Performative vs. Authentic: Diversity, Equity, and Inclusion Practices That Make a Difference
- BCTRHT Team
- 4 days ago
- 4 min read
Diversity, Equity, and Inclusion aren't just buzzwords; they're values that shape how we think and connect with each other and the world around us. It's a way of thinking, being, and doing that encourages us to fully embrace the uniqueness of every person in any given space. But we've experienced these practices shift to performative checklists instead of meaningful changes that dismantle historically harmful hierarchies and systemic inequities. So, how do we move from performative Diversity, Equity, and Inclusion practices to authentic ones?
Superficial DEI efforts can be especially draining for people from historically excluded or underresourced communities due to systemic racism, colonialism, and other forms of structural oppression. This is particularly true when they feel tokenized or included only to meet a quota. True Diversity, Equity, and Inclusion mean ensuring everyone gets a seat at the table, the supplies needed to succeed, and their voices are heard and valued. How do we tell the difference, and why is it important?
What Do Diversity, Equity, and Inclusion Really Mean?
Before exploring how to authentically practice Diversity, Equity, and Inclusion, let's define each term and explain why it matters.
Diversity is about ensuring everyone has a seat at the table. It's about including people from different backgrounds, cultures, and perspectives. A diverse group brings many rich ideas and experiences that enhance the conversation.
Equity is like making sure everyone has the supplies they need to succeed. Imagine a meeting where some people have access to laptops, mentorship, and networks, while others are left with no tools, no preparation, and no one advocating for them. Equity ensures everyone has what they need to thrive, not just participate.
Inclusion is not just about having people in the room; it's about ensuring everyone feels welcome to share their opinions and perspectives. Everyone's voice should matter and contribute to the overall discussion.
Example: True Diversity, Equity, and Inclusion means not only inviting people to the table but also ensuring they have decision-making power, access to resources, and influence over the outcomes
What Happens When Diversity, Equity, and Inclusion Elements Are Out of Balance?
Here's what it looks like when one of these three elements is missing:
Diversity Without Equity and Inclusion: Picture a workplace with a diverse team but no real support systems in place. While people may have their seats without the necessary tools and a welcoming atmosphere, those from marginalized groups might feel lost and unsupported and ultimately leave the organization.
Equity Without Diversity and Inclusion: An organization should ensure fairness by implementing specific policies. However, lacking diverse voices to highlight particular challenges, those policies can fall flat and leave others feeling excluded.
Inclusion Without Diversity and Equity: Imagine a welcoming space, but some groups might still feel sidelined if they lack diversity. Just because everyone is smiling doesn't mean everyone's needs are being met.
Example: Consider a grassroots organization in Michigan focused on community engagement and youth development among Black and Brown youth. While it offers leadership roles and space to be heard, it may struggle to address broader system barriers, like food insecurity, housing instability, or racialized school discipline, that these youth face daily. Without addressing those deeper challenges, even well-meaning inclusion efforts can fall short. Authentic Diversity, Equity, and Inclusion require us to confront the systems that uphold inequity, not just create welcoming spaces.
Performative vs. Authentic Diversity, Equity, and Inclusion
So, what's the difference between performative and authentic Diversity, Equity, and Inclusion? Performative practices often focus on appearances—hiring a few diverse individuals or hosting a "Diversity Day"—without committing to meaningful, lasting structural change. It's like giving someone a seat at the table but not providing the supplies or listening to what they say.
How to Spot Performative Practices:
Tokenism: An example of this is a company that appoints one person of color to a leadership role but doesn't involve them in decision-making. Sure, they sit at the table, but they're not part of the conversation.
Lack of Support Systems: A lack of mentorship or resources for underrepresented groups is a red flag. Everyone should have the tools to succeed!
One-off Initiatives: Events that happen once a year without translating into real policy changes or cultural shifts aren't enough.
Authentic Diversity, Equity, and Inclusion fosters spaces where people connect through shared humanity and all can truly thrive, not just participate, by engaging in practices that lead to lasting change. It goes beyond token gestures; it's about committing to long-term change by creating equitable environments where everyone has a seat at the table, the supplies needed to thrive, and a valued voice in the conversation.
Reframing Diversity, Equity, and Inclusion as a Long-Term Commitment
Authentic Diversity, Equity, and Inclusion are ongoing, relational, and grounded in accountability. They mean listening deeply to those most impacted, redistributing power, and transforming systems—not just checking boxes. At its best, they become part of healing, building trust, and moving toward collective liberation.
How to Get Started:
Reflect on your efforts: Consider whether your thinking, practices, and policies are truly inclusive and equity-centered or fall short of representation.
Host ongoing workshops: Facilitate regular learning spaces beyond compliance, helping your community build shared language, awareness, and commitment.
Offer resources: Provide tangible support– mentorship, career development programs, access to resources, funding access– for individuals from historically excluded or underresourced communities.
Hold yourself accountable: Create regular moments to assess progress, invite feedback, and identify where change is still needed. Accountability is not punishment– it’s a commitment to growth.
Inspire others: Model authentic conversations about equity, not as a trend or a political statement, but as a shared responsibility to build a more just and caring world.
Reflect, Engage, and Commit
We believe in the power of continuous learning. Join us for a deeper discussion about Diversity, Equity, and Inclusion at our first Know Your Rights series event from 5 - 6:30 pm on Thursday, April 17. We'll gather with local leaders to discuss the current state of Diversity, Equity, and Inclusion with insights from law, business, philanthropic, and grassroots organizing leaders.
Let's commit to authentic Diversity, Equity, and Inclusion practices that foster lasting change. Together, we can experience a shared humanity where ALL can flourish.
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