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Diversity is a maligned word depending on its use and context. If diversity is being used to describe a set of experiences that can potentially add value then it is almost unequivocally a good thing. Recruiters and companies are constantly touting how much they value candidates that can pull from a host of diverse experiences. Diverse life experiences are also heralded as being part of the makeup for living an “interesting life”. The individual who has climbed mountain peaks, bungee jumped & partied in exotic locales is perceived as having achieved a diverse mix of experiences that make for a potentially eclectic worldview. We can vary on degree, but the idea that this type of diversity is generally positive is clear. Switch the focus to diversity among people, whether via race, gender, sexual orientation, etc. and the slope becomes more slippery. We might agree in some vague notions diversity might be a good thing, but outside of a rainbow colored room, how “good” is it? If various groups and individuals assign a certain level of importance to the principle of diversity how does it happen so rarely? I believe, this disconnect occurs because (1) failure to highlight and promote how diversity adds measurable value in professional, academic and creative circles and (2) disingenuous “champions” of diversity whose agenda seeks to support the status quo rather than upend it.

An honest and effective commitment to diversity requires heavy lifting. It requires that individually or as an organization there is recognition that diversity is not a “numbers game” but a “values game”. If the assumption is that a diverse community makes us smarter and better then it must be part of the DNA of your organization. Values are our guiding principles, and diversity as a value must be baked into the mix of other principles that are deemed important. This will ensure that on all levels diversity is taken into account and is part of the planning, strategy, and execution vital to the success of the organization.

Many so-called proponents of diversity are actually ill equipped or disinterested in contextualizing diversity as a conversation around values rather than representation. I spent the formative years of my post-MBA career working on Wall Street at the arguably premiere firm, Goldman, Sachs. The firm aspired to a diverse workplace but like almost every Wall Street firm (and most of the Fortune 500 as well) fell well short of their ambition. These gaps only widened at the senior level. I remember as a young college student looking up the “Top 10 Blacks on Wall Street” and then my dismay at realizing almost 6 years later virtually no change in that list. The “Highlander Effect” was firmly in place and it was clear the prevailing notion was “there can only be one” when it came to diversity. Some progress has been made but not nearly enough relative to our lip service regarding the importance of diversity. Let’s be clear, Wall Street is an easy scapegoat but across almost all corporate America the story is the same, no one is above critique. Often the supporters of diversity are merely advocating for a few more seats at an exclusive table. In essence, they become a select few invited into the conversation while the underlying system remains unchanged. It would make more sense to question whether the table is worth sitting at in the first place. If the status quo is not prepared, capable or willing to have a conversation that elevates diversity then we risk more wasted energy. We have to build a new “status quo” where those who truly value diversity (in the DNA) are supported. There is evidence across the board that diversity is important if we want organizational optimization, just read here, here and here. If we accept this premise, then lip service not only falls short but also is harmful to the advancement of diversity. It reinforces the self-serving behavior of those who trumpet diversity for the many while solely interested in the diversity of the individual…themselves.

These are remarkable times; transparency and access to information allow us to know more than ever about the people and organizations we interact with. More frequently, people around the world are making values based decisions. They are looking to align their personal choices with others who share their value system. This offers an incredible incentive to advance diversity as a core value and truly move the dial for the type of inclusion that will benefit everyone.