What if we normalized monetary compensation for marginalized groups who are constantly being asked to provide free consulting, creative, production services on top of their day-to-day jobs every time there’s a DE+I initiative? Typically, underrepresented groups are already underpaid. So, when they are asked to do work that will push them even further outside the 40-hour work week, it decreases their rate even more—marginalizing them further in a quest for equality.

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There is nothing more American it seems than forcing marginalized groups to address the systemic issues white, mostly male, generations have created on their own time and dime. I guess some progress has been made, but tokenism and performative yet empty gestures of "allyship" from people in positions of influence and power could also just be the same wolf in slightly updated sheep's clothing.

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I like your direction and thoughts but it is hard for me to believe that this will become reality. Why will they relinquish this leverage. How will they justify what is correct normalized compensation. They first need to fix the unfair compensation and unjust hiring and promotion tactics before even talking about additional compensation for DEI related work.

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They either pay you more money or it is part of that 40 hour work week and it is not primary on your list of things to do. You also have to leverage this on your own level. Be upfront about what role you are playing, not only as a POC but as an employee and they have to understand that you were hired to do other things. Let’s see if they dare push back using DEI against you or give you the resources (whether that is time or money). There will always be an opportunity cost and they have to understand it and manage it.

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