Shocking Shift By WEF: From The Flawed DEI To The Secretive BDJ Framework

by | Feb 24, 2023 | CROWDSOURCE™ | 0 comments

Discover the transformative power of the BDJ Framework, a new approach proposed by the World Economics Forum to enhance workplace culture. Moving beyond traditional DEI initiatives, the BDJ Framework aims to create an inclusive work environment where every individual can thrive.

You may have missed the memo, but did you know that The World Economics Forum (WEF) has moved on from Diversity, Equity and Inclusion (DEI)? . In 2021, the WEF published an article on their website entitled “Diversity, Equity and Inclusion have failed. How about Belonging, Dignity and Justice instead?” In this article, they argue that DEI initiatives are just theatre and are not doing enough to “…structurally address racism, ableism, sexism, dehumanisation and anti-Blackness” in the workplace.

According to the WEF, DEI initiatives fall short because they implicitly suggest that the default standard or status quo is the white heteronormative dominant culture. “Pursuing equity is about having access to and being equal to this culture. Finally, to seek inclusion is to desire entrance to a workplace that uses white heteronormative values as the standard.” The article argues that “This focus on the status quo while purporting inclusion, is not only an illusion but an insidious tool for assimilation.”

The article explains how the global consulting firm, Decolonize Design advocates for organisations to adopt a framework centred around the values of Belonging, Dignity, and Justice (BDJ) instead.


They define these terms as:

Belonging is one’s physical, emotional and psychological safety; the indescribable feeling of being welcome.

Dignity is one of the most universal concepts to describe the sacred nature of each individual’s personhood.

Justice is the repairing and restoring of individuals.

They explain that the BDJ process involves building trust, “collective consciousness”, and tension to inspire action towards a culture that allows everyone to thrive. The article further states that “The key to BDJ is centring those people who are most on the margins, shifting the way we understand expertise. We must embrace the paradigm shift that occurs during the unlearning of dominant normative values.” According to Decolonize Design, by incorporating BDJ into their operations and brand identity, companies can increase recruitment and retention, productivity, innovation, customer loyalty, and partnerships, while benefiting the communities they do business in.

The WEF believes that organisations must equip people with the proper tools to dismantle, disrupt and demand more within organisations if they want to structurally address individual and institutional challenges in workplaces. The BDJ framework offers a completely different approach that prioritises Belonging, Dignity, and Justice over the status quo.

The WEF has made it clear that DEI initiatives are no longer sufficient, and organisations must take a more holistic approach if they want to create healthy work environments that benefit all employees. According to advocates of the BDJ framework, by embracing it, organisations can create a culture that allows everyone to reach their full potential and thrive.

In summary, this thought-provoking article highlights how language can easily be altered without proper understanding and how it can permeate institutions without notice. These seemingly harmless words and phrases, which I refer to as “ideological container words,” can take root and grow insidiously. It is crucial to recognise, comprehend and keep a vigilant eye on these terms to prevent them from infiltrating and affecting our thinking and values.

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