We hear a lot about the importance of diversity of thought. But in many workplaces, it is more bromide than reality.
Instead, too often, there is group speak that stifles viewpoint diversity. And that group speak morphs into group think when those with different views exit the conversation.
One of the primary business benefits of demographic diversity—such as race, ethnicity, gender—is that differences in experiences associated with identity often translate into different perspectives. If differences in perspective are not valued, then one of the business benefits of demographic diversity is undermined.
For example, there is a clear consensus that employee resource groups are a valuable, if not essential, element of a robust diversity, equity, and inclusion program.
Except that there is no such consensus.
There are undeniably benefits to ERGs relative to engagement and inclusion. But some leaders have shared concerns with me about the focus on “identity.”
These concerns are shared sotto voce or under their employer’s privilege. Publicly, such leaders go along to get along to avoid being attacked or out of fear of being “cancelled.”
Would not it be better if the...
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