LOCKED OUT THE DEI DOOR

Diversity, Equity, and Inclusion (DEI) initiatives have become a controversial topic in recent years, with the term itself evolving from a hopeful vision to a divisive and polarizing concept. Today, the word "DEI" often evokes more contention than consensus. It’s like standing before a tall, imposing door and hoping it opens—the door a symbol of opportunity for some, but an insurmountable barrier for others. To understand how we arrived here, it’s worth reflecting on the historical, cultural, and political shifts that shaped this narrative. To do this, we must revisit a time when the American spirit shaped by both war and peace drove our nation.

After 9/11 (2001), this nation was united in a way that transcended race, ethnicity, and socioeconomic status. America had faced a common enemy—extreme Islamic terrorists—and for a fleeting moment, the melting pot ideal seemed real to our nation. ADOS, White, Black, Hispanic, and Asian Americans stood together in solidarity, mourning the lives lost during the terrorist’s attacks against our nation and we rallied behind a shared sense of patriotism. This unity was reflected in the collective determination to protect the nation, as young men and women from diverse backgrounds joined the military or contributed to the war effort in other ways. The focus in America became external—on wars overseas and the threat posed by figures like Osama bin Laden. This unity continued throughout the early 2000s, but as the years past, domestic challenges mounted and the historical cracks in the sense of togetherness in American began to reappear.

The years following 9/11 were defined by war, economic upheaval, and shifting national priorities. As the wars in Iraq and Afghanistan drained resources and morale, the country faced another crisis this time on the home front. Late 2007 marked the beginning of the great recission, banks began to fail. By 2008, the U.S. economy was unraveling. The collapse of the mortgage industry triggered a financial meltdown that devastated millions, disproportionately impacting Black communities. Generations of hard-won progress in homeownership were wiped out almost overnight, echoing the devastation of the 1929 stock market crash. At the same time, the auto industry, long a pillar of American economic strength teetered on the edge of collapse, further deepening the crisis. Families lost homes, jobs, and any sense of financial security, widening the economic divide in ways that would take years to repair.

Then, in 2011, the capture and killing of Osama bin Laden marked a turning point. For many Americans, it was a moment of closure a symbolic victory after a decade of war. Yet, as the country exhaled, its focus turned inward. The wars had already taken a toll, and now economic, cultural, and political tensions were boiling over. The sense of unity that briefly followed 9/11 had eroded, exposing deep divisions that had been simmering beneath the surface.

In truth, this dynamic began to shift with the election of President Barack Obama. His victory was celebrated as a historic milestone, a symbol of progress and the breaking of racial barriers. At first, Black Americans seemed unified in their support, but as questions about his identity surfaced, a different narrative began to take shape. President Obama leveraged the ADOS story to get elected, but once in office, it became clear that American Blacks, descendants of slaves, were not his priority. Many within the Black community quickly realized that we couldn’t depend on Obama to shift the existing tides that shaped our reality.

Black Americans have long understood that our rights were protected under the Constitution and that legal segregation was a thing of the past. While racial barriers remained, they were no longer enforced through overt acts of violence by white mobs. Instead, systemic challenges persisted in more insidious ways. Policies like affirmative action were intended to level the playing field, fostering a cautious optimism about the nation’s progress. However, the realities of economic disparity, disenfranchisement, and underrepresentation in key industries revealed that true equality was still far from being realized.

However, Obama’s presidency did reignite racial tensions in ways few had anticipated. His very presence in the White House challenged longstanding power structures, forcing issues of race, privilege, and systemic inequities back into the national conversation. The celebration of his election was accompanied by an undercurrent of resistance, as debates over race and identity took center stage in American politics once again.

This period also coincided with the rise of Diversity, Equity, and Inclusion as a formalized concept in corporate and institutional settings. While President Obama may not have coined the term, the broader adoption of DEI initiatives gained significant momentum during his presidency. His administration’s focus on addressing systemic inequities and fostering inclusivity likely contributed to the increased prominence of these efforts. While DEI was designed to address historical inequities and foster inclusivity, it has become a lightning rod for criticism. For some, DEI represents a necessary reckoning with systemic racism and a pathway toward justice. For others, it is viewed as divisive, a symbol of overreach that prioritizes identity politics over merit. The polarization surrounding DEI can be traced, in part, to the cultural and political shifts that unfolded in the years following Obama’s presidency.

