30 May New book launch, three years of change since the murder of George Floyd, and more.

Elmer Dixon’s upcoming memoir DIE STANDING encapsulates how the combination of passion and long term vision lead to sustainable change and global impact

His image—holding a rifle on the steps of the Washington state capitol building—is one of the most iconic photographs from the Black Power movement. Back in 1968, Elmer Dixon co-founded the Seattle Chapter of the Black Panther Party to provide armed patrols to protect Black people from police beatings and killings. More than a half-century later, Dixon is a popular diversity, equity, and inclusion consultant for companies, organizations and universities around the world. Now he’s sharing his remarkable story in DIE STANDING: From Black Panther Party Revolutionary to Global Diversity Consultant. This memoir is a timely addition to the conversation for how people can lead by Elmer’s example to inspire collective change in systemic oppressions impacting marginalized communities every day.

(Read more about the book and the June 16th launch event in Seattle here.)

A global reawakening

This month marks the third anniversary of the 2020 murder of George Floyd. The circumstances of his death- the recording of his murder which was posted, reposted, and viewed by the world, caused an international jolting reminder of the violence and trauma inflicted by police towards the Black community, particularly Black men. Those eight and a half minutes echoed in the hearts and minds of millions of people and led to a summer filled with Black Lives Matter-led protests across America and in cities around the globe. However, “… many people who felt very badly about George Floyd and thought to themselves ‘we have to do something’ have to realize that Black people have been traumatized throughout our whole existence in this country, as have Indigenous peoples and other populations, and reflect about his murder in those terms” says Elmer Dixon, President of Executive Diversity Services (EDS). “While there have been great strides in undoing systemic discrimination, racism, and trauma experienced in the Black and other marginalized communities, the commitment to systemic change requires the combination of both strategic planning and passion to maintain longevity to be sustainable and have lasting impact,” adds Dixon.

How to keep that same spark for DEI that was reignited in 2020

Calls for police reform as well as an increased interest in creating inclusive work environments surged immediately following Floyd’s murder. DEI roles increased by 55%.

While this influx of interest and commitment to DEI within the work space was much needed, the past three years have also demonstrated a shortcoming of DEI initiatives, when viewed as a short term problem; systemic change requires organizational commitment over time, and consistency beyond a one and done training or stand alone policy. It’s worth noting that following the initial spurt of new DEI rules in 2020, the attrition rate for DEI roles was 33% at the end of 2022 (compared to 21% for non-DEI roles). These statistics illuminate that on the path to advance the presence and impact of DEI within workspaces, sustainable and truly transformative shifts in work culture need to move beyond what Dixon describes as “checking a box” and that the “one and done” strategy just isn’t enough.

What is important to ensure everyone moves forward and why transformative change takes time

Having been an active leader in the fight for human rights for over 50 years; from starting as a teen as a Black Panther Party chapter cofounder, to serving as EEO officer for the Seattle Parks Department, to serving on the Mayor’s Cabinet as Director of the Citizens Service Bureau to now being President of Executive Diversity Services (EDS), Dixon explains that there are differing approaches to DEI and ensuring that there is awareness of their distinctive qualities and how interchanging usage can better support sustainable and transformative DEI work.

A Values-based Approach

A values based approach draws on the intersection of culture, communication style and the expression of values. With this approach, in order to create greater inclusion, people are trained to recognize their own lens, then that of others, and finally how all can work effectively together.

The “Isms” Approach

Another technique often used, is the “ism’s approach,” as Dixon calls it. This approach tends to be more confrontational and directly challenges a person’s sense of the particular “ism” that is being centered: racism, sexism, classism, ableism etc. The “ism’s approach” also pushes people to confront and undo their learned perceptions that may impact how they view and treat people with different identities. The idea is to challenge a person’s blind spots and biases (conscious or unconscious).

It’s the combination of these two techniques that allows people to approach learning around diversity, equity and inclusion without perpetuating stereotypes. That is what sets Elmer and EDS apart from others. “Make space to teach people about culture and values and their influence on communication style. And, overlay that knowledge with the impacts of race, gender, sexuality and other identities that people bring into the workspace,” Dixon shares.

Ensuring the relationship between DEI strategies and policies inform one another so that everyone succeeds

When it comes to sustainable efforts that support a transformative process for work spaces to be diverse, equitable, inclusive and have a true sense of belonging, it is essential to consider the lasting impact that decisions, policies, and procedures will have on both the employee and employer experience. The key to ensuring that a company or organization’s policies and procedures exemplify transformative progress is dedicating the space, time, and resources to constantly and consistently assess and make shifts. “As awareness grows and people are more encouraged to express their identities, it takes ongoing due diligence in order to shift the organizational culture to embrace that,” Dixon adds.

What does transformative DEI work look like? Be a champion for diversity!

Dixon’s lived experience, of his personal commitment to advocating for racial justice combined with a commitment to strategy and organizational growth is a good model for systemic change. (Learn more about Dixon’s personal story his book, DIE STANDING coming out June 16th ) In order to be a champion for diversity, equity, and inclusion, “It starts with self knowledge…leaders and those they support need to first understand their own styles, values, behaviors, their own culture in order to understand how they impact people who are different. Corporate leaders can consciously or unconsciously create and/or perpetuate environments that require others to adapt to a central cultural norm. And second, leaders must challenge themselves first to reflect on how they label people who are different in order to take steps to undo labeling “that might not be inclusive or affirming,” Dixon says. By taking time both as an individual and as an organization to learn what the challenges are, where people feel like they and the organization are not inclusive and have room to grow, folks have a higher chance of being successful in growing inclusion and in achieving their mission and goals.

Champions of diversity take the time to:

• Develop a comprehensive strategy that has clearly defined strategic goals.
• Look at both short-term and long-term goals. Where do you want to be in the next two years? The next five years?
• Explain what you want your leaders to be able to do and how do you want them to lead within the organization in an inclusive way
• Learn more about the systemic issues that impact Black and other marginalized communities face, such as profiling by police, violence and internalizing their stories.

As a leader and champion of diversity himself for the past 50+ years, Dixon hopes that his upcoming memoir about his own journey from Black Panther Party leader to global diversity consultant, and the thread of ideas and commitment to justice that permeates all of this work, will offer an insightful perspective on American history and be an inspiration for young activists and corporate leaders alike to work for change.

Make sure to pre-order your copy of DIE STANDING: From Black Panther Party Revolutionary to Global Diversity Consultant today! [PURCHASE LINK] And if you are in the Seattle area, join Dixon for a book signing and preview of an upcoming documentary about he and his brother Aaron and the Seattle BPP on June 16th at Washington Hall [insert link to digital flyer]