Beyond DEI

DEI has been in my DNA—and each of my brands—long before it became a buzz word in 2020, followed by performative corporate actions and initiatives in both the private and public sector.

My first DEI training was over 15 years ago with and for Nationwide Insurance, a company I also did my college internship at as a paralegal. I was on a panel with other individuals who I was able to learn from as well as teach. Because I was so passionate about DEI, I committed to doing the DEI training and presentation at no charge. Disclaimer: I also wasn't as business savvy as I am today to even know better than not to charge for my time, expertise, and intellectual property.

So, imagine my surprise when I received a check for $1200 in the mail from Nationwide for my contribution to their DEI initiatives. Although I didn't know my value at the time, Nationwide did. They saw me. And I'll admit, it felt great to be seen. To be valued.

Nationwide saw and appreciated the benefits and value I added to their leaders and teams who attended my panel and training. And because DEI, at that time, was in their DNA as well, I deemed Nationwide's actions and initiatives as anything but performative.

What I would go on to learn was that DEI was just what it looked to be without reading an individual's or enterprise's definition: an acronym. And not every organization had to wear it on their sleeve in order to ensure diversity, equity, and inclusion—as well as accessibility—was embedded in its mission, vision, procedures, and, more importantly, actions. I learned this from Capital University, who, with its ADP (Adult Degree Program), recognized that what other universities saw as a "traditional" college student wasn't so traditional.

By the time I graduated high school I was an underserved, under-resourced, underrepresented, African-American teen mom. And even though I was proud to be accepted into Ohio State University, they didn't have a program (at the time) for a non-traditional student such as myself (or at least no one made me aware of it). I share a bit more about this on one of my "I Ain't Me No More Podcast" videos.

Where are you going with this, Joylynn?

When I initially joined the IBPA (Independent Book Publishers Association) DEI Committee four years ago, when asked, I shared how long I'd been championing DEI—dating back to my time at Nationwide Insurance—to how long I planned on championing DEI.

"Until the day comes where we no longer need it," was my reply.

Well, I didn't know it would be this soon and at the orders of our standing President of the United States of America, Donald Trump. I want to be clear that there is a difference between no longer "needing" and being forced to no longer have.

What I did know, though, was that this day would come. My entire team knew it. But we also knew that regardless of the outcome, DEI—the acronym and all its individually and enterprise-defined meanings—might go away, but bias will not. And that's why with our training and consulting, we never really focused on DEI but, instead, BIAS (beliefs, ideas/ interpretations, assumptions, stories). Because bias is the true problem, while mostly everything else we think is the problem is actually just a symptom.

Regardless of what corporations like Target and Walmart decide to do when it comes to DEI, we strongly believe that their team members—that individuals of all ages across the map—will forever need BIAS Education & Training. And when they do, our B.E. S.E.E.N. Bias Education & Training program will be right there waiting for them. And it's here for you as well at ptppress.com/courses.

I welcome your thoughts, views, and opinions on the matter. You don't have to agree with me to share. Just be respectful and mindful of the views and opinions of others. And if you have issues doing that, then our Bias Education & Training can definitely help.