The Diversity Conversation

Diversity is difficult. Although the conversation surrounding "diversity" has recently become very advanced, even the mention of the topic can still lead to anxiety and conflict. Individuals disagree on the virtues of diversity and how to achieve it. Corporations are spending more money than ever to attract and manage diversity yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

There is an old saying about exercising, "no pain, no gain." We all know that it is good for us because it helps you stay healthy through weight loss, building muscle or other tangible ways however, the majority of people do not like to do it. Diversity can be viewed in much the same way. The pain associated with diversity can be thought of as the pain of exercise. You have to push yourself to lose weight (shed unconscious bias) and grow your muscles (embrace inclusion). We need diversity — in teams, organizations and society as a whole — if we are to change, grow and innovate.

Many of us are guilty of assuming that anyone who presents themselves different from us are wrong. That would include race, age, skin color, gender and more recently expanded to include sexual orientation, veteran status, and disability status. If we are to be more accepting of differences we have to recognize that these differences are what makes groups stronger and better performing. America used to be called a melting pot where the thought was that everyone would eventually fully integrate into the American culture however, we now know this not what actually happens or should. People do not need to melt into one culture in order to be accepted. If we keep the food analogy going a better comparison would be to that of a garden salad where diverse ingredients mix with one another to form a satisfying meal however, are still individually identifiable.

Companies that are truly diverse are extremely bold and creative. They do not limit themselves by preconceived ideas or notions. They link diversity initiatives to decision makers who are front and center within the organization, get engaged, and figure out what needs to be done. Diversity executives have to be fluid and flexible in order to build relationships at every level of the business. They have a collaborative mindset that is new, interesting and not built around one perspective, such as female or African-American.

As the world continues to shrink through technology, diversity has to become more than just a buzzword or recruiting tactic to hit numbers. We would all be remiss to ignore it or not become a part of the conversation. If your organization hasn’t started or isn’t continuing the diversity conversation, then start with yourself and do something about it.