Sarkeesian: Corporate Diversity Initiatives Are Failing to Improve Workplace Culture

The topic of diversity, equity, and inclusion has been a major concern in the gaming industry over the past decade, with many companies implementing DEI initiatives in response to scandals and tragedies that highlighted the industry's inequality. However, despite these efforts, Anita Sarkeesian, executive director of Feminist Frequency, claims that they have had little tangible impact. Sarkeesian argues that DEI efforts are often framed as attempts to create a welcoming work environment, but in reality, they are working as intended, which is the problem. One of the issues with current DEI efforts is that they are built on the concept of "othering" people who are not white, cis, hetero, or abled, and this approach is not only ineffective but also perpetuates the problems it aims to solve. Sarkeesian has spoken with numerous executives, managers, and DEI stakeholders, and has come to the conclusion that DEI has been co-opted by the powerful to become a shield against criticism and real change. She notes that DEI managers often view their work as a panacea, a watered-down liberatory movement that attempts to produce equity in a system that is fundamentally inequitable and resists equity. Sarkeesian emphasizes that the people doing DEI work are not failing, but rather, they are working within corporate structures that are designed to be resistant to change. She notes that HR departments and executives often do not understand how systems of oppression impact decision-making and personal interactions, and that legal teams resist open and honest communication due to legal liabilities or the risk of employees unionizing. To address these issues, Sarkeesian offers four principles for meaningful change: examining the conditions that allowed harm to happen, breaking cycles of harm and preventing future violence, supporting those who were harmed in their healing and those who caused harm in their accountability, and recognizing that this is a collective effort that requires everyone's involvement. In addition to these principles, Sarkeesian suggests that companies should shift their approach to addressing issues, from a passive stance to an active one, acknowledging past failings and taking responsibility for change. She also recommends doing away with zero-tolerance policies, which can stifle growth and change, and instead, implementing paths for lower-level everyday interventions and nuance. Furthermore, Sarkeesian suggests setting up caucuses of privilege, where people with privilege can learn about their privilege and how to use it to create positive change. She emphasizes the importance of transparency, noting that keeping issues quiet can lead to isolation, confusion, and misunderstandings, and that collective accountability is necessary for addressing harm and creating change. Ultimately, Sarkeesian argues that the current systems are failing, and that it is time for a new approach, one that prioritizes transparency, accountability, and collective effort. By working together and implementing these principles and suggestions, companies can create a more inclusive and equitable work environment, and truly make a positive impact on their employees and the industry as a whole.