Inclusion is very patriotic. Period.

I am a white consultant supporting clients with workplace diversity, equity, and inclusion efforts, among other things. It is a rocky-assed time to be in this work.

I write about work in this blog, not politics, but the two are one today. I may offend some of you with this post. If you follow me, you know that I fight for businesses and organizations to succeed, make money, meet their mission, and to be fit for human life.

President Trump recently directed the Federal Office of Management and Budget to “crack down on federal agencies’ anti-racism training sessions, calling them ‘divisive, anti-American propaganda.’”

Imagine for a minute being a BIPOC employee of the Federal Government right now? You show up to work every day in a hostile environment that actively defends white supremacy and makes it seem that inclusion efforts at work are really a choice between white supremacy and national anarchy.

The answer to meaningfully changing the systems of oppression that disproportionately harm black and brown people lies in our shared willingness to look at white supremacy, its history, its current pervasive impact, and our own inherited biases and beliefs, including at work.

POTUS’ statements came after conservative Seattle talk show host Tucker Carlson found documents from a firm I am proudly associated with and radically distorted the good work of white male leaders on being change agents on race into anti-American rhetoric. White men doing good work on their role leading for inclusion must seriously feel threatening to some white male insiders.

Mainstream diversity and inclusion training has advanced helpful programs in the last 30+ years but has largely failed to materially change the systems themselves. White male leaders often see race as about others, not themselves. We value what we elevate, and we have not significantly elevated or funded actual DEI work yet, and we will not if it is seen as anti-American.

In full transparency, my business offers assessment, consulting and workshops on DEI. We sell to clients who are serious about transforming their cultures to sustainably work for everyone. These inspired leaders are courageous and eager to make their organizations successful, healthy, and profitable.

I am seeing embedded white supremacy everywhere as I work to help clients walk their talk post-George Floyd’s murder. Here’s the subtle resistance I hear:

“We think this is important, but we only have ($xxxxx — small amount) to spend on it at this time.”

“Can you deliver your programs in 2 hours?”

“We have mobilized a diversity committee (mostly black, brown and female) to analyze our next steps,” with the subtext “So that we, the mostly white male executive team, can approve or disapprove what we think is worth doing.”

“Why should we work with a white consultant?” Translate, “What do you know about racism?”

“Do you partner with people of color?” Subtext: “Because we know nothing about racism, and ‘they’ can tell us.”

“We have really changed our recruiting strategy but there just are not enough diverse candidates out there in our space.”

“We are doing book clubs and learning about racism. Have you read ________?”

“We have asked the 3 black people (usually at lower levels of the organization) who work for us what they think we should do.”

“With COVID, we have more pressing priorities.”

I am so tired of these questions and the assumptions that lie underneath them.

At the same time that white leaders/decision makers are making these statements, I hear vastly different messages from my BIPIOC colleagues and friends:

“Every time we are asked to speak for all outsiders, it is traumatic, especially when we are the only.”

“I have never had so many white people try to be my friend. On the one hand, it feels good. On the other, I am wary. Why now?”

“I am not your bloogle. Information is easy to access.”

“Am I supposed to believe that educated, smart, and productive white leaders now have absolutely no idea where to start and what to do without BIPOC people proscribing every tactic? Come on. Use your brains and your privilege.”

“This is about white supremacy. We need you to work to figure it out.”

“How do you expect to change when no one here can even say the word ‘white?’”

“I am glad you are waking up. This is not new. I am trying to be hopeful.”

“Every day there is news footage showing violence perpetrated on people like me. I fear all the time for my (children, husband, friends.)”

“I am terrified and exhausted.”

The difference between the sets of statements is stark. White men and women equally resist the real work even when they appear to be open-minded and committed. White women tend to get emotional, heroizing BIPOC associates, getting out of the way, becoming silent, and failing to actually speak up at home and work with their white people. White men tend to think this is something they need to do for someone else, blatantly ignoring the violence, suicide, and struggle that white men (especially young men) are facing today, as if they are just fine. Social change never actually sticks when there is no self-interest. How might YOU benefit from an anti-racist workplace or world?

Workplaces need to work for all. Every organization on the planet, from a 2-person start-up to the mega-tech giants, should require people leaders to learn how to create true cultures of belonging.

The work of culture change requires trained professionals who are experienced with navigating internalized resistance, unpacking shame, teaching courage, disrupting cultural stuck-ness, and confronting inherited white male supremacist patterns and mindsets that impact all Americans. I have been at this work a very long time and I am still learning. There is no finish line.

We (white people) cannot abdicate (dump) the work of DEI to black and brown people and try to get out of the way. We are in the way, and our white ancestors have been in the way since time immemorial. Until we, white leaders at work, actually change how we think and what we do, nothing will shift.

Trumpism is propagating fear and fueling militarism by inciting people like Carlson to say, “It’s a given that all this (diversity training) is stupid, and wasteful and divisive…and it’s also dangerous to the country.” Really?

Making the dismantling of white supremacy at work unpatriotic may be the most toxic example of the utter desperation that white male supremacy possesses to save itself.

We can and must SHOW UP and lead at work.