It’s important to consider the historical context leading up to this moment. During the George H.W. Bush era, the appointment of Clarence Thomas to the Supreme Court in 1991 marked a significant milestone for Black representation in the judiciary. His confirmation sparked intense debates about race, identity, sex, and qualifications, underscoring the complex dynamics of race in America at the time. At the same time, systemic racism was still a pervasive issue, but there was a sense of progress within Black communities.

The unity forged after 9/11 was a temporary reprieve from these ongoing struggles. During this period, many of us were focused on building lives and pursuing dreams. I remember buying my first home during President Obama’s presidency, as a single parent, working at a bank in Philadelphia. Back then, the cost of living was manageable, and the city was a place of opportunity. But as time passed, gentrification transformed Philadelphia, turning it into a hub for corporate interests with beer gardens and upscale restaurants replacing familiar landmarks. The sense of community and affordability I once knew was gradually eroded.

The housing crisis during President Obama’s tenure added another layer of complexity. Leading up to his election, Black homeownership had reached significant levels. Many of us had worked hard to achieve the American dream of owning property. But with the collapse of the auto and mortgage industries, this progress was undone almost overnight. Entire communities were devastated as people lost jobs, cars and homes. The divide between those who could hold on and those who could not widened drastically.

Around the same time, the resurgence of drugs in Black communities further stalled progress. The crack epidemic of the 1980s and 1990s had already inflicted deep wounds, and its aftershocks were still being felt. There was no Black person who didn’t know someone impacted by crack addiction. Our communities recognized that a dangerous underworld—an insidious system—was deliberately targeting us. Films like Five on the Black Hand Side gave way to New Jack City, reflecting the stark realities of this underworld. Many in our communities stepped right into the belly of the beast, drawn by the allure of love, status, or survival.

By 2016, when Donald Trump took office, crack had become even deadlier, now mixed with prescription medications—Percocet, Valium, and eventually fentanyl—wiping out Black families and homes in mass numbers.

These shifts—cultural, economic, and political—set the stage for the contentious debates surrounding DEI. Today, DEI has become an extreme push away from the Constitution, expanding in ways that often feel disconnected and, ultimately, unfair. This disconnect has led many to question its effectiveness, particularly within corporate structures. Corporations often receive incentives and accolades for implementing DEI initiatives, while simultaneously ignoring the systemic racism that persists within their organizations. A 2022 study by McKinsey found that while 87% of companies reported having DEI initiatives, only 37% had implemented clear accountability metrics, leaving systemic inequities unaddressed at the leadership level. These efforts are performative, focusing narrowly on race, disability, gender, or sex, and introducing terms like "intersectionality" to highlight every perceived difference or disadvantage. Meanwhile, these same organizations perpetuate inequities in hiring, promotions, and leadership representation. For example, Black professionals hold only 8% of managerial positions and less than 1% of Fortune 500 CEO roles, despite making up nearly 13% of the U.S. population, according to the Bureau of Labor Statistics.

Black talent in organizations, lawyers, doctors, entertainers and athletes, often face the brunt of these inequities. Black talent in various industries remains controlled by White executives, handlers, and power brokers. In sports, Black athletes generate millions for organizations, yet these organizations are rarely held accountable for providing long-term care for these players who sacrificed their bodies. Why can’t these organizations be forced to provide lifetime care for their players, especially after using every ounce of the bodies of these men for trophies? This systemic cycle underscores the need for real change, beyond the surface-level initiatives DEI currently offers.

Over the last few days, the Black community has been unsettled by fear tactics surrounding the idea of DEI. President Trump has issued executive orders rolling back many of the DEI initiatives put in place under Joe Biden, including overturning key diversity-focused policies. These moves have forced many to confront the effectiveness of DEI as it stands today. Voices like Sabby Sabs, Native Land Podcast, and Dr. Umar Johnson, along with some pastors from the pulpit, have shared their perspectives on DEI. While some argue that DEI has done little to benefit the Black community and is not worth the fear or outrage, others, like Tiffany Cross and Andrew Gillium, from Native Land, have expressed anger and disappointment at the rollbacks.

