All the data points to the fact that diverse and inclusive work environments outperform non-diverse workplaces. Scott Page at the University of Michigan, does some very compelling work on the subject. Our friend Barbara Annis, over at Gender Intelligence Group does super interesting work on the subject.
The problem is that most ‘diversity’ in large organizations is an exercise in not getting bad press, not getting sued. The result is diversity by the numbers- which is not diversity, it’s just prophylactic protection.
True D&I work takes a long time and involves training and culture change. Combining the fact and emotion to shift beliefs, mindsets, and behaviors. This takes real commitment. Which is why we joked that when Starbucks closed their stores for half a day last May to train on diversity; that if you train a bigot for half a day, at the end of the training, you haven’t accomplished much other than you now have a pissed off bigot.
Real diversity and inclusion requires diversity
