According to McKinsey’s 2023 DEI Initiatives Report, companies spent nearly $7.5 billion on DEI-related efforts in 2020. That number is expected to grow to $15.4 billion by 2026. Some companies have entire departments dedicated to diversity, equity, and inclusion. Others hire DEI officers, directors, and consultants. Although 2020 came with increased attention to racial issues in the United States, DEI efforts are still happening. And the University of Southern California Thornton School of Music dean Jason King says he has hope for DEI initiatives in education.
He believes his appointment as dean shows that USC is taking DEI seriously by hiring more people of color. “I look at my own presence at USC as a sign of progress. I’m bringing all of my experiences, my perspective, my culture, my approach to methodology and practice,” King told me. “I’m emblematic of some of the progressive changes that are happening at USC around hiring. USC has a really strong apparatus in diversity, equity and inclusion. It feels like we’re definitely moving in the right direction,” he said.
I spoke with Jason King about why he believes DEI still matters in academia and beyond.
Representation Matters
Portrait of smiling employees participating in seminar at an office.
Yes, money, time, and effort have been put into DEI programs and departments, but there is more work to be done. “If our education spaces aren’t diverse then that has a huge effect on how people can feel empowered in a culture. People need to see themselves inside of education spaces being represented,” he said.
“The reason that representation matters is because higher education is an institution that has been historically exclusive. They have tended to be exclusive spaces that are racially homogenous, homogenous in terms of gender, and haven’t been expansive or inclusive. So representation matters. Who is in the room matters.”
Allyship Is Important
Colleagues huddle together at an office.
The term allyship came to the forefront in the summer of 2020 as thousands of people showed their support for African-Americans by donating, protesting, and posting on social media. Although it has been three years, we still want your allship. Actually, we need it now more than ever. And King agrees.
“Three years later many of those people who showed up to be allies or to be aligned with progressive efforts we had in 2020 are not showing up anymore,” he said. “I do think progress is still happening.”
Increasing allyship is a sign of progress. Allyship can come in many forms. It can start with a race conversation with a friend or a donation to a BIPOC-owned organization. Take it a step further and advocate for inclusion in your workplace. Your support could make a world of difference for your colleagues of color.
Universities Need Diversity
Panoramic view of a large group of college students paying attention during a class in an … [+]
Many universities and colleges have increased DEI efforts over the past three years. But in recent months DEI courses have been slashed at some universities. But deans like Jason King aren’t allowing the experiences of minoritiee to be erased. And neither are progressive universities.
“If you have an institution that has historically been exclusive and then you start to do more diverse hires that can have a huge optical effect of making your organization seem aligned with the changes that are necessary to be a truly inclusive environment.”
