In early June 2020, as Black Lives Matter protests flowered across the United States following the murder of George Floyd, businesses and other institutions rushed to enhance their diversity efforts. Chief diversity officer hires tripled among the largest publicly traded companies, enhancing diversity, equity and inclusion offerings for which U.S. companies paid an estimated $3.4 billion to outside firms that year. What have we achieved with all this effort? In 2022, this question has special significance, as measures to increase diversity and racial equity have come under political attack, often by people who believe those shouldn’t be goals in the first place. But even among people who believe in the basic mission, common questions about diversity training have shifted from “Which training is best?” to “Is the training even a good idea?” and “Does the training have negative effects?”
Rowland: Asian-American and Pacific Islander voters are a rising force in Maryland politics
Too often post-election pundits can’t help but paint broad brushes of why certain demographics did or did not turn out and why they voted the way they did. When things go wrong for one party or right with the other, the analysis centers on messaging, strategy, and outreach. In Maryland, Asian-American and Pacific Islander voters are too often seen as a monolith. As a result, grassroots or media outreach is rarely comprehensive. Intentional AAPI outreach requires time and effort — candidates and aligned organizations must work with community and business leaders across the AAPI spectrum to pinpoint the issues that are important to this very diverse community. In some districts, it can be the difference between winning and losing.