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/1 People often look to DEI leaders to make them feel good, hopeful even. To attract diverse talent, we market our orgs as different.
We catch and coach the bad (or bruised) apples while we praise the goodness of the tree they grow from — our tree.
We catch and coach the bad (or bruised) apples while we praise the goodness of the tree they grow from — our tree.
/2 When I first read the recent post about Britt& #39;s experiences at Webflow, I felt ashamed. Reading about this happening within our own organization, our tree, broke my heart.
I& #39;ve read posts like these about other orgs, each time thinking: “Glad that we& #39;re not like them."
I& #39;ve read posts like these about other orgs, each time thinking: “Glad that we& #39;re not like them."
/3 and yet, here we are. My twisted metaphor of bad apples, rotten trees, and DEI leaders who make things look and feel good is to say this:
If you read Britt’s post thinking “Glad we& #39;re not like them," I urge you to consider who that serves.
If you read Britt’s post thinking “Glad we& #39;re not like them," I urge you to consider who that serves.
/4 When we see bad out there as proof of the good in us, it makes us *feel* better. But it doesn& #39;t *make* us better.
We& #39;re made better when we see the bad in them and look for it in ourselves, when we choose curiosity about what we can’t see over of judgement about what we can.
We& #39;re made better when we see the bad in them and look for it in ourselves, when we choose curiosity about what we can’t see over of judgement about what we can.
/5 Competition & perfection are cornerstones of white supremacy culture. When we learn about experiences of racism/sexism/ableism elsewhere and use them as competitive advantages, as proof of how we& #39;re better, we don& #39;t uproot them. We enable them.
/6 As a DEI leader, my imperative isn’t to prove how right or different we are. My imperative is to share that the ways we get it wrong so that you can grow from them too.
I aim to encourage curiosity, and to replace the need to be right with a desire to get it right.
I aim to encourage curiosity, and to replace the need to be right with a desire to get it right.
/7 Britt’s post may seem like any org’s worst nightmare. But the truth is, it is an incredible opportunity.
For every experience we see, there are so many that we can’t. Britt’s experiences have opened, not closed, the door to our collective growth.
For every experience we see, there are so many that we can’t. Britt’s experiences have opened, not closed, the door to our collective growth.
/8 We’re having the difficult and uncomfortable conversations that are necessary for progress and change.
From my tree to yours, I hope you find the humility and courage to look at the ways we get it wrong and join us in the long, collective journey to getting it right.
From my tree to yours, I hope you find the humility and courage to look at the ways we get it wrong and join us in the long, collective journey to getting it right.
/9 The post mentioned 
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https://twitter.com/brittwcaldwell/status/1386103777611051015?s=20
Thank">https://twitter.com/brittwcal... you for the gift of your insight, and our opportunity to do and be better, @brittwcaldwell. Now, back to workhttps://abs.twimg.com/emoji/v2/... draggable="false" alt="💙" title="Blaues Herz" aria-label="Emoji: Blaues Herz">
https://twitter.com/brittwcaldwell/status/1386103777611051015?s=20
Thank">https://twitter.com/brittwcal... you for the gift of your insight, and our opportunity to do and be better, @brittwcaldwell. Now, back to work
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All thoughts and opinions shared here (and any social profile I own) are my own. Finhttps://abs.twimg.com/emoji/v2/... draggable="false" alt="💙" title="Blaues Herz" aria-label="Emoji: Blaues Herz">
All thoughts and opinions shared here (and any social profile I own) are my own. Fin