This division reflects a deeper misunderstanding of DEI’s purpose and implementation. For some, it is seen as a necessary acknowledgment of historical inequities; for others, it has become a surface-level approach to addressing systemic issues. This tension has manifested in protests, boycotts, and calls to action—with companies like Target and Walmart facing backlash for eliminating DEI initiatives. These boycotts highlight how deeply intertwined DEI has become with public perception, yet studies indicate that 70% of corporate DEI initiatives fail due to a lack of commitment from leadership. The palpable fear from some stems from the idea that dismantling DEI is equivalent to removing protections for marginalized groups. However, this perspective often overlooks the constitutional protections already in place. The 13th, 14th, and 15th Amendments guarantee American Blacks their rights and affirm their place as equal citizens of this country. While DEI attempts to address disparities, it cannot replace the foundational guarantees enshrined in the Constitution.

I will say that I myself have faced racism in the workplace. My story illustrates how DEI truly operates:

After years of excelling in my role at a top American organization, after I was recognized, by my only Black female manager, as the crème de la crème—meaning I was performing at the highest level. Eventually, my performance solidified a broader role, I accepted a lateral move into a prestigious team of highly effective influencers, believing this would be my opportunity to grow into a managerial role. I outperformed expectations, yet I was significantly underpaid. Despite my success, as a Black woman, I still wasn’t given a promotion, yet I continued to perform above par.

Countless White colleagues were hired and promoted, yet I remained in the same lateral position. I finally decided to fight for my own advancement. I built a business case, presented my performance reviews, and had respected colleagues and leaders advocate on my behalf. After years of proving myself, I was finally promoted. But the moment I received my promotion; I suddenly became a problem that needed to be managed out.

Not even two months after my promotion was officially announced, my role was quietly removed without transparency, my support system dismantled, and I was reassigned to another team under the guise of ‘growth’ in my professional development. In reality, I had been demoted—pushed three steps down. Complaints to team members and leaders were met with silent hostility. I was expected to be grateful just to have a job—even though it was beneath my capabilities—and told there was nothing I could do.

Calls to the DEI hotline and internal inquiries only made matters worse. White DEI representatives conducted so-called investigations, and, without a single report of their findings, not a shred of real evidence or accountability, unsurprisingly determined that my claims had ‘no merit.’

Forced into a lower role on a new team, I soon discovered that certain managerial and senior managerial positions were only available to a select few ‘professionally trained’ members of that team—very few were Black. Within a month, four White colleagues were promoted into senior roles, bypassing me entirely. When I asked where the job postings for these positions were, I was told, ‘Aren’t they on the job board?’ My new manager and I pulled up the board together—and there was exactly one listing, located in India.

Then, one of my White colleagues on my new team, who had just been promoted to a senior managerial role, casually greeted me and revealed that we had essentially switched places. He had been given my former responsibilities, while I was placed in his old, lower role. Leadership on the team justified this by claiming that I ‘needed to learn the lower process’ before being considered for advancement—yet my White colleague was promoted without that same requirement. He was given the benefit of the doubt. He had not performed at the high-executive level I had been performing. Nor was he required to do so to be promoted. I, on the other hand, had to pay this poll-tax in order to advance. I was treated as an out-of-place Black woman who somehow lacked professional experience—despite my record of success and years of loyalty to the team I supported and the organization.

Insulted but determined, I braced myself, leveraged my skills, and found another role at a different organization—on my own terms.

I never stopped calling out the racism—I never stopped exposing the hypocrisy. But just to add insult to injury, the day before I left, my former team held a grand sendoff over Teams. They spoke highly of my contributions over the years, reflected on the ways I had stepped in to manage, and acknowledged that I had been not just the glue of the team, but its most trusted member. Yet, every single person on that call—all White—remained silent about what they knew had happened to me. The only other Black person on the team didn’t dare show her face, unwilling to stand in solidarity with someone deemed ‘a problem.’ This organization required employees to complete endless trainings on how to ‘recognize and report racism,’ yet when the moment came to act, not one of the employees called out the racism.

