Annually as a nation, we remember the trailblazing accomplishments of Dr. Martin Luther King, Jr. This celebration not only recognizes his January birth but his significant contributions to diversity, equity, and inclusion. We know Dr. King spearheaded the Civil Rights Movement in 1964 combatting injustice and his implementations were critical to the advancement of those experiencing discrimination. His non-violent strategy of organizing activists was combined with his monumental speeches to ban discrimination based on race, color, religion, sex and national origin. His strategic resistance also moved the Voter’s Rights Act of 1965 forward to ensure equal voting rights. On August 28, 1963, he gave his renowned speech, I Have a Dream, a highly quoted oratorical empowerment focused on creating a world of equal opportunity.  Although this speech still echoes in the month of January and February for Black History Month and beyond, some have misinterpreted the purpose of his work for equity in every facet of life including the workplace. The myth of white retaliation has somehow emerged recently  and has caused hostility towards inclusive programming and affirmative action. Dr. King’s dream was not to persecute those with privilege but instead he challenged us to all actively participate in the elimination of inequity and injustice. 

    Dr. King’s work was not marginalizing any group of people or alienating the majority. 

Dr. King was aware that his message may be seen as one that disadvantaged White people, especially White men. In one of his speeches, he stated that many White men would fear retaliation, but they had absolutely nothing to fear. He assured that Negroes, now the African American community, were ready to forgive and forget the past while seeking justice for themselves and the White man. In his own words, Dr. King confirms that he was not asking anyone to pay for the sins of their ancestors but to be aware of the impact of their individual actions and perspectives on others, especially those in marginalized groups. However, there is a new construct of belief that DEI is a retrospectively punitive approach to promote blaming and shaming. It is quite the opposite, especially when done right. DEI is a proactive approach with the intent to create awareness of the importance of respect and opportunity for everyone without exclusion. When we see discrimination and inequities within our workplaces, we, like Dr. King, have a responsibility to ensure inclusion and equity without holding any group of people in contempt. Dr. King’s message was not retaliatory but restorative. 

Economic Impact of Inequity 

Our workplaces and economy do not excel with efforts to villainize one group and victimize another. The barrier to achieving a diverse culture of belonging is rooted in mindset of defensiveness and finger pointing. If Dr. Kings’ dream is going to be further realized, we must dispel the myths and limited mindsets that are preventing us from transforming our cultures with sensitivity to the problems that exist within system, communication and practices. When organizations overlook certain groups in the talent pool lacking diverse recruiting practices, money is lost, and profitability is hindered due to lost innovation and productivity. Research at Forbes Insights found that out of 500 organizations every 1% increase in racial and gender diversity yielded increased sales revenue by 3-9%.   

Since 2000, racial discrimination against African Americans alone has cost the US economy 16 trillion dollars. (Forbes, 2021) When Dr. King led the bus boycott in Montgomery, Alabama in 1955, he proved that exclusion costs. The economy was greatly affected when one group of people refused to utilize the public transportation system. Similarly, everyone’s participation in our workforce to sustain the economy matters. Unemployment rates increase when employees feel unwelcome in organizations and quit their jobs, literally or quietly, because of an untransformed culture. When organizations focus on diverse hiring practices and belonging, they increase their innovation and profitability. Inclusivity must follow so that employees of all backgrounds feel welcomed, valued and appreciated while also seeing a future with advancement and promotion opportunities. In 2021, S & P 500 and Fortune 500 companies had 41 women, 40 Asian, 20 Latix/Hispanic and 6 African Americans in CEO roles (Investopedia, 2022) With extremely low levels of gender and racial/ethnic diversity leading organizations, pit is clear we still have a long way to go to make Dr. King’s dream a reality. (Forbes, 2022) 

Pew Research Group reports that lack of advancement opportunities and feeling disrespected at work were two of the top reasons employees left their jobs. As we have also mentioned on our podcast, 24KEIRUS, the cost of replacing one employee is expensive, close to twice their salary. (Forbes, 2023) Dr. King’s dream was all encompassing to balance the progression not only for African Americans but for people who have been discounted, marginalized and denied equal access. 

The myth that DEI practices are tactics for White retribution uncovers a fear that must be addressed if we are going to create space for everyone regardless of their identity.