While equity, diversity and inclusion (DEI) is a hot topic in the media, perhaps you’ve recently heard the words woke or wokism popping up here and there. While these concepts share the same goals of combating inequality, their approaches and impact differ profoundly. Does DEI really mean wokism? Let’s explore the origins of this movement and its differences from DEI!
What does it mean to be woke?
First of all, it’s important to know that this is not a new term – far from it! Indeed, the term woke has its roots in the U.S. civil rights struggles of the 1960s, when African-American leaders began using the word to encourage vigilance in the face of racial injustice. To be woke then meant to be “awake” to the reality of discrimination, particularly racism, and the need to actively combat it. At the time, it was a call to collective awareness, rooted in humanist values and the quest for social justice. Over time, the idea of being “woke” broadened to include other forms of oppression, such as those linked to gender identity, sexual orientation and the environment.
Even today, woke people continue to embody fundamental values of equity and social justice. Always alert to the multiple forms of oppression and discrimination, these individuals play an essential and positive role in a variety of environments, notably by campaigning for human rights and promoting inclusion.
What is wokism today?
However, contemporary use of the term wokism has taken a more controversial turn. What some today call wokism refers to an ideology perceived as militant or radical. Indeed, this approach, although founded on the desire to correct historical injustices, is often criticized for its intransigence. Wokism is seen as a tendency to polarize public debate, impose rigid points of view and marginalize those who do not fully subscribe to its positions.
People who adhere to wokism are criticized for separating individuals into “good” and “bad” according to their ideological alignment… A trend reminiscent of the Puritan movements of the past, when Quebec was strongly Catholic and individuals were categorized according to their conformity to strict moral rules, creating a dichotomy between those considered “good” and those perceived as “bad” or morally inferior.
DEI is not wokism
Equity, Diversity and Inclusion (DEI) is a structured approach to tackling inequality.
Equity means offering each individual the resources they need to achieve the same opportunities as others, taking into account any specific barriers they may encounter. Diversity, meanwhile, is about recognizing and valuing difference, while inclusion is the crucial element that ensures every individual, whatever their identity, feels accepted, respected and valued within the organization.
DEI represents a structured approach to bringing about concrete, measurable and sustainable change in organizations. While both Wokism and DEI aim to reduce or eliminate inequalities, DEI seeks to fundamentally transform systems and practices so that they integrate all individuals, whatever their identity.
The basic principles of DEI
DEI is based on three basic principles.
The approach
DEI promotes a collaborative and educational approach. DEI aims to raise awareness and train individuals and organizations to understand equity issues and diversify their practices in a sustainable way.
The dialogue
DEI seeks to integrate all points of view and create spaces where dialogue is encouraged, even if it can be difficult. It is by forming minds and providing practical solutions that DEI seeks to change behavior in the long term.
Effects on organizations
DEI helps create work environments where diversity is valued and curiosity is encouraged.
What does DEI actually look like?
Let’s end with a concrete example. Imagine that an employee is offended by a comment made by a colleague about his or her identity.
With a DEI approach, conflict would be addressed through open and constructive dialogue. The organization would set up supervised discussions, allowing both sides to explain their perspectives, as well as training. The aim would be to foster mutual understanding while taking concrete steps to raise awareness of diversity and prevent future incidents. The emphasis is on creating an inclusive environment where people learn to avoid microaggressions and promote a respectful culture.
DEI, thanks to its structured, sustainable methodology, represents the most effective way forward: we want to open up dialogue, encourage people to live together, and create spaces for learning and listening.
Finally, DEI is a tool used by people who want to correct historical injustices and reduce inequalities. You just have to know how to use it!
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