They watched as I was systematically sidelined. Not one of them dared jeopardize their own position by picking up the phone and calling the integrity hotline. Every year, we sat through hours of DEI training—yet when it mattered, when it was happening right in front of them, they chose silence. They chose self-preservation. They chose complicity.

This experience was both humiliating and humbling. It took a mental toll on my well-being. As a Black woman and a widow, financial strain was a reality, and the fear of losing it all—or being forced into a role far beneath my capabilities—became a pressing question I had to answer. Fear brought tears, uncertainty, and overwhelming anxiety.

At first, I doubted myself. But then I learned something. The individual who was promoted to the role I had rightfully earned had been working in a bookstore in 2018. He had no professional experience at all, and his degree was a Master’s in Divinity. My professional experience far surpassed his. Looking for the difference between us, there was only one: he was White, and I was Black. Then, I saw it for what it was—racism at its finest.

There was no need to continue sitting and waiting, hoping that someone would recognize my situation and step in to bring about change. Though I wasted many weeks speaking with leaders, they eventually made it clear: no one is going to magically take you from way down there and put you back up there. Here was my opportunity to prove my worth—not through DEI, not through corporate performative allyship, but through my own skills, perseverance, and resilience.

I hustled, put in the work, interviewed, and landed another role—not by chance, but by my own strength. Not because of some arbitrary DEI effort, but because of my own capabilities and merit.

If we want to fix DEI—lateral moves at any organization should be reevaluated. Research suggests that lateral career opportunities can be valuable for skill development and retention, yet Black professionals often take these roles with hopes of proving themselves, only to find that when they take the leap, no real opportunities await them. While lateral moves may benefit some, systemic barriers often prevent Black employees from advancing beyond them.

Despite this, you should still speak out against inequities. DEI investigations should be documented, and conversations confirmed. Remember, DEI or Integrity hotlines often prioritize protecting the organization over addressing legitimate concerns. If you suspect misconduct, consider documenting your experiences thoroughly and seeking support from trusted professionals, advocates, or external resources to ensure your voice is heard.

No Black person is exempt from the systemic challenges present in many organizations. Talented individuals are often sidelined or displaced before they can find new opportunities. This not only stifles individual growth but also diminishes the acknowledgment of ADOS contributions to America. From building wealth with our hands and minds to farming lands to leading in military roles, ADOS contributions have been vital in shaping this nation. Yet, these contributions are frequently undervalued, and we are too often relegated to lesser roles because of persistent misconceptions about our capabilities.

That was what it felt like for me. I have sat at tables with influential executives. I put in the work, showed up, and demonstrated my talent. Yet, in the end—I lost. But what I gained, I carry with me—proud and strong, ready to take the leap again. I am not in position because of DEI, but because of my strength and resilience. This realization continues to empower me as I navigate these systems and seek to build a future where these dynamics no longer hold us back.

When the ADOS community considers DEI and wonders how this will impact our lives, we should have confidence in our own capabilities. We don’t need to seek validation or recognition from those outside our community; instead, we must stand on our own strength. Have no fear that DEI is no longer here—we never needed the expansive extension of these benefits anyhow. DEI is nothing more than a corporate policy framework and offers no legal protection. My rights are protected by the Constitution, and that will never be taken away by an executive order or a shift in corporate thinking.

I say to White people—if you are curious about my hair, please ask—I will not be offended. I am glad I no longer have to pretend during ‘Say This, Not That’ trainings. These superficial attempts at inclusion missed the deeper realities of systemic inequities. True progress comes from authentic dialogue, from recognizing our own worth, and from moving forward without reliance on performative initiatives.

As we enter the next four years and witness Trump issue executive orders that will have dire consequences for communities across the world, it’s essential that we trust ourselves and embrace our communities so we remain unified. To get there, we must ask hard questions about how we’ve arrived at this point and where we go from here.

