I’ve a lot of diverse feelings about diversity.
On the one hand, I believe the world is a better place when we embrace our differences. On the other, I’ve seen how diversity has become, for many, an idea that’s easier support than practice.
When anyone rushes to prove just how diverse they are, I question their motives. I wonder if they believe that diversity is entirely about differentness, in all its various forms. I challenge them to provide evidence that they really understand that diversity is not just black and white.
But it’s not gray, either. There are certain expectations we should all have about diversity, from the way we approach defining it to the reasons we support it. Diversity, after all, isn’t just about the obvious things that make us different; it’s about the how different thoughts, beliefs, approaches and expectations can be appreciated for their collective, positive impact upon the world.
My personal definition of diversity is this: “Diversity isn’t about what can potentially be lost, but what can be potentially gained, from being entirely open to others different from oneself.”
Far too often, however, diversity is relegated to what looks diverse on the outside; as a practice it never quite passes the Litmus Test for unconditional inclusiveness—meaning efforts result in fully realized actions that walk the talk. That’s why, for example, an organization assembling a group of obviously diverse people for an ad campaign is not diversity, but the same company assembling a group of people who may look different, but are valued because they also think and do different more likely is. When diversity is a real practice it always looks right, but it feels right, too.
But some people still concern themselves only with appearances, and that makes defining diversity difficult for them. Unfortunately, too many people are influenced by what they see versus what they know. And, on the whole, we rely on too many stereotypes when it comes to definitions of diversity. We’re much too quick to label actions as diverse, but reluctant to learn what the practice really involves.
Therefore, there’s a tendency to generally believe we know about people, what they think and what they’ll do because, well, they’re a woman, for example. Or Hispanic/Latino. Or gay or lesbian. Or carrying around the Bible when they haven’t read a single verse: It looks right, but is it, really? Is it any wonder, then, that when similar thinking about diversity takes hold, we accomplish nothing but confuse everything?
Of course not. Yet by accepting the appearance of diversity in lieu of embracing real diversity, we’re collectively ignoring how the content of an individual’s character, breadth of their intellect and unique creative ability can move our nation—and our world—forward.
It doesn’t have to be this way, however. We can still change things. We have opportunities every day to stop speaking at the concept of diversity and begin speaking directly to it. And the first step toward embracing real diversity requires us to thoughtfully avoid our historical tendency to perpetuate sameness—in both thought and practice—everywhere. We have a lot of work ahead of us—all of us—but there are great rewards ahead if we stop seeing diversity as just something to say we do instead of something really believe in.
