This is a think-piece.  I hope that it will inspire you to think about its subject matter. Please approach it with an open mind.

Hello World!  I’m going to take a moment to discuss diversity, equity, and inclusion.  I have frequently witnessed blowback to the very concept behind these words. There are those who refer to these terms derisively as DIE.  These people believe that a diverse, equitable, and inclusive environment is one that is in decline.

I disagree, for many reasons.

So, let’s talk about it.

Diversity is defined as “the condition of having or being composed of differing elements”. 

This involves making sure that the members of our community come from a broad range of backgrounds, beliefs, ideologies, and identities. 

For example, artists will bring different skills to the table than soldiers; they have different training. Soldiers typically bring discipline and leadership; artists, flexibility and perseverance.    We each bring different, but valuable, skills to the table.

And that something that we bring is effective.  Diversity is a source of creativity and innovation.  Diversity is a source of performance; diverse teams nearly always outperform homogenous thinkers and teams.  Organizations serve diverse communities with diverse needs;  they need a diverse workforce to effectively serve those needs.

Diversity is also fundamental to our survival as a species through variation.  Species diversity through variation protects the species from a variety of stressors.  Species without variation are more likely to go extinct; they are more susceptible to any stress.  In fact, vaccines and antimicrobial agents are designed to reduce diversity and therefore make organisms weaker.

Diversity isn’t just our strength as a culture, it is our strength as a species. 

Diversity is also the understanding that “different” is not synonymous with “bad.”  It is a rejection of “conformity for conformity’s sake.”  It is the understanding that equal does not mean “same.”

After all, four hundred quarters and one thousand pennies are equal in value ($100), but they are not the same.  For one, they need different accommodations for transportation, as anyone who has tried to deposit $100 in pennies will tell you. 

The next step in the process to provide those very same accommodations.

Equity is defined as “freedom from bias or favoritism”. 

This involves identifying and reforming current structures that are neither unbiased nor impartial.  It is the understanding that different people will require different accommodations to meet their needs and be the best versions of themselves.

Equitable communities have structures in place to ensure that all its members are successful.  This is important because, intentional or not, not all structures are unbiased and impartial.

For example, I might have seven artists in my community and two soldiers.  The soldiers were hired for their discipline, the artists for their flexibility. 

The soldiers really want to work a 9-5 schedule.  They have their entire day planned to the hilt, and are often frustrated with a variable and inconsistent schedule.

The artists, on the other hand, really struggle to work from 9-5.  Some are more comfortable working 10-4.  Others 12-8. 

Our organization is open-minded enough to try something different to meet their needs.  We give the soldiers consistent hours.  We give the artists more variable hours.  We identify “bridge hours” to ensure that there is a point where most employees overlap.  We hold our meetings during these times.  Productivity is measured by goals met, not by time worked.

The final result is a happier and more productive community where people have the best accommodations to do their work.

Diverse organizations will have artists and soldiers, treat them equally, and have them work the same schedule.  Equitable organizations will have artists and soldiers, and will treat them like artists and soldiers.  They will lean on each group’s expertise and cover for gaps in experience, training, and needs.  They are skeptical enough about their own process to be willing to try something different in the pursuit of greater outcomes.

And yet, it is also not enough just to provide resources.  The next step is to make sure that every member of the community, artist or soldier, feels included.

Inclusion is defined as “the act of including: the state of being included”.

This involves making sure that all members of a community feel valued.

Inclusive communities make every effort to make sure that every member feels included in the community.  This is important due to the concept of intrinsic motivation; we are more likely to do something that we enjoy over something we were bribed to do.  As sense of belonging is an excellent source of intrinsic motivation.

Take my “artists and soldiers” example.  Despite providing a diverse and equitable environment, I do not make my soldiers feel valued.  I encourage them to be more like artists. I emphasize creativity and flexibility. I do not encourage or celebrate the discipline that the soldiers bring to the table.  I create a culture where soldiers feel like a burden that requires special needs accommodations instead of an equal member of our community. 

As a result, the soldiers feel a deep sense of isolation and devaluation.  They feel that their skills and strengths are less important.  They ultimately leave the company, no longer wishing to be a burden. 

They were missed.  We had used them in a leadership capacity; their decisiveness helped with decision-making.  Without their leadership and organization, we are trapped in a malaise and disarray.  We lost their expertise in discipline, so we start missing deadlines. 

Our inability to create an inclusive environment led to a tangible decrease in quality for all involved.  We brought them in and gave them the resources, but they always felt like soldiers in a community for artists. 

Inclusion is turning that artist community into a “everyone” community (or at least an “artists and soldiers” community).  It is the final stage of integrated communities, and the most effective state. 

And these are some of the reasons why so many companies and organizations are pursuing diversity, equity, and inclusion.  Organizations that understand that “different” does not mean “bad” are more innovative.  Those who accommodate “different” reap the most benefits.  Those who make “different” feel included are less likely to lose those benefits. 

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