Ultimately, will we confront the systemic issues that persist, or will we continue to let unity slip through our fingers, as it has so many times before?

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This content is the intellectual property of Jacqueline Session Ausby and may not be reproduced, distributed, or used in any form without my express written permission. For inquiries or permission requests, please contact me at Jmbeausby@aol.com.

Fragments of Hope through a new lens

"The cost of liberty is less than the price of repression."
– W.E.B. Du Bois

Since Donald Trump’s presidential election, I’ve been amazed at how often I hear the claim that Black people are at risk of returning to slavery. While the idea of a literal return to chattel slavery may sound extreme, it reflects a deeper fear rooted in our collective history. This fear persists because slavery, far from being a relic of the past, has evolved into modern forms of exploitation. Across the globe, it exists in stark realities—from the mines of the Congo to the trafficking networks in Mauritania. In the United States, it thrives in more insidious ways. Our prison system incarcerates extraordinary numbers of Black men, exploiting their labor while sustaining a multibillion-dollar industry built on punishment and profit.

Recently, I listened to a podcast about Anthony Johnson, a Black man described as “probably” the first slave owner in America. This narrative is sometimes wielded to justify centuries of enslavement, as though one man’s actions could absolve a nation of its systemic oppression. It reminded me of Edward P. Jones’ The Known World, a haunting depiction of a Black slave owner in the antebellum South. Both the podcast and the novel underscore an unsettling truth: racism and exploitation are systems, not isolated acts of prejudice. They endure because they are deeply ingrained in policies, structures, and institutions designed to uphold inequality.

Racism impacts every class of American Blacks. From those living in public housing to those who own homes and land—even those who have achieved financial success and social status—it is clear that no ADOS Black is immune. Smaller organizations profit from low wages, while larger corporations hold back ADOS talent, subjecting them to unfair standards and imposing moral expectations rooted in white cultural norms. The closer one is to what is deemed socially white and acceptable, the better their chances of success.

Meanwhile, the prison system sees young Black boys as pawns in its machinery. Like crude oil, they are extracted, exploited, and used to fuel an industry built on oppression. Both corporate America and the prison-industrial complex reflect a society that thrives on using Black lives as resources while denying their humanity. Just as the prison system profits off incarcerated labor, corporations exploit talent while maintaining a veneer of equity. Together, these systems form an intricate web that sustains systemic racism.

Racism as a Systemic Issue

Racism isn’t just about personal prejudice or isolated events—it’s a system that touches every part of society, from our streets to our workplaces. This systemic nature makes racism harder to see, especially when its mechanisms are disguised as policies, traditions, or even well-meaning initiatives. By understanding racism as a structural force, we can shift the focus away from blaming individuals and toward confronting the systems that sustain oppression.

Yet, confronting these systems requires courage. Silence is not always golden; in fact, silence can be complicity. Too often, we sit quietly, watching another Black colleague face unfair scrutiny, labeled as "unfit," "unprofessional," or "defensive" simply for standing up for themselves. Meanwhile, those who remain submissive are rewarded with survival, a stark reminder of the cost of resistance. This complicity echoes across history—from those who turned a blind eye during slavery, prioritizing profit over humanity, to today’s corporate structures that demand silence in exchange for perceived security.

Specific Examples of Systemic Racism

Sandra Bland’s tragic death is a stark example of how systemic racism intersects with gender. A Black woman with a fiery disposition encountered a white male racist, and the result was explosive—oil and water do not mix. Sandra’s strength and defiance were viewed as threats rather than traits of humanity. Her death in a jail cell is a modern echo of Fannie Lou Hamer, another Black woman with a big voice and an imposing presence. Hamer’s outspokenness intimidated white men so profoundly they saw no humanity as they beat her nearly to death.

But this systemic scrutiny isn’t reserved for the outspoken. It happens even to those who are soft-spoken. We want so desperately to believe the world has changed, but in many ways, it remains the same. This harsh truth should not deter us from standing up for ourselves. Silence is not safety—it is complicity. Pretending racism isn’t happening because it’s not happening to you only allows it to persist. We must reject complacency and speak out, even when it feels like the odds are stacked against us.

