As the subtitle suggests, trying to explain inclusion as it often accompanies diversity and equity is impossible without also understanding what is meant by diversity. Please take a moment to read Diversity.
Too Long, Didn’t Read
Diversity, in the DEI framework means a constellation of identities but only when they speak of society through the approved frame of thought (consciousness/wokeness), identity Marxism. Under this framework, a successful black man that focuses on personal responsibility, merit and hard work isn’t authentically black and is simply parroting “whiteness” and, by extension, isn’t diverse. Likewise, a feminist that doesn’t support gender theory or men competing in women’s sports is insufficiently diverse because they do not parrot the approved identity Marxism critiques of society. It is important to understand that this is the definition of diversity because it explains the phenomena of constantly conflating identity with viewpoint when we begin to talk about inclusion.
Safe Spaces
“It's the same basic idea for other groups, like women and people of color, who tend to be less well-represented or well-respected by society at large. People whose voices are quite literally heard less than those of white men, since white men still tend to dominate conversations in media, classrooms, boardrooms, politics, and everyday life.” - Emily Crockett, VOX 2016
Note: Google trends show a systemic spike in the use of the term that coincides with November elections across the period.
The internet has all but memory holed any references to the now moved beyond “Safe Space” trend developed from the early turn of the century to just a few years before COVID when every college and university throughout the United States had adopted them.
“As part of the conversations about safe spaces and ethical boundaries in emerging media, some interviewees of the Making a New Reality series expressed concerns about the dynamic of minorities being in majority spaces….There are many challenges to the process of becoming a more equitable and inclusive society, because it requires that minorities be more visible, active and empowered in spaces of the majority — which changes the status quo.” - Minorities in Majority Spaces, 2018
As conservatives and independents were being “disinvited” to speak on college campuses, “trigger warnings” became standard syllabus vernacular and “safe spaces” designed to not offend the sensitivities of “snowflakes” became more popular, culture started shifting to critiquing the practice of censoring speech on campus. Unfortunately, the critiquing stopped suddenly as schools went to remote learning and the need to sequester sensitive students to rooms of affirmation went by the wayside.
A need arose to detach “space” from its material definition. The first reason came from pure necessity. If spaces are all virtual due to remote discourse, safe spaces would have to evolve beyond material meeting rooms. The second, less intuitive, if you are trying to change society, then carving out an area of it that you control is ceding ground. The space had to become anywhere and everywhere conversations take place. Online, at home, at work, in church during class and yes, still the room at college with the rainbow sticker on the door.
Enter now, inclusion. Inclusion is a great choice word because, like diversity, no one intuitively should have a problem with it. I certainly don’t…. if it remains a synonym for involvement. Unfortunately, under the DEI framework, it does not. Under the DEI framework, inclusion is twisted to mean the very thing that it does not. It is censorship and exclusion on purpose.
Affinity Groups
“An Affinity Group is a group of faculty and staff linked by a common purpose, ideology, or interest. Affinity Groups play a vital role in ensuring an inclusive environment where all are valued, included, and empowered to succeed.” Pitt Faculty and Staff Affinity Groups| diversity.pitt.edu
Note here that an affinity group satisfies the definition of inclusive when its members are linked by a common ideology. Purpose and interest are superfluous as if the ideology is the same, purpose and interest will be as well. Environments are inclusive when everyone thinks the same way.
“Affinity groups, also known as employee resource groups (ERGs), are voluntary, employee-led teams within organizations that share a common interest, background, or goal. These groups can be based on factors like gender, ethnicity, or a shared interest, such as environmental sustainability or professional development. They serve as a platform for employees to network, learn, and support each other.” Diversity for Social Change: What Is an Affinity Group in the Workplace?
