Diversity, Equity, Inclusion.In Pirkei Avot, Ben Azzai teachers, "Do not despise any man, and do not discriminate against anything, for there is no man that has not his hour, and there is no thing that has not its place." Each individual has their strengths - their hour - and we are to never doubt that those strengths will have their time to shine.
|
Our Position
Opponents of DEI have constructed an intentional misunderstanding and mischaracterization of DEI. DEI has become the “Red Scare” of our time: those in
power attribute all that is broken or wrong to DEI. Rather, DEI is about creating a level playing field, generating a sense of belonging, and supporting a fair and just path for all, recognizing that our recent history is replete with examples of the absence of a level playing field. Title VII of the Civil Rights Act and related legislation provide remedies for discrimination after the fact; DEI attempts to address concerns about diversity, equity and inclusion in advance.
Equity is about mitigating and eliminating barriers to access and success, so that every single person has the resources and opportunities, based on their skills and circumstances, to succeed. This is not reparations. It does not mean favoring or disfavoring people on the basis of any particular racial/ethnic/sex-gender characteristic. Rather, it means acknowledging that real challenges continue to exist to equal access and opportunity for all and seeks to identify and remove those barriers.
Inclusion is about fostering a sense of belonging — for everyone. This means creating institutions and workplaces where people from different backgrounds are welcome and included. It is about creating places where everyone feels that they can engage, participate, stay and succeed.
When it comes to diversity, organizations that are properly committed to DEI are working to determine whether there are disparities that require investigation and correction. For example, if certain persons systematically are either not admitted to or are leaving an organization at a percentage different from their population at the organization, then this merits an investigation as to why. Are there barriers to access, opportunities, or success that are leading to their disproportionate departures? If so, what are those, and how can those be addressed? This analysis would be the same if straight white men were leaving at disproportionate rates. This does not mean the creation or maintenance of quotas; it rather seeks to ensure that our institutions reflect the communities in which they operate and do not create or maintain practices which limit access or success. In so doing, we will benefit from a broad range of perspectives, talents, and skills.
As Jews, we remember the past as we hope, work and strive for a better future. Efforts to demonize and eliminate DEI initiatives are attempt to force our country to forget those aspects of our history and national journey which betray the promise of life, liberty and pursuit of happiness for all. If we forget the past, we are condemned to repeat it. As Jews, we cannot let that happen.
Portions of the statement are adopted from “In Defense of DEI” by Yusur Zakir, The American Lawyer, January 12, 2024
power attribute all that is broken or wrong to DEI. Rather, DEI is about creating a level playing field, generating a sense of belonging, and supporting a fair and just path for all, recognizing that our recent history is replete with examples of the absence of a level playing field. Title VII of the Civil Rights Act and related legislation provide remedies for discrimination after the fact; DEI attempts to address concerns about diversity, equity and inclusion in advance.
Equity is about mitigating and eliminating barriers to access and success, so that every single person has the resources and opportunities, based on their skills and circumstances, to succeed. This is not reparations. It does not mean favoring or disfavoring people on the basis of any particular racial/ethnic/sex-gender characteristic. Rather, it means acknowledging that real challenges continue to exist to equal access and opportunity for all and seeks to identify and remove those barriers.
Inclusion is about fostering a sense of belonging — for everyone. This means creating institutions and workplaces where people from different backgrounds are welcome and included. It is about creating places where everyone feels that they can engage, participate, stay and succeed.
When it comes to diversity, organizations that are properly committed to DEI are working to determine whether there are disparities that require investigation and correction. For example, if certain persons systematically are either not admitted to or are leaving an organization at a percentage different from their population at the organization, then this merits an investigation as to why. Are there barriers to access, opportunities, or success that are leading to their disproportionate departures? If so, what are those, and how can those be addressed? This analysis would be the same if straight white men were leaving at disproportionate rates. This does not mean the creation or maintenance of quotas; it rather seeks to ensure that our institutions reflect the communities in which they operate and do not create or maintain practices which limit access or success. In so doing, we will benefit from a broad range of perspectives, talents, and skills.
As Jews, we remember the past as we hope, work and strive for a better future. Efforts to demonize and eliminate DEI initiatives are attempt to force our country to forget those aspects of our history and national journey which betray the promise of life, liberty and pursuit of happiness for all. If we forget the past, we are condemned to repeat it. As Jews, we cannot let that happen.
Portions of the statement are adopted from “In Defense of DEI” by Yusur Zakir, The American Lawyer, January 12, 2024