DEI. Diversity, equity, and inclusion. For some, these words cause immense resistance, striking discomfort, fear, and even anger into them! How can we implement DEI and avoid this knee-jerk reaction of resistance? After all, many people—even if they oppose DEI as a project—are not opposed to DEI’s core idea: kindness. So, what can we do with this information?
Hear me out: DEI might benefit from a rebranding! Rather than overly emphasizing the term “DEI” itself, we can discuss DEI as a culture of kindness. In doing so, we communicate the core message of DEI—compassion, empathy, and respect through the creation of welcoming environments—without losing the attention of those who may feel more resistant to “DEI” as a term. Let’s walk through some potential benefits of this rebranding!
1. Human Connection
Shifting the verbiage to “kindness” highlights the importance of treating other people with empathy and offering them forgiveness when they make mistakes. In other words, we can encourage individuals to go beyond mere “tolerance” and instead actively support and uplift one another! Perhaps one of the most important benefits brought about by reframing DEI as a culture of kindness is the creation of a welcoming environment that prioritizes emotional well-being. When workplaces foster inclusion, people experience increased belonging and a stronger sense of psychological safety (not to mention greater job satisfaction!). After all, kindness begets inclusion because kindness means emphasizing what we share with others—our inherent human connection!
2. Alignment with Values
As I mentioned earlier, some people chafe against the phrase “diversity, equity, and inclusion,” the reasons for which may vary from person to person. By rebranding DEI as a culture of kindness, we can often make more clear how the values of DEI and thus of the organization at hand already align with their own. Fostering a culture of kindness (i.e. committing to diversity, equity, and inclusion) in our workplaces means treating all individuals with respect, fairness, and care—who could disagree with that?
3. Holistic Approach
Perhaps the best part of rebranding DEI as a culture of kindness is the fact that kindness is universal! No matter where we are in the world, kindness can be understood and embraced by people across cultures and from every background or belief system. If we reframe DEI as a culture of kindness, we may find ourselves making DEI more relatable and accessible to a broader range of individuals than we ever thought possible! In that same vein, encouraging a culture of kindness promotes not just a holistic approach to DEI but to our interpersonal relationships in the workplace, too. What do I mean by this? Simply that organizations who commit to kindness are more likely to encourage positive interactions and behaviors among their employees, resulting in increased collaboration, productivity, and teamwork!
So, how do we feel so far? Anyone else on board with the idea of reframing DEI as a culture of kindness?
If you still have some reservations, fear not! I want to highlight two important caveats to this rebranding theory before I conclude:
Complement, Not Replace
The rebranding of DEI as a culture of kindness is exactly that—a rebranding! To rebrand something is merely to change its image, not its core. As such, rebranding DEI should not diminish an organization’s focus on initiatives that promote diversity, equity, and inclusion. Discussing DEI as a culture of kindness is meant to complement DEI’s core theme of treating others with respect, not replace the action-based nature of DEI with polite small talk. A crucial part of the respect that DEI facilitates is addressing systemic inequality, conscious bias, and unconscious bias, meaning reframing DEI as a culture of kindness should work toward this goal, too!
Structural Change and Accountability
As emphasized, a culture of kindness must be accompanied by comprehensive strategies that encompass education, policies, representation, and active efforts by organizations to dismantle systemic injustice. Ensuring the rebranded “culture of kindness” remains aligned with DEI means refusing to disregard the importance of structural change and holding ourselves accountable. Organizations must continue to address systemic barriers, from developing equitable policies in hiring and promotion to creating more efficient means of reporting and addressing harassment in the workplace. As we all know, the work is not easy, but it is well worth it!
There we have it: three potential benefits of framing DEI as a culture of kindness, as well as two important factors to keep in mind as we do so. Any thoughts on this possibility? If nothing else, I believe it worth a try!
Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.
Reach her at DimaGhawi.com and BreakingVases.com.