The Role of Allies

W.E.B. Du Bois wrote in The Souls of Black Folk about the paradox of white support. While some genuinely sought progress for Black people, others acted out of a need to preserve their own moral image. This distinction remains relevant today. There are allies who genuinely believe in Black talent and work to dismantle oppressive systems, mirroring the white supporters of the Civil Rights Movement. However, allyship can be complicated, as seen in the YSL RICO case. The white defense lawyers seemed to respect their clients in a way that stood in sharp contrast to the Black prosecutors, including Mrs. Love and Mrs. Hylton, who led the prosecution under a Black district attorney. The dynamic underscored a troubling reality: even within systems designed to uphold justice, biases and hierarchies persist, often creating tension among those tasked with navigating these roles.

True allyship demands more than good intentions—it requires action, accountability, and an understanding that privilege can be used as a tool for collective liberation. Allies must move beyond silence and stand beside those who are fighting for equity, even when it is uncomfortable.

Taking a Stand: Courage in Action

Courage can dismantle systems of oppression. The YSL RICO case in Atlanta offers a powerful example. Six defendants stood firm, refusing to accept plea deals that would harm their co-defendants. Their collective resistance ultimately led to not-guilty verdicts for two defendants facing murder charges. To be clear, even the last two defendants had other charges to face, but at least the murder charges were behind them. Their refusal to accept unjust pleas highlighted the power of unity in resisting systemic biases within the justice system.

In organizations, we can take similar action. When we see discrimination, we must document it, call it out, and use the same policies that organizations use against us to hold them accountable. Flooding the system with truth—standing up for ourselves and others—can disrupt the structures that sustain systemic racism.

Circling Back: The Lessons of Anthony Johnson

As I think back to the story of Anthony Johnson, I’m reminded of how narratives shape systems. His story has been manipulated to deflect responsibility for centuries of oppression. But the lesson isn’t about one man’s actions—it’s about the systems that have used stories like his to perpetuate inequality.

If we’ve learned anything, it’s that change requires collective courage, relentless truth-telling, and the refusal to let systems of oppression define us. Whether it’s in prisons, boardrooms, or communities, the roots of racism run deep—but so do the branches of hope.

We have the power to stand, speak, and dismantle. The question is: will we?

Reflections from a Quiet Room

There are moments when I sit alone in my room, basking in a fleeting sense of peace, only to have a thought intrude—a tinge of guilt, a reminder of those far away. I imagine the refugee camps in Sudan, dust-laden fields stretching endlessly under a harsh sun. Women with their heads covered, feet bare, children clinging to their backs, their cries a constant, haunting melody. The wars in Ukraine, the unrest through the Middle East—the faces of women flicker through my mind.

In these quiet moments, I find the strength to keep moving. If they must journey across desolate lands in herds, then I have no choice but to press forward here. Anything less would feel like a betrayal of their resilience. I hold onto simple joys—taking my grandchildren to the mall, watching them pretend to be grown or risk it all in a game of chess. These moments remind me of my responsibility.

Perhaps they, too, carry their children, only to be met with the news that their sons have fallen on distant battlefields, victims of bloodshed at the hands of some unseen force. I see the camps so clearly—fields of dust, the air thick with despair. The faces of women, etched with hardship, bear the weight of their children and their futures. Above them, drones drift like silent predators, unseen yet ever-present, delivering death with chilling precision. They are the snipers of the sky, casting shadows over lives that have never known peace.

Forever refugees—across Sudan, Ukraine, the volatile Middle East. Each place burns in its own way, a center of the world where every eye watches, waiting for Christ. We fix our gaze on Jerusalem, knowing that the story there is far from over. Sometimes, I wonder: If America had been the land that birthed the Son of God, would life be different? Perhaps not. But one day, our worlds will collide, and I might find myself over there instead of here. Would God vanish in that moment? No, He’s always been present, both here and there.

There’s no need for empty promises or quick fixes. The world is as it is—full of struggle, love, pain, and rare moments of peace. Yet, in the midst of it all, there’s a breath, a heartbeat that keeps us moving forward. Perhaps, for now, that is enough.

