Defining performative EDI

Summary

The website content discusses the prevalence and pitfalls of performative Equity, Diversity, and Inclusion (EDI) in companies, emphasizing the need for genuine action and cultural change rather than superficial gestures.

Abstract

The text critiques the tendency of organizations to engage in performative EDI, which involves making public statements and gestures that appear supportive of diversity and inclusion without backing them up with substantive actions. It highlights that true EDI is not just a business activity but a behavior, mindset, and culture that should be integrated into every aspect of a business. The author points out that while many companies have made promises to improve diversity and inclusion, especially at the senior level, there has been little progress. This is largely due to the failure to treat EDI as an integral part of the business rather than a separate activity. The article also suggests that employees and the public are becoming increasingly aware of and frustrated with performative EDI, which can lead to a loss of trust and credibility when companies fail to match their words with actions.

Opinions

Performative EDI is characterized by saying the right things without a genuine understanding or commitment to action.
Companies that claim to be committed to EDI but do not take practical steps or even cut funding for EDI initiatives are being hypocritical.
Symbolic acts like posting on social media for International Women's Day or adding a rainbow to a logo for Pride month without sustained efforts to support underrepresented groups are insufficient.
True inclusion requires creating psychological safety for all employees to be themselves without fear, which many businesses fail to do.
Inclusive leadership is demonstrated through consistent actions that align with EDI values, not through occasional public displays of support.
The author advocates for a shift from performative to genuine EDI practices to build trust and credibility within an organization and its community.

Defining performative EDI

A few years ago, everyone was all over Diversity and Inclusion. Black squares on social media, vague ambitions to improve senior diversity, promises to provide equitable career opportunities for all.

The dial has barely moved for most companies, mainly because inclusion can’t be delegated. Whilst Equity, Diversity and Inclusion is a business issue, it’s not a business activity. It’s a behaviour. It’s a mindset. It’s a culture that’s woven through every business decision and activity. But businesses treat it like an activity, then get called out by their people on social media for being performative.

This is what performative EDI looks like:

Saying all the right things to all the right people and looking mournful or joyful as the occasion demands without really understanding the issues behind the issue.
Saying how committed we are to creating an equitable workplace whilst doing nothing about it, or even quietly defunding EDI education.
Posting on social media on International Women’s day, popping a rainbow on our logo during Pride month, following and liking anti-racism voices, but doing nothing practical and sustained to amplify under-represented voices. Doing nothing to purposefully create the psychological safety that allows everyone to be themselves without fear.
Being unable to easily and eagerly talk about what we’ve done personally to think and behave inclusively.

Make no mistake – performative EDI is painfully obvious to everyone. Words mean nothing if they aren’t supported by action. Trust is earned by matching our actions to our words, day in and day out, not just when it makes us look good.

Saying all the right things and then doing nothing about it destroys trust and credibility. Be the inclusive leader that everyone raves about, not the performative one that everyone rolls their eyes about.