294: DEI Stealth Mode: Finding Hope and Action in Uncertain Times with Dr. Poornima Luthra

Dr. Poornima Luthra is a professor at the Coopenhagen School of Business. She joins the Allyship in Action Podcast to discuss how to turn fear into fuel for positive change. We discuss what she calls "stealth mode DEI," and how to navigate these polarizing times from a global perspective.

Key takeaways from our conversation:

• The Global Perspective on DEI: While the US experiences a significant backlash, other parts of the world, particularly Europe, are continuing and even deepening their DEI efforts. Companies are finding ways to maintain progress, even when their US counterparts are pulling back.
• Stealth Mode and Systemic Change: Many organizations are quietly continuing their DEI work, focusing on embedding inclusive practices into their core systems, such as hiring, promotion, and performance management. This "stealth mode" allows them to avoid public scrutiny while still making tangible progress.
• Addressing the Moveable Middle: The majority of people are in the "moveable middle," meaning they are persuadable and open to DEI initiatives. The challenge is to engage and educate this group, rather than focusing solely on the vocal detractors.
• The Role of Fear and Backlash: Fear is a driving force behind the backlash against DEI. Understanding and addressing these fears is crucial for building bridges and fostering inclusive environments.
• Reframing the Narrative: The way DEI is presented can significantly impact public perception. Reframing negative narratives and highlighting positive progress can help shift the conversation.

Actionable Allyship Takeaway: Embrace the concept of "realistic optimism." Acknowledge the challenges while maintaining a belief in the possibility of positive change. Focus on actionable steps you and your organization can take to advance DEI, even in a challenging environment.

Insightful Quotes

• "It's also time for us to hold the mirror up to ourselves. And to say, well, how can we do this better? Can we hold ourselves? How can we bridge the gap? Because there's such a divide right now, it almost feels like there's this valley in between. And how do we try and bridge that?"
• "You know, prior to January 20th, he was quite sceptical about DI efforts and what it means for someone like him. He's a white. What does it mean for me? But now seeing what has happened and unfolded in the US and how far the pendulum has swung the other way, and how extreme the reactions have been, or the actions that have been taken, he finds himself. Actually defending dei."
• "These are the practices that enable that to happen so you know. I had a leader yesterday who came up to me and said, you know, people in his. Are. Saying we really need to base our decisions. On merit and. And he said, how do I address this? And I said, well, why don't you just ask them, what would it take to create a system? A hiring process, for example. That is based on merit. Would that look? What would they put into? What measures would they put into place? Quite likely it's going to be the things that we just talked about. And yes, those are the practices of DI."
• "And a lot of it comes down to the. Human emotion of fear. Right. And you know, you think about how many people feel overwhelmed right now. Feel uncomfortable where they feel anxiety, where they're feeling worried, panicky, insecure."
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