DEI Is Not a Silo

From time to time, the DEI Corner will summarize a selection from the rich collection of webinars that LWVUS has created for personal and collective education about DEI. These resources support LWVMA’s commitment to provide training and tools for its members with the goal of becoming a more inclusive, welcoming, and diverse organization.Our introductory image this month is from the first of a 5-part series of modules, “The Whys and What of DEI.” The purpose of this 17-minute module is to offer a deeper look at what is meant by Diversity, Equity, and Inclusion and how these concepts connect to the work of the League. 

The module was created to supplement DEI training at the 2018 LWVUS Convention, and also for League leaders to use locally. Thus, there are places where the recording can be stopped so that viewers can participate in discussion about strategic questions regarding DEI and their local leagues’ policies and programs. You can find the full Module 1 webinar here. [Click on “watch the recording of the module” to view the module.]

Christina Davis narrates the major sections of “The Whys and What’s of DEI” which are 1) how the League defines Diversity, Equity, and Inclusion; 2) the League’s 2018 DEI Policy; 3) how DEI is not a silo. Note that although the League’s policy changed in 2024, the general content of sections 1 and 3 remain current and relevant. Here we review the content of each section.

1. Defining DEI

Diversity includes all the similarities and differences among people, such as ethnicity, race, culture, age, gender identity, and sexual orientation, to name just a few. Remember that diversity can only exist in groups or organizations, where people are in relationships with one another. A person is not diverse. A person is a unique individual with multiple identities. Thus, each person will bring diversity to a group or organization. Overall, we strive to create Leagues, League partnerships, andLeague awareness that encompass a diversity of backgrounds, perspectives, cultures, and identities.

Equity is sometimes confused with equality, but it is something quite different. An equity approach acknowledges that people have different access to resources due to established systems of oppression and privilege. Equity is often thought of as a zero-sum game…it is not. When people are treated equitably, resources may be divided and shared unequally so that each person has a fair chance to succeed. Rather than a trade-off, an equitable approach may help everyone and deprive no one (see Heather McGhee’s book The Sum of Us for examples). We all prosper by prioritizing efforts to ensure that the most underserved and marginalized among us have as much of an opportunity to succeed as the well-served and advantaged. Equity seeks to bring more justice and fairness to the processes and procedures of our institutions. Equity is especially important in League work on voter registration and voter protection.

Inclusion refers to the degree to which everyone can participate fully, working together to develop strategies and make decisions within an organization or group. In an inclusive environment, everyone has a seat at the table and feels welcome and empowered to contribute to the conversation. In such an environment, everyone has equal access to resources and opportunities. Remember that inclusion is not static; it is an ongoing process. For instance, if each individual in your League feels included they should be able to agree with most of the following statements. 

         I feel free to express my ideas and beliefs.

         I see myself as a valued member of the organization.

         I am invited to express my ideas, opinions, and beliefs.

         Others ask me what I think.

         My ideas and opinions are incorporated into our program planning and decision making.

You can find the League definitions of Diversity, Equity, and Inclusion on the LWWUS site here.

2. DEI Policy:

   In January 2024, the LWVUS Board updated its DEI Policy. The update is more focused than the former policy and centers historically excluded communities, who are the most impacted by voting inequities.  The policy change is part of a broader body of work that the League has been doing for the last few years in order to “transform and move the League forward… by building a larger, more unified, more racially and generationally diverse League and a more impactful organization,” which is representative of the U.S. population.

Here is the new DEI Policy:

Discrimination or harassment of any kind will not be accepted within the League, including but not limited to race, socio-economic status, age, ability status, religion, sexual orientation, national origin, gender identity, or marital status. The League is committed to fostering, cultivating, and preserving a culture of diversity, equity, inclusion, access, and belonging for all people. The League is an organization that respects and values the richness of our community and our members. The collective sum of our individual differences and life experiences represents not only our culture, but our reputation and the organization’s mission and achievements as well.

La discriminación o el acoso de cualquier tipo no serán aceptados dentro de la Liga, incluyendo pero no limitado a raza, estatus socioeconómico, edad, capacidad, religión, orientación sexual, origen nacional, identidad de género o estado civil. La Liga se compromete a fomentar, cultivar y preservar una cultura de diversidad, equidad, inclusión, acceso y pertenencia para todas las personas. La Liga es una organización que respeta y valora la riqueza de nuestra comunidad y nuestros miembros. La suma colectiva de nuestras diferencias individuales y experiencias de vida representa no solo nuestra cultura, sino también nuestra reputación y los logros y la misión de la organización.

3. DEI is not a silo and it intersects with everything we do.

Use a DEI lens when you —

— Think about your league’s program and event planning: Where are events held? Near public transportation? How do the speakers represent diverse perspectives? How/where are you advertising the event? In what languages? For whom, is the time inconvenient? What about accessibility for mobility, visually, or hearing-impaired individuals? Is there space for children so that parents can attend?

— Consider your membership and leadership: Who feels welcome and empowered? Are there any barriers to becoming either a member or a leader, for example, the timing or location of meetings? Do you use a variety of meeting times, places, in person/virtual? Do individuals feel that they must be a member for some period of time before becoming part of the board? Are new individuals invited to leadership roles? Do leadership roles have term limits? Do you have co-leaders or co-chairs of committees? Do you have designated people to mentor new members and smooth their path to increased involvement?

— Assess your mission impact: Are you reaching the voters who most need education and protection? Does your work include their communities?

— Conduct operational business: How are vendors chosen? Are they local or big box stores? Is your banking local or from a large commercial financial institution? Are meeting spaces owned and run by community members? 

Once you’ve had a chance to consider the whys and whats of DEI, consider the following questions with your League: What is one way your League can be viewed as having no barriers to participation? What are three things you can do to lift any barriers to participation? What can you do in the short term? What can you do in the long term? Remember, a DEI lens can allow subtle shifts in both thinking and doing, small shifts that can have large ramifications.