Inclusion, equity, and justice: Most of you use books and trainings as distractions from changes

Some of us have done inclusion, equity, and justice work years before it became acronyms, hashtags, offices/departments, official trainings, certifications, profit generators, and wealth builders.

There are centuries of activism and writings that lay the foundation for real work with measurable outcomes. However, most “experts” only know newer publications and only learned the newer publications because they were used in academic programs, on social media, and approved by white people.

This is a harsh reality that most people deny because most people only want conceptual, theoretical, and “be kind” version of inclusion, equity, and justice.

In other words, anything that keeps:

White people in power and happy.

Cisgender people in power and happy.

Heterosexuals in power and happy.

Religious majority in power and happy.

Able-health people in power and happy.

Language majority in power and happy.

Upper socioeconomic people in power and happy.

Police and law enforcement in power and happy.

Medical and health decision makers in power and happy.

Politicians in power and happy.

School officials and school decision makers in power and happy.

Those of us who unapologetically challenge power majorities and make power majorities uncomfortable go beyond conceptual, ideological, and theoretical inclusion, equity, and justice.

Most people insist on being stuck in dictionary definitions, implicit/unconscious bias trainings, and “introduction to racism” workshops.

Schools, businesses, and organizations waste funding and years of classes and workshops reading and discussing.

When told how to make real changes and conduct annual evaluations of changes it becomes “there is not enough funding” and “change takes time” and “we need to make sure this is the correct focus.”

Translation: Power majorities (as I listed above) are the ONLY decision makers. People with underserved and minoritized identities are tokenized as spokespersons but cannot do anything without permission from power majorities. That is the tokenism that characterizes everything.

However, most schools, businesses, and organizations will not admit to tokenism.

Instead, they expect free labor particularly from African-Black women specializing in measurable and lasting equity and justice work.

They tell us they want “ideas” and they take our “ideas” and give them to NON-experts.

They pay NON-experts tens of thousands of dollars to do surface-level trainings, book readings, and other methods of unaccountability that end with nothing more than “there is a problem that must be addressed…underserved and minoritized people better be silent and tolerate us pretending to make changes….”

That describes most schools, most businesses, and most organizations.

This is furthered because people insist on pretending there is a such thing as power majority “ally.”

Most people called “ally” are not risking their safety, their education, their job, their career, their friends, and their family to dismantle their own power and the power of other people within their power majority identity(ies).

This nonreciprocal relationship between underserved and minoritized people and most people with power majority identities is mostly based on “be kind” and “protest when it is convenient and non-threatening to your power majority life.”

To further this nonreciprocity, I have done presentations and trainings for decision makers and received the response “what you’re saying is IMPORTANT! Now…who is going to make these changes after you finish this training and leave us to our own devices?”

That response reiterates why my work is results-based.

I no longer allow schools, businesses, and organizations to tokenize underserved and minoritized employees and pretend the underserved and minoritized people in the trainings are the decision makers.

Although I want underserved and minoritized employees to unite against exclusion, inequities, and injustices, that will never happen for most underserved and minoritized students and employees locally, nationally, and internationally.

This is for reasons including people being afraid to lose academic success, lose jobs, lose careers, and lose professional and personal connections.

Other reasons include many underserved and minoritized people are taught all their lives to align with power majorities, never offend power majorities, and to be spectators and even contributors to power majorities abusing underserved and underrepresented people.

This is how underserved and minoritized people contribute to the harms of fellow underserved and minoritized people.

That is why 365 Diversity uses the mottos “Discuss Diversity Daily” and “Not Your Typical Diversity Training.”

You are surrounded by book releases and trainings 100% designed to keep:

White people in power and happy.

Cisgender people in power and happy.

Heterosexuals in power and happy.

Religious majority in power and happy.

Able-health people in power and happy.

Language majority in power and happy.

Upper socioeconomic people in power and happy.

Police and law enforcement in power and happy.

Medical and health decision makers in power and happy.

Politicians in power and happy.

School officials and school decision makers in power and happy.

If you are content with keeping power majorities happy and in power, stop pretending to be change makers on social media, in committees, and in trainings.

Of course, you will not stop.

You are accustomed to being popular and ostracizing the Real Changers as “too radical” and “extremist.”

You are accustomed to keeping white people smiling and happy during your antiracism book readings, committees, and trainings.

You are accustomed to keeping police officers smiling and happy during your police brutality book readings, committees, and trainings.

You are accustomed to keeping heterosexuals smiling and happy during your LGBTQIA+ book readings, committees, and trainings.

As if that horror is not horror enough, you are now part of the collective of DEI Scammers focusing on networking and profit at the cost of underserved and minoritized people.

I repeat: Most of you use books and trainings as distractions from changes.

Some of you read this Medium piece and are preparing to repeat centuries of falsehoods used to keep underserved and minoritized people silent and accepting of open-ended promises.

We cannot stop you from this harmful routine you learned from LinkedIn and other power majority-based career services that help you focus on career advancement and profit.

We can, however, stop you from being unchallenged and unquestioned representatives of inclusion, equity, and justice.

Results-based trainings, workshops, evaluations, and assessments for local, national, and international K-12 schools, colleges, businesses, and organizations.