The Scholarly Kitchen published a series of 4 guest posts last August (2022) on “Reducing the Burden of Diversity Tax” written by people who work for 3 different scholarly publishers. They write from their own experiences and from that of an anonymous contributor to help us understand what a diversity tax is and how it impacts underrepresented minorities; how affected individuals can alleviate its impacts; what allies can do; and what organizations can do. Comments and responses to the posts further illustrate the experiences of underrepresented people and the issues they face. Each post is of modest length and offers specific recommendations for the different parties.
The concept of a diversity tax is introduced through a series of examples of how peoples’ strengths, expertise and skills – such as popular event planning, cooking for a social gathering, leading an outdoor adventure – become burdens by the very nature of their success. Those who have special contributions to make in particular areas are repeatedly asked to do so, and even if they are passionate about the work, it comes at personal cost, a kind of tax. This can be translated to people from underrepresented groups who are regularly asked to participate in diversity, equity, inclusion and accessibility (DEIA) projects because of an identity, without rightful recognition of or reward for their skills or their time.
In the second post, the authors discuss tactics individuals can use to mitigate these burdens. These include choosing only to accept assignments that align with their career goals and leveraging those opportunities, advocating for formal recognition of their contributions, setting boundaries and seeking the support of others. Allies can educate themselves about DEIA issues and experiences (without necessarily asking DEIA individuals to be the educators), acknowledge their privilege, be intentional about who they are including and why, ensure colleagues are properly acknowledged and rewarded, and make spaces safe for candid discussions about the experiences of underrepresented individuals. The recommendations for organizations were particularly strong and detailed, from rewards and compensation, quantifiable metrics, sustainable staffing infrastructure to policies and workplace support for marginalized communities. The series covered real experiences and actionable responses from many stakeholders in publishing and other organizations. It emphasized listening and acting in ways to include, recognize and reward individuals from marginalized communities for their invaluable skills, experiences and expertise.
