Why EDI Work Is Not About Discrimination Against the Privileged
Over the last decades, the call for equity, diversity, and inclusion (EDI) work and creating welcoming and inclusive communities, has gained momentum, and with it, significant strides toward societal and organizational changes have been made. However, as we witness new challenges and increasingly polarized debates, it’s important to address the misconception: EDI work is not about racism or discrimination directed at the privileged or majority populations. At its core, this work isn’t about shifting the focus away from injustice against marginalized communities toward a narrative about the discomfort of the privileged—it’s about addressing the systems that perpetuate inequality and ensuring a more just and inclusive society for all.
The Real Purpose of Equity, Diversity, and Inclusion
Equity, diversity, and inclusion efforts exist not to "reverse" racism or to target the privileged but to correct systemic imbalances and promote fairness. The foundation of EDI work lies in the recognition that marginalized communities—whether due to ethnicity, culture, country of origin, gender, sexual orientation, disability, or other factors—continue to face barriers that limit their access to opportunities resources, and justice. These barriers are ingrained in systems like education, employment, healthcare, housing, and governance, and they disproportionately affect these groups.
When we centre EDI initiatives, we are addressing these persistent and long-standing disparities. We are working to ensure that everyone, regardless of their identity, has an equal chance to succeed, participate, and thrive. To reframe this as a conversation about racism or discrimination against those who have historically held power diminishes the very real work that needs to be done to dismantle these inequities.
Privilege and Power: What’s at Stake
People with power and privilege—especially those who are part of historically dominant groups—do have a crucial role to play in advancing EDI. However, this work is not, and has never been, about punishing or blaming individuals for their privilege. It is about recognizing how societal structures have disproportionately favoured certain groups, and how those structures must be reimagined and rebuilt to offer equal opportunities to everyone.
The emphasis here should not be on the discomfort that may arise among those who have benefited from privilege, but rather on the tangible barriers faced by those who have not. EDI work requires people with power to use their influence to make space for those who have been excluded, silenced, or marginalized. It requires dismantling systems that perpetuate inequalities that harm entire communities.
Why the Conversation About Discomfort Diminishes the Need for Change
There is a common narrative that often emerges during discussions of EDI—one where the conversation shifts to the perceived "discomfort" felt by those who hold power or privilege. Some argue that EDI work is creating a “reverse discrimination” or “reversal of racism” aimed at the privileged. This focus on discomfort, while it’s important to acknowledge the emotional aspects of change, can derail the conversation from the pressing need to address inequality.
To clarify: The discomfort felt by individuals who have historically benefited from privilege pales in comparison to the very real barriers, discrimination, and systemic oppression experienced by marginalized groups. Equating the discomfort of the privileged with the lived experiences of those who have been excluded or disadvantaged erodes the very reason for the work—it shifts the focus from dismantling systemic oppression to debating feelings of discomfort.
This narrative not only detracts from the importance of EDI efforts but also risks undermining the work of advancing social justice. EDI is about changing systems, not about making individuals feel comfortable. While growth often involves some discomfort, it is critical to remember that true progress will benefit all of society by creating a more inclusive, just, and equitable world.
The Role of Individuals and Organizations in EDI Work
Acknowledge Privilege, Don’t Fear It: Recognizing your privilege is the first step in understanding how power operates in society. Privilege does not need to equate to guilt, but it does require awareness and action to make sure that systems of inequity are actively addressed.
Focus on Addressing Systems, Not Feelings: EDI is about addressing structural issues, not individual discomfort. While it’s natural to experience some emotional response to social change, this work must always center the needs of marginalized communities—those who experience real-world consequences from discrimination, not just feelings of discomfort.
Educate Yourself, and Keep Learning: Engage in ongoing learning about the historical context and lived realities of marginalized groups. It’s not enough to assume that change will happen on its own or that those who are disadvantaged will simply "catch up." Systems of inequality are complex, and the work to address them requires sustained education, action, and collaboration.
Support and Amplify Marginalized Voices: This work isn’t about making space for the privileged to speak more—it’s about creating opportunities for marginalized voices to be heard, and leading the way to meaningful change. Those who have been most affected by inequity should guide the direction of EDI efforts.
Commit to Long-Term Change: True equity isn’t achieved overnight. Whether in personal interactions, organizational culture, or societal systems, the goal is sustained transformation. It’s about breaking down old ways of thinking, doing, and being that uphold systems of power and privilege, and creating new norms that ensure everyone is valued equally. Apply Change Management principles to this work.
Moving Beyond the Myths and Focusing on True Progress
Equity, diversity, and inclusion work is not about diminishing the worth or opportunities of privileged groups—it’s about rectifying the power imbalances that have existed for far too long. It is not about "discriminating" against the privileged but about ensuring that everyone has an equal chance to thrive, regardless of their identity or background.
As we continue the work of advancing EDI, it’s crucial to keep the conversation focused on dismantling systemic inequities. When the narrative shifts away from these urgent needs toward a discussion of individual discomfort, we lose sight of the real reason this work is necessary.
Now—especially now—is the time for those with power and privilege to use their influence to advance these critical efforts, not as a reaction to personal discomfort, but as a commitment to justice and inclusion. The work must continue, and it must do so with a shared understanding that the ultimate goal is a society where all individuals, regardless of background, have the opportunity to succeed and be treated with dignity and respect.
We have to focus on the real need for equity and inclusivity and ensure that the progress we’ve made doesn’t get overshadowed by myths that detract from the true purpose of this work. Together, we can make the world a more just place for everyone.
Tymmarah (Tymm) Mackie, MA (she/her)
Founder & President, Fostering Diverse Communities Canada
