Diversity, Equity, and Inclusion Managers are the most recent casualty to the recent Supreme Court ruling on Affirmative Action. Universities across the nation have either removed the managers or halted any race-based scholarships to comply with the ruling. Even States are participating in the massacre by submitting legislation to eliminate Diversity, Equity, and Inclusion Managers.
All is not lost. A Diversity, Equity, and Inclusion manager workes closely with human resources to recruit and support workers from various backgrounds to ensure the company’s success and help to design policies and procedures to help employees. Their roles are expanded in the collegiate arena.
In colleges, the Diversity, Equity, and Inclusion Manager helps community members and students to navigate cultural differences within the college to ensure higher levels of success. This is also consistent with public education.
But all is not lost. Thus far, three States – Florida, Texas, and Utah have approved bans on Diversity, Equity, and Inclusion related transitions in higher-education and public offices. Florida has extended their efforts to public colleges by eliminating using State and Federal funds for DEI initiatives.
The key here is public and federal funds. It does not mean that DEI initiatives cannot exist. It just means that federal and public funds cannot be used for these types of initiatives. However, Florida has created a unique model for which those legislatures cannot alter.
Florida Governor Sanchez approved an African American History curriculum that is absent of the truth. Local community churches responded by offering an African American curriculum that has not been redacted to exclude the truth about slavery and the history of African Americans. The control that Sanchez sought has shifted to the local community activist for which he cannot control.
A New Frontier for Diversity, Equity, and Inclusion Managers
As you leave your jobs, think about all the challenges that you faced. One challenge is the lack of success. It is surmised by opponents that many DEI efforts failed due to the backlash from the organization in the form of denial. This resulted in the fatigue of many DEI agents. Some organizations responded by feeling that DEI initiatives are discriminatory, favor those who look different that the majority culture, decreased the size of the potential talent pool and employee performance, and is divisive.
Now it is time for fired Diversity, Equity, and Inclusion Managers to use our tax laws to their advantage. The Internal Revenue Service classifies a business as an entity that is in the pursuit of profit. If an individual such as a Diversity, Equity, and Inclusion Manager is in the pursuit of profit, then their related expenses are tax deductible.
One such example of a Racial Equity business is Quarantine Racism Educational Services. This business has an online program titled ‘Promoting Positive Racial Teacher Student Classroom Relationships’. This business also sells anti-racism clothing and has an attached social media website. All in the name of racial equity and all in the name of profit.
Another alternative is to become a not-for-profit business. On example of a not-for-profit business that is consistent with the duties of a Diversity, Equity, and Inclusion Manager is Racial Equity Tools. They offer tools, research, tips, curricula, and ideas for people who want to increase their own understanding and to help those working for racial justice at every level – in systems, organizations, communities, and the culture at large.
A final example is Racial Equity Institute. They help leaders and organizations who want to proactively understand and address racism, both in their organization and in the community.
For those fired Diversity, Equity, and Inclusion Managers, it is time to elevate your efforts and initiatives by creating a for profit or not for profit entity.
Dr. Derrick L. Campbell
PO Box 4707
Cherry Hill, NJ 08034
Quarantine Educational Services
QuarantineRacism.com
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