Read more on the subject of DEI
****
In our discussions with customers, one question often comes up: “Is DEI discrimination? For some people, the implementation of DEI initiatives is unfair, giving the impression that certain groups benefit from favors, to the detriment of others. To try and answer this question, we need to look at what discrimination is, what privilege is, and above all, how these concepts differ. What if what some people experience as discrimination is, in fact, the loss of privilege?
Discrimination: A reality that still exists
Discrimination: A reality that still exists
First of all, what is discrimination? Discrimination is a term defined by law. It occurs when a person or group is treated in a particular way. unfair or unequal because of personal characteristics, generally related to one or more of the 14 grounds in the Charter of Human Rights and Freedoms, such as ethnocultural origin, gender identity, religion, sexual orientation, etc.
In the workplace, this often translates into:
For example: During recruitment processes in certain industries, women are less often selected for technical positions, despite having the same skills as their male counterparts. These types of exclusions sont des formes claires de discrimination, car puisque les compétences sont égales, le choix est influencé par une caractéristique identitaire, soit un motif de discrimination.
Impact on victims of discrimination
Another important aspect of the concept of discrimination is that it has a significant negative impact on the people who suffer it. Indeed, the discrimination is associated with an increased incidence of mental health disorders, violence, poverty and inequalities in the quality of treatment and access to healthcare, all of which have their own impact on health. People regularly confronted with discrimination may also experience confusion, anger, anxiety, powerlessness, despair, frustration, paranoia and fear, leading them to resort to negative coping mechanisms, such as denial and withdrawal.
Privilege: A concept invisible to those who hold it
Before going any further, it’s important to mention that having a privilege doesn’t mean that you haven’t worked hard to succeed in life, or that you were born with a silver spoon in your mouth without having produced any effort. Rather, it means that certain contexts in life can sometimes facilitate or accelerate our path. We can think of it as a helping hand, or as a means of making things easier for ourselves. The difficulty lies in the fact that we don’t always realize that we’re benefiting from a helping hand, and especially that other people aren’t benefiting from it.
For example, if you’re studying to become a pastry chef and there are several people in your family who are already pastry chefs, you’ll probably have a better chance of landing your first internship or job, getting advice on what training to take, who to meet, etc. than someone who comes from a family where there are no pastry chefs.
Having privileges means having advantages or opportunities due to certain characteristics, with little or no extra effort.
Caution! It’s important to understand that each of us, depending on the context and environment in which we evolve, enjoys certain privileges. This is inevitable. For example, a white woman might have fewer privileges in a traditionally masculine environment, but still have more than a racialized or aboriginal woman in the same environment.
Loss of privilege or discrimination?
When initiatives are put in place to counter historic inequalities, some people may feel that their own opportunities will be reduced or even eliminated. This is where loss of privilege is often confused with discrimination.
Let’s take the example of an SME where there is no female presence in either the executive or management ranks. This is an issue to be addressed. The company then decides to set up a gender equality program. mentoring specifically for women to propel their leadership careers. Some men might see this as “discrimination”. But it isn’t; rather, it’s an attempt to rebalance a documented disadvantage.
Another example, well accepted today, is that of students with learning disabilities who are entitled to extra time to write their exams. These students benefit from an adaptation that enables them to compensate for a specific difficulty. On the other hand, a student without a learning disability has the privilege of not needing these accommodations to achieve the same goal. It’s not unfair that a person with neurodivergent can get more time, while there’s no obstacle for other people at the base.
In short: you don’t take something away from me and give it to someone else. We’re giving the other person more tools to achieve the same results as people who don’t encounter obstacles.
DEI: A question of equity, not favoritism
The aim of DEI initiatives is not to give more to some people at the expense of others, but to correct historical imbalances. It’s not about creating inequalities, but to offer everyone the same chances of success.
What some feel is a loss of privilege is actually a rebalancing of the playing field, where everyone has the opportunity to develop fully in their own workplace. DEI is an opportunity for improvement for everyone.
Does this content resonate with you? Contact us to see how we can work together.
