservative politicians and supporters have called Harris the “DEI VP” implying that she doesn’t deserve the opportunities she’s had in her current role, nor the opportunity to become the next President of the United States.

You could argue that this stance is bolstered by how many statements Biden has made about hiring Black women for prominent roles, which I believe was well-intentioned, but misconstrued their identities as the predominant qualification and offered this attack fodder. But these allegations are part of a much broader, coordinated attack against non-white people in positions of power (especially Black women, which I’ll unpack in another newsletter). Conservatives have blamed everything from the bridge collapse in Baltimore to the assassination attempt on DEI. Their goal isn’t merely to challenge policies and practices that create more equitable opportunities. It’s to discredit any person who doesn’t fit the white, cishet, male profile that has historically been associated with success. This makes their stance not merely an argument of strategy and the allocation of resources in DEI efforts, but a persistent dog whistle against anyone whose identities they perceive challenge the status quo.

I think this is laid bare with the attacks against Harris, who enters the presidential race as our current vice president after a career in law and politics since graduating college. As a Black and Asian woman, Harris’ identities aren’t often seen in the roles she’s had in her career (from senator to district attorney and, briefly, 2020 presidential candidate). But she’s also an Ivy League graduate whose career mirrors the experiences and expectations of many politicians.  

Donald Trump, on the other hand, is a convicted felon who had never run for political office before his first presidential term. If there were to be an argument as to which candidate has benefited more from diversity, equity, and inclusion efforts, I’d say it was him – considering that many organizations and institutions have tried to change their systems to support more prospective employees with a criminal background and decenter institutionalized notions of academia and previous work experience.

Upcoming Workshops

Here’s what’s on the calendar this month – hope to see you there!

But regardless of its rationale, the conservative attack on DEI reflects the more common and insidious ways our bias drives us to perpetuate unfair and unrealistic expectations in the workplace. We might subconsciously overlook someone for a promotional opportunity because we don’t associate someone with their identities as one to be in a position of power. We tend to be more critical of the capabilities of non-white people than white people. Statements like “I’d love a person of color in this role as long as they’re talented” or “I don’t care what their color is as long as they get their work done,” regardless of intent, help to de-legitimize marginalized people in roles unexpected for them. They also help to reinforce the white supremacist default: that being white and male automatically qualifies people for the role at hand.

We also gatekeep in the inverse. If we feel a person with a marginalized background underperforms in a role, we’re more likely to abandon the policies and practices that helped them get there. Whether the candidate is found unfit to lead or the organization fails to create an environment where they can succeed is rarely considered. This doesn’t just detract from the necessary work to make that space more equitable but also places an overwhelming burden on those who find themselves in those positions, often to their detriment.

If you encounter someone expressing biased views, it's important to step in and challenge them. You can use some of the talking points in the Take Action section above. In addition, call out racist or sexist language or any challenges to Harris’ credibility rooted in her identities. Talk about how important it is to have a woman of color president, not just for the identities alone but the unique perspectives those identities bring to galvanizing and uniting a diverse, multicultural country that’s facing threats that disproportionately affect women and people of color.