In the summer of 2018, an affordable housing crisis in Minneapolis, Minnesota led to the erection of a homeless encampment infamously labeled, “Tent City.” Publicized by media as a camp for homeless Native Americans, pervasive myths and stereotypes filled the airwaves while public agencies and nonprofit organizations raced to find solutions to this community crisis before the cold winter months settled in. Written from the perspective of an Indigenous woman working in the social services sector of Minneapolis, along with her faculty advisor in a public and nonprofit graduate program, this article: 1) identifies issues of homelessness in Native American communities, 2) dispels myths and stereotypes about Native Americans that impede meaningful progress, 3) explores barriers to safe and secure housing for Native Americans and other marginalized communities, 4) identifies states and countries leading the way to solve homelessness, and 5) suggests best practices and solutions to the ongoing homelessness crisis.

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PurposeThis research applies social identity theory (SIT) to examine how White diversity, equity, and inclusion (DEI) professionals perceive their role and contributions to advancing workplace DEI.Design/methodology/approachInterpretative phenomenological analysis (IPA) was used to structure and guide the study, and data were collected from interviews with 16 White DEI professionals.FindingsThe SIT concept of social categorization was selected as a framework to discuss the findings, which were divided into two sections: in-group identity and out-group identity. The participants' in-group identities demonstrated how the participants leveraged the participants' Whiteness to grant the participants the influence and agency to perform DEI work. The participant's out-group identities revealed how the participants attempted to decenter the participants' Whiteness and unpack insecurities related to the participants' White identity and DEI contributions. Each of these findings has been associated with a specific role: leader, beneficiary, ally and pathfinder.Practical implicationsThe practical implications of this study are critically examining White DEI employees' lived experience to develop an understanding of Whiteness while holding White people accountable for DEI efforts within workplaces.Originality/valueDeeper and more honest conversations are needed to explore the phenomenon of how White DEI professionals enact and perceive the DEI contributions of the White DEI professionals. Therefore, this paper will provide further discussion on literature concerning White individuals engaged in organizational-level DEI work.