In the polarized environment in which we live we are constantly bombarded With information, and often misinformation, that forms the basis of our opinions. We listen to news or social media channels that reinforces our beliefs and as a result, we have become ruled by emotion and “group think,” rather than logic.
We no longer utilize critical thinking to help us determine our own opinions on any topic, nor do we value the concept of constructive debate. We are unwilling to listen to or to engage in a conversation with anyone who may have a differing opinion from us. Perhaps this is due to our fear of having to
admit that there is another way of looking at a situation, or perhaps we might be influenced by the fact that there is a kernel of common ground between ourselves and the other person. Whatever the reason, one of the basic tenets of our existence is the importance of learning lessons from the past, so that we move forward and not repeat our mistakes.
If we recall our country’s history when similar polarization impacted our environment and led to negative repercussions—a country divided over the treatment of underrepresented individuals—we should recognize that it too, was a period of polarization. Like now, folks were not led by logic, but by emotion and “group think.”
The recent SCOTUS decision on Affirmative Action is an example of human reaction of fear over facts. While a certain percentage of our population has had a knee-jerk reaction to the ruling paged on emotion rather than logic, I am hopeful that with the broad diversity that exists in our organizations today, we can get back to the basic tenet of constructive debate regarding our experiences and the concept of diversity, equity, and inclusion (DEI).
It is not surprising that when it comes to the idea of DEI, some individuals evoke emotional reactions influenced by their personal diversity, personal experiences, and often their generation. The concept of DEI can be a lightning rod! The reality is that we have been dealing with the concept of corporate diversity for over 60 years – sparked by the civil rights movement. For mature employees who have been in the workforce for several years, corporate diversity efforts are not new. These efforts have been in place for as long as they can remember. For them, it has become a tiresome discussion. Many of them ask “Why are we still focused on this? Can’t we just focus on getting our work don?”
This is an understandable reaction, since the focus on corporate diversity has not successfully evolved to the point where an organization’s focus on diversity, equity and inclusion is a means to an end, and not an objective for its own sake. For decades, a diverse and inclusive corporate culture has been shown to enhance employee engagement, innovation, profitability, and ultimately shareholder value. If these are the benefits of an inclusive corporate culture? Why are we reticent to invest in achieving it? You can point to any number of reasons:
- unrealistic expectations
- lack of patience in the journey
- lack of investment
- unauthentic intentions
- lack of moral support
- employee disengagement
We should recognize that our corporations, communities, and the world around us, are in fact, diverse. Every individual is unique—in race, gender sexual orientation, and ability, the traditional segments by which we measure diversity. But in a more basic way…as individuals—each with a
unique set of skills, experiences, and yes, opinions. We are in fact living in a diverse universe.
Even if we were in a room of same gender, same sexual orientation, same ethnicity individuals, we would be in a diverse group. Why? Because each of those individuals would have a different life experience—some would have been an only child, some would have grown up in a rural or urban
setting, some would have gone to college, some would practice a religion, some not. Each of those life experiences would have enabled the individual to acquire unique perspectives, providing them with diversity of thought. Those individuals bring that diversity of thought with them, wherever they go, including the corporate boardroom. This is why we encourage our employees to bring their whole selves to work. We are encouraging them to bring these diverse perspectives and skills with them, for the benefit of the organization.
Decades of data have demonstrated that when corporations embrace this diversity of thought and perspectives, the organization benefits from enhanced employee engagement, reduced turnover, innovation, enhanced productivity, and greater profitability. These are the benefits of diversity, equity, and inclusion… benefits that impact the corporation, employees, shareholders, and the communities that they serve. In a team setting, every team member brings this unique set of experiences and skills to the table. The responsibility of the team leader and the organization is to capitalize on that diversity of experiences and skills for the benefit of the organization and the individual. This is best done by creating an inclusive culture that values the diversity of thought and experiences on the team.
We are living through a very stressful period in our history—recovery from a worldwide pandemic, increased mental illness, transformation of our workplaces, growing gaps in personal economic and health well-being, environmental disasters, the list goes on and on. Each of these experiences evoke emotional responses, thus, itis no wonder, when individuals are faced with a situation that they believe could impact their ability to attend the school of their choice, successfully get hired in a job of their choice, or are made to face the impact of our country $ history, they would prefer not to do so. They emotionally recoil to a self-preservation mode.
This reaction results in their demonization of the concepts of diversity, equity, and inclusion as the partial cause of their emotional distress. “If only companies were not focused on hiring diverse employees for their organizations, I would have gotten the job; If only companies were not focused on developing their entire workforce, would have gotten promoted; If only universities were not focused on creating a student body that enabled diversity of thought and experiences and constructive debate,
then I would be able to be in a better economic or social position.”
The challenge with this way of thinking is that it does not take into consideration the decades of experiences in both for-profit and non-profit organizations that demonstrate that diverse teams, organizations, communities, houses of worship, you name it — are more productive, innovative, and sustainable. It does not take into consideration the fact that a diverse and inclusive organization and culture is enabled to effectively meet an organization’s priorities and mission.
What can be done to inspire alternative thinking? Part 2 in this series will suggest action steps.