According to Diversity for Social Impact, affinity groups must share common interests, backgrounds, and goals. They may, or can be, based on gender, ethnicity, or shared interests. Again, if they must have a common interest, the interest is shared. Take note here that gender and ethnicity are the optional characteristics of affinity groups. Look back at the definition of diversity and see that just because someone is a woman, it doesn’t mean they are “authentically” a woman. This qualifier of authenticity is reflected in all the recognized identities under the LGBTQ+, BIPOC and less popular fat and differently abled identities.
I am keeping it simple here but if you want to dive deeper into this garbage feel free to look up Kimberlé Crenshaw. She has become a famous huckster of wokism by claiming that authenticity is only realized when a person speaks to identity Marxism from their authorized point of view as an intersection of some of these identities. For example, the opinions of a fat-black/asian-nonbinary-amputee-lesbian must be held in the highest regard as an intersection of all the most oppressed identities unless “they?” are speaking about the alleged asian discrimination in ivy league college acceptance. Ultimately, her ideas are simply a refining of the forced censorship we are talking about under inclusion and only serves to put more limits on what people are granted permission to opine on under woke identity Marxism.
Segregated Graduations
“A debate is now brewing over whether some colleges should have special graduate ceremonies based on identity. These ceremonies are voluntary and have been around for years. Critics call it segregation; advocates say it's creating safe spaces.” - Fox 17: Conservatives take aim at college graduation ceremonies for students of color
You can see here the return of the “safe space” rhetoric. This is because the sensitivity to the concept of a “dominant identity” is cranked up to its max. Simply having “privledged” people in a space means that space is occupied by their identity so totally that no other perspectives have a chance to be heard. In fact, the sensitivity has turned up so high that often there are claims of danger and violence. See stochastic terrorism.
“The Multicultural Graduations are part of the official Georgetown University commencement schedule and are a way to bring students of color and their friends and allies together for a final ceremony before graduation.” - Georgetown University
“On behalf of the LGBT Resource Center, Multicultural Resource Centers, and Office of Disability Access and Inclusion, we invite you to celebrate & honor all the BIPOC, Disabled and LGBTQ+ graduates from the Professional Schools and Graduate Division!” University of California San Francisco
“The First-Gen/Next Gen (FGLI+) Graduation Ceremony is a virtual pre-commencement celebration open to all students and acknowledges graduates who identify as a member of the Next Gen community, including first-generation, lower-income, undocumented, Dacamented, mixed-status household, TPS, and first-gen international undergraduates and graduate students.” Harvard First-Gen/Next Gen (FGLI+)
Obvious Contradictions
“Fricker is supportive of women-only groups, where female founders can find the mentorship and support that they need, but insists there is huge value in diversity and inclusivity, for the simple reason that it provides more opportunities to do business. “If your services aren't gender specific, why limit your customer base?” she says. “And the uncomfortable truth is, men still have all of the power so why not invite the ones who get it to sit at our table and collaboratively challenge the patriarchy and corporate set up from within?”” Forbes: Inclusive, women only.
“Through using academic literature alongside original data from an in-depth qualitative case study of an LGBTQ-affirming school in Atlanta, this paper addresses the question of whether there is a place for LGBTQ-affirming schools within inclusive education systems.” See Note 1. LGBTQ-affirming is used instead of LGBTQ-only. University of Leeds: Inclusive, LGBTQ only.
“Referencing Black-only spaces specifically, I described the community, safety, and inclusion these spaces breed.” The Inclusion Solution: Inclusive, black only.
The inherent contradictions go on and on. The reason these contradictions exist is because inclusive does not mean what you think it means. An inclusive space under the DEI framework means silencing all the voices except for the ones you want to hear from. Not only that but those voices are only authentic if they parrot the same exact world view from their authorized position in it. Diversity is the measure used to categorize people ideologically. The only diversity that matters is when each person speaks from the authorized narrative commensurate with the intersection of their identities.
If diversity initiatives filter out “wrong think”, Inclusion is what you use to enforce it. Inclusion initiatives are the practical application, praxis, of identity Marxism. If you don’t accept your role, you won’t be included.