WOMEN AT THE WELL

Recently, I watched an episode of Freaky Fridays, a podcast featuring Cam Newton. Cam hosted two Atlanta adult entertainers, India and Diamond. Both women were prominent dancers at the iconic Magic City nightclub, making substantial money without, as they put it, “selling their souls.” There names were featured in prominent Rappers lyrics and their shared stories navigated a space steeped in judgment while maintaining boundaries, even as others around them crossed lines. Listening to them, I was struck by the complexities of their experiences and found myself grappling with what it truly means to be a woman in a world that defines us so narrowly—by our choices, our bodies, and our perceived morality.

Their stories lingered in my mind, stirring reflections that reached far deeper than the surface. What does it mean to be seen? To be valued? Since the days of Adam and Eve, womanhood has often been framed through the lenses of sin and sexuality. Biblical narratives have repeatedly painted women as bearers of both temptation and redemption, creating a tension that has shaped societal expectations for generations.

The story of the Samaritan woman at the well embodies this tension. Standing before Jesus, she brings with her all the weight of her past, her troubles, and her sacrifices. And yet, Jesus sees her. Not just her sin, but her humanity. He acknowledges her pain, her longing, and offers her the ultimate gift of redemption. Isn’t that who we all are? Women, carrying our stories, our burdens, and our hopes, longing to be fully seen and understood.

India and Diamond’s stories remind me of the Samaritan woman in many ways. They too navigate the complexities of judgment and redemption. They’ve carved out freedom for themselves in a system that often exploits the very essence of who they are. And yet, even as they’ve stepped away from dancing, they still hire women to perform at their parties—a nod to their past, but also a reinforcement of the very system they once sought to escape. Is this empowerment, or is it another layer of entrapment?

There’s a paradox in breaking free from something and yet continuing to contribute to it. It’s as if, in escaping the cage, you still find yourself drawn back to its bars. For India and Diamond, this complicity feels like both a reflection of their journey and a reminder of how hard it is to leave certain systems behind.

Cam Newton’s perspective added another layer to this complexity. As he spoke about strip clubs—his money thrown around, the naked women dancing before him—there was a hint of glorification in his tone. For him, these spaces are arenas for power and performance, a place to display wealth and indulge in the spectacle. But for the women in those spaces, it is something far more intimate. It’s their essence, the sacredness of their bodies on display, reduced to a transaction. This tension—between what women give and what men take—remains at the heart of the conversation.

In moments like these, I think about the blood. Between women and men, between exploitation and liberation, there is always the blood. Biblically, blood signifies life, the ultimate symbol of humanity and sacrifice. For women, it is deeply tied to identity—the blood of creation, the blood of pain, the blood that sustains life itself.

When men like Cam get so close to the essence of who women are, it is the blood that still separates them. It is the unbridgeable gap between seeing a woman as a whole being and reducing her to an object of desire. The blood demands reverence, but too often, it is ignored in favor of the spectacle.

India and Diamond’s stories resonate deeply with me because they are part of my generation—the Hip Hop generation. We were shaped by the beats, the lyrics, and the culture that celebrated both triumph and struggle. It was a world where survival meant finding your voice, your hustle, and your way forward, even when the odds were stacked against you.

Their paths and mine are vastly different, but what strikes me is how, in the end, our roads often cross and recross. No matter where we started or how far we’ve come, we all find ourselves in the same place: searching for redemption, for love, and for the assurance that we are seen. We carry our baggage—some visible, some buried deep—and yet, like the Samaritan woman, we stand before God, hoping He sees beyond our mistakes and choices. We pray that He sees our hearts, our sacrifices, and our humanity.

What I see in India and Diamond’s stories is a reflection of this generation’s longing. We all want to be seen, not for what we’ve done but for who we are. Their stories remind me that the road to freedom and redemption is not a straight path. It loops back on itself, weaving through moments of empowerment, complicity, and, sometimes, painful realizations about the systems we thought we had escaped.

But through it all, we keep praying. We keep hoping. And we keep trying to find our way back to ourselves, back to love, and back to the God who has seen us all along.