In a personal anecdote, the author shares their experience of being expected to over-perform as a Black woman to be considered average. Despite facing discrimination and racism from a difficult client, the author worked hard to save a sinking partnership, only to be overlooked for promotion in favor of a white colleague who consistently made mistakes. The author highlights the systemic issue of marginalized individuals being expected to work harder just to keep their jobs, while white individuals are able to fail upwards due to white supremacy. This pattern of over-performance by marginalized individuals is seen across industries and contributes to the reinforcement of stereotypes and biases.
The author discusses the double standards faced by non-white and female-presenting individuals in leadership positions, where they are held to more exacting and unfair standards compared to their white male peers. Despite data showing that diverse teams outperform homogeneous ones and that companies with diverse founders generate higher business value, conservative pundits continue to paint diversity, equity, and inclusion (DEI) initiatives in a negative light. The author addresses the myth that DEI initiatives are seen as handouts to underqualified individuals and highlights the importance of true demographic diversity in decision-making and problem-solving.
The author challenges the false narratives surrounding DEI and emphasizes the benefits of diversity in leadership positions. They argue that true meritocracy should be prioritized over nepotism and bias, and that collaboration is essential for creating policies that benefit a wider range of people. The contrasting track records of Vice President Kamala Harris and former President Donald Trump are highlighted to illustrate the differences between a DEI candidate who prioritizes solving real problems and someone who perpetuates division and discrimination.
The importance of having a DEI candidate as president is emphasized, as they would focus on creating policies that benefit a diverse range of individuals and address the existential problems facing society. The author envisions a future where narratives reflect the reality of the world and where diversity, equity, and inclusion are central to leadership practices. True leadership, according to the author, involves crafting goals that benefit everyone and overcoming biases that contribute to societal failings. A DEI candidate represents a step towards a future where everyone can thrive and where diversity is valued and prioritized in leadership roles.
