Has the DEI Pendulum Swung Too Far? Let’s Talk BACON!
- Marty Jalove
- 11 minutes ago
- 6 min read
Welcome to the world of Bacon Bits with Master Happiness, where host Marty Jalove tackles complex, thought-provoking topics with curiosity, openness, and a touch of humor. This week’s episode took a deep, insightful look at Diversity, Equity, and Inclusion (DEI), a topic sparking discussions and debates in workplaces and communities worldwide. Joining Marty was a dynamic panel of leaders and professionals who brought fresh perspectives and real-world stories to the table. From misunderstandings about DEI to actionable steps for fostering inclusive environments, this conversation was packed with insights you'll want to take to heart.
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Curious about DEI’s role in workplaces and whether the pendulum has swung too far? Here’s a breakdown of this engaging episode, but trust us, you’ll want to listen to the podcast to experience the full conversation.
What Is DEI and Why Does It Matter?
Marty opened the conversation with an admission many might relate to. “I don’t know enough about DEI,” he said, framing the episode as a learning opportunity for himself and listeners alike. To kick things off, Andres Tapia, a senior partner at global consulting firm Korn Ferry and an expert on DEI initiatives, provided a simple yet impactful definition.
Diversity is the mix. This means recognizing the differences among individuals, from race, gender, and age to culture, communication styles, and even invisible disabilities.
Equity is the promise. It’s the commitment to ensuring no one is favored or disadvantaged based on who they are.
Inclusion is making the mix work. It’s about creating environments where people feel respected, valued, and empowered.
From this foundation, the discussion turned to real-world examples of how DEI is applied in workplaces, its benefits, and the challenges that come with implementing these principles effectively.
Why DEI Is More Than Just Buzzwords
Panelist Paula R. Jenkins from LFS Consulting highlighted a key issue when it comes to DEI’s reputation. “It’s been weaponized,” she said. Instead of focusing on its goal of fostering respect and collaboration, DEI is often misunderstood or framed as a political issue. Paula stressed that at its heart, DEI is about something much simpler: kindness, respect, and curiosity about others.
“Every single one of us has unconscious biases,” she explained. A critical part of DEI is recognizing these biases and addressing them to create workplaces where everyone has the opportunity to thrive.
The panel agreed that when implemented well, DEI isn’t just about representation. It’s about leveraging the differences in people’s perspectives and experiences to drive innovation, business success, and stronger communities. Joe Janicki, owner of Brightway Insurance, explained how he strives to create a balanced, inclusive workplace. “It’s about understanding who people are, not just as employees, but as individuals,” he said. “If you know your team members’ strengths and values, you can help guide them in ways that benefit the whole organization.”
What can I do?
Start with communication! Ask your team simple questions like, “What’s one thing about you I don’t know but should?” It’s a great way to break assumptions and foster deeper understanding.
The Missteps and Misconceptions Around DEI
While DEI has made significant strides in creating more inclusive workplaces, the panel didn’t shy away from acknowledging its flaws and the challenges businesses face implementing it.
1. Unintended Exclusion
Marty raised a common concern: "Does prioritizing DEI mean leaving some people out?" Paula shared a real example of how laws like the Crown Act, which prohibits discrimination based on certain hairstyles, became necessary because workplaces didn’t foster awareness of cultural differences.
"Differences aren’t just about race," Ronald Curtis Grace, another guest, added. He stressed that DEI isn’t limited to race and gender but extends to veterans, disabled individuals, and even people from different socioeconomic backgrounds. The goal is equal opportunity, not preference or overcompensation.
2. Fear of Overcorrection
Ron noted, “Some see DEI as weaponized, something to be afraid of.” This fear often stems from misunderstandings or the perception that DEI focuses solely on correcting past wrongs. The truth is, DEI aims to create environments where everyone, not just specific groups, can succeed. Overcoming this fear requires intentional communication and education.
3. Superficial Inclusion (Tokenism)
Joe pointed out how inclusion can sometimes be surface-level, like hiring one individual to “check a box” without creating an environment where they can truly thrive. Real inclusion requires leaders to go beyond representation and focus on fostering collaboration and communication among their teams.
What can I do?
Avoid assumptions and tokenism by focusing on core values. Define your company’s vision and identify how diverse teams contribute to achieving that mission.
BACON Principles for Common Ground
Marty introduced his signature framework, BACON, as a way to foster deeper conversations about DEI while avoiding polarization. Here’s how BACON can guide businesses toward meaningful inclusion:
B - Balance: True balance requires respecting everyone’s unique contributions without tipping into favoritism. The panel stressed that while DEI emphasizes underrepresented groups, it’s about fairness for everyone. Leaders must focus on creating equitable opportunities and environments.
A - Accountability: Leadership plays a critical role in creating and sustaining inclusive workplaces. Andres noted that accountability starts with outcomes. Are employees engaged? Do they feel valued? Surveys and feedback tools can help leaders measure their progress and adjust accordingly.
C - Curiosity: “Ask before assuming,” Paula emphasized. Curiosity builds trust and uncovers the strengths and stories behind each individual on a team. Whether it’s asking employees how they learn best or finding out what motivates them, curiosity fosters connection and collaboration.
O - Openness: Openness to diverse perspectives doesn’t mean agreeing on everything. It means creating a safe space where people can discuss their differences honestly. Ronald shared how understanding cultural nuances can improve communication and avoid misunderstandings.
N - Nuance: DEI isn’t one-size-fits-all, and organizations must tailor their approach based on their unique teams, industries, and challenges. “It’s not about extremes,” Andres said. “It’s about sitting in the gray areas and finding what works best for your organization.”
Worth Sharing
The conversation ended on a hopeful note. While DEI work isn’t easy and is sometimes misunderstood, the panel agreed it’s worth the effort. Diversity, equity, and inclusion aren’t just buzzwords. They’re essential tools for creating workplaces, communities, and systems where everyone can thrive.
If you’re intrigued by these ideas or want to hear more powerful stories and actionable strategies, tune into Bacon Bits with Master Happiness. Each episode adds wisdom, warmth, and a hint of fun to some of life’s toughest conversations. Available wherever you listen to podcasts.
“Whether you love DEI, question it, or feel somewhere in between, the point is to keep learning, keep talking, and keep striving for better,” Marty concluded. "That’s how we all win."
Has the DEI Pendulum Swung Too Far? Let’s Talk BACON!
To learn more about Has the DEI Pendulum Swung Too Far? Let’s Talk BACON! go to: www.MasterHappiness.com/live or “Bacon Bits with Master Happiness” on Apple Podcast, Spotify, Amazon Music, Audible, iHeart Radio or wherever you listen to your favorite podcasts.
Or catch us LIVE on "BACON BITS with Master Happiness" on 983thelife.com, Monday Night at 7:00 PM and start making your life SIZZLE!
Marty Jalove of Master Happiness is a Company Coach, Business Consultant, and Marketing Strategist that helps small businesses, teams, and individuals find focus, feel fulfilled, and have fun. He helps businesses struggling with communication issues between co-owners, staff, and customers grow a happier and healthier business.
Master Happiness stresses the importance of realistic goal setting, empowerment, and accountability in order to encourage employee engagement and retention. The winning concentration is simple: Happy Employees attract Happy Customers and Happy Customers come back with Friends.
Want to learn more about bringing more happiness into your workplace and life? Contact Master Happiness at www.MasterHappiness.com or www.WhatsYourBacon.com