In our travels across the Pacific Northwest, annually logging over 30,000 miles of highway, back road, and even twisty gravel roads, we often pass through Leavenworth, a Bavarian-themed village known for its charm and outdoor adventures. But recently, the town has found itself at the center of a debate over a 70-foot illuminated cross being constructed on a nearby mountain. At first, I had little interest in the matter—after all, I grew up in Juneau, where a cross has overlooked the city for over a century.
The mountain’s land owner and a prayer group, which includes former Chelan County sheriff’s deputy Harry Hansen, see the cross as a stand against shifting cultural values. According to Hansen, “it really was based on things that are happening here in Washington state and nationally, where some of our values are being challenged that really were the basis for our country. I don’t want to get into a lot of politics, but it seemed like instead of putting God first as our founding fathers did, we now are putting a lot of emphasis on DEI—diversity, equity, and inclusion—to where right is wrong and wrong is right.”
That last statement is what caught my attention. Hansen frames DEI as a force that inverts morality, where “right is wrong and wrong is right.” He sees it as an attack against our country’s values. But I see it differently. DEI, when done well, is about removing barriers so that all people—regardless of background—are fully valued, included, and given a fair opportunity in the workplace. Far from being an attack on our values, DEI—when done right—reflects the very principles that Christ calls His followers to embody.
Diversity
“After this I looked, and there before me was a great multitude that no one could count, from every nation, tribe, people and language, standing before the throne and before the Lamb. They were wearing white robes and were holding palm branches in their hands.” Rev 7:9
The book of Revelation powerfully affirms the Kingdom of God embraces every nation, tribe, people, and language. Given that such diversity is an intentional outcome of God’s Kingdom’s plan, shouldn’t it be an intentional outcome for Christ-followers engaged in His Kingdom’s work?
Equity
“Do not pervert justice; do not show partiality to the poor or favoritism to the great, but judge your neighbor fairly.” Lev 19:15
“My brothers and sisters, believers in our glorious Lord Jesus Christ must not show favoritism.” James 2:1
“Differing weights and differing measures—the Lord detests them both” Prov 20:10
Scripture is replete with verses that reflect a biblical mandate for fairness, justice, and impartiality in how we treat others, underscoring the importance of equity in God’s kingdom.
Inclusion
“There is neither Jew nor Gentile, neither slave nor free, nor is there male and female, for you are all one in Christ Jesus.” Gal 3:28
“in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others.” Phil 2:3-4
The apostle Paul affirms that all people—regardless of ethnicity, social status, or gender—are valued equally in God’s kingdom. God’s plan transcends human divisions and calls believers to adopt an inclusive spirit.
My Experience with DEI
Throughout my tenure in the Federal Government, I had sought to connect faith and work through a lifestyle type of witness. But I still wondered how I could do more. I had seen how fellow believers would employ overt witnessing methods such as a scripture-laden t-shirt or strategically placed Bible. Yet such actions seemed performative in practice and were polarizing in outcome, a seemingly ineffective Christian witness.
An “aha” moment came when I encountered Kouzes and Posner’s advocacy of core values in my new managerial position. Like a light bulb coming on, I realized how the development of core values, through an alignment with biblical values such as those in Micah 6:8, Colossians 3:12-14, and the Sermon on the Mount, could satisfy the “more.” Advocating for the practice of virtues such as kindness, generosity, goodness, and gentleness could bring Christian values into the workplace. Then, through the demonstration of those character traits, I could, in the words of theologian Stanley Grenz, show my world “what my God looked like.”
Another “aha” moment came when diversity, equity, and inclusion became part of my managerial responsibility. I realized that DEI were essential Christian virtues that could also satisfy the “more.” I immediately saw another golden opportunity to “let my light so shine.”
My boss and I became known as the “core values” guys—not just in our Science Center but across the entire agency—championing values-based leadership rooted in virtues. We saw shaping our Center’s culture as one of our most important responsibilities, using a servant leadership approach that emphasized justice, fairness, humility, and generosity to honor and empower our staff. We made sure everyone was seen and heard because everyone mattered.
For us, being just and generous leaders meant championing diversity, equity, and inclusivity, creating an environment of trust where our mission, service, innovation, and productivity could thrive. By making sure everyone mattered, we brought together diverse perspectives and fostered true collaboration. We then built high-performing teams where individuals contributed unique insights, creating a powerful synergy that made our organization stronger than the sum of its parts.
We also knew that diversity, equity, and inclusion training programs could be ineffective or even produce the opposite effect. But any failures of others didn’t change our commitment to those servant leadership virtues. We were “people first, mission always” leaders who loved our staff.
My Advice to Hansen
Perhaps Hansen has had a different experience with DEI. Or, perhaps he’s read how DEI efforts can become misguided. Or, perhaps he opposes DEI initiatives on ideological grounds, accepting the partisan narrative that DEI prioritizes group identity over merit, promotes reverse discrimination, and creates division by focusing too heavily on social identities. I won’t put words in his mouth. But, even if any of his perspectives have merit, here are four simple suggestions.
Follow the beam and mote principle of scripture. Most things in life have plusses and minuses, and I’m sure DEI is no exception. It’s up to us in how we navigate that. But it’s easy to target others while giving ourselves a pass: scripture calls this the mote and beam principle. In our household, judgment began at home, embracing personal accountability with the responsibility to address our own shortcomings first. Goethe captured this idea well when he said, “If everyone would sweep their own doorstep, the whole world would be clean.” Advice: make your project about addressing a problem on your team, of which, I’m sure, there are many.
Stand up for Jesus. If you still want to address DEI in your cross-erecting project, use it as a launching pad for talking about Jesus. If you think DEI’s been done poorly, then show what good looks like. Like I’ve written above, scripture makes that task easy and is more powerful “than any two-edged sword.”
Don’t engage in culture warring. Don’t be a Galatians 5:20 sort of person, fostering discord, jealousy, fits of rage, dissensions, and factions. This is the stuff of in-group/out-group thinking, the rotten fruit of an us vs them world. As “Christ’s Ambassador,” you don’t own your witness. He does. So be careful what you attach to that witness. Make sure you “Bring into captivity” any thought or action that’s not in alignment with the Sermon on the Mount or His two great commandments, as explained by His Good Samaritan parable.
Blessed are the Meek. Take Jesus seriously. Pursue your interests and advocate for your dreams, but follow the public process, faithful to the apostle Paul’s admonition to “in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others.”