What Diversity and Inclusion Is and Is NOT

This particular poster does not propagate diversity and inclusion, and instead could contribute to a hostile work environment.

This particular poster does not propagate diversity and inclusion, and instead could contribute to a hostile work environment.

UPDATE June, 2020.  This blog was written 5 years ago.  Things have changed so much.  I no longer support the use of the language “All Lives Matter” since that minimizes and denies the grave injustice of racism that Black people face.

My current position: I feel I need to respond to those people, when they see a “Black Lives Matter” post or picture, respond back with “All Lives Matter.”

Yes, all lives do matter but at this time we have to focus more on the extreme injustice done to black people. How many white people are shot while they jog through a neighborhood? How many unarmed white men are killed by police over a minor offense? How many white teenagers are shot walking through their neighborhoods? Let’s not hide behind this “all lives matter” rhetoric to avoid discussing the scourge of racism in this country.

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Do check out the links to some additional blogs about diversity and inclusion at the bottom on this page!

As a diversity consultant, I do get into a lot of interesting discussions. One discussion which can be quite controversial is around people who believe that it is their right within diversity to issue derogatory or “less than” statements about other groups. I believe that is totally unacceptable and not part of legitimate diversity and inclusion. Let me explain and provide some examples.

First, I do want to share that the diversity topic has progressed over the decades from diversity and tolerance to diversity and inclusion. Tolerance is more about accepting difference, sometimes even grudgingly. Inclusion means to fully accept others who are different as equals, deserving of full equal rights, and realizing that the workplace and the world are stronger because of the diversity that is in it. Diversity and inclusion should be a competitive advantage for companies that want to win in the marketplace and organizations that want to provide superior customer service.

So what is NOT legitimate diversity and inclusion? It is anything that propagates that one form of diversity is the only form acceptable, or is superior to other forms of diversity.

An example – let’s assume a man may want to place a poster in his work space that says “Marriage = One Man + One Woman” and claim that is his right under a company’s diversity policy. I disagree. This poster creates a hostile workplace for those in same gender relationships since its intent is to declare that only heterosexual relationships are legitimate. It would be far better for this employee to show his love for heterosexual marriage with a photo of him and his wife with a caption such as “I love my marriage” or “I love my wife.” This celebrates his diversity as a heterosexual man without putting down other options.

This poster shares its message in a positive and inclusive way.

This poster shares its message in a positive and inclusive way.  See note above – as of June, 2020, I do not agree totally with this particular message

So what about supporting the “Black Lives Matter” campaign in the workplace? That is fine because it makes a statement about supporting the diversity of Black people without minimizing those of another race. What would not be acceptable is a poster that states “ONLY Black Lives Matter” or “Black Lives Matter MORE.”

Human Resources Diversity Practitioners will need to continue to educate all in the workplace that diversity and inclusion is a practice that values and includes everyone without putting others down or propagating that one aspect of diversity is better than another.

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ADDITIONAL DIVERSITY AND INCLUSION RELATED BLOGS:

A blog that explores the two theories of diversity – melting pot and salad bowl.

“The Various Growing Types of Diversity” – over the past decades, diversity has expanded so much further beyond the gender and race areas.

A discussion on “Diversity as a Key Strategic Initiative.”

The Business Case for Diversity also provides a methodology for developing a financial business case to invest in diversity programs.

And finally – “Three Components of Diversity and Inclusion Training.”

My annual visit of DADT and LGBT Diversity in the US Armed Forces

It seems that I write a blog on this subject about once a year. This would be appropriate since I am in North Carolina, a state with one of the highest concentration of military establishments and business. We have two major bases in our state: Camp LeJeune for Marines and Fort Bragg for the Army. In fact in 2011, when the US Figure Skating Nationals were held in Greenboro, NC, Men’s Champion Ryan Bradley,

Ryan Bradley wowed the NC crowd at the Greenboro Coliseum with his spectacular "Boogie Woogie Bugle Boy" short program enroute to winning the 2011 US Figure Skating championship

Ryan Bradley wowed the NC crowd at the Greenboro Coliseum with his spectacular “Boogie Woogie Bugle Boy” short program enroute to winning the 2011 US Figure Skating championship

who is always known for choosing numbers that resonate with the home state crowd wherever he competes, skated his winning short program to “Boogie Woogie Bugle Boy” dressed in appropriate attire (see photo).

In early 2011, I wrote a two piece blog about the demise of the “Don’t Ask, Don’t Tell” (aka DADT) that Congress passed in late December, 2010. In Part 1 (link), I wrote about why this move was good for the US Military and in the long run would result in a more effective military with the very best of diverse talent. In Part 2 (link) I wrote about the training and work needed ahead to implement a military consistent with the new inclusion policy. Then at the end of 2011, I revisited this issue and wrote a blog on the overall positive impact in the first year after the removal of this discriminatory ban.

Now it is two years later. There have been many positive and heartwarming stories of how the US military has adjusted well to the inclusion of same gender couples. Many of us saw and celebrated over the beautiful article (link) and photo

US Marine Corps Capt Matthew Phelps proposed to his boyfriend Ben Schock in the Grand Foyer of the White House (Credit: Mike Tapscott, American Military Partner Assoc.)

US Marine Corps Capt Matthew Phelps proposed to his boyfriend Ben Schock in the Grand Foyer of the White House (Credit: Mike Tapscott, American Military Partner Assoc.)

of a male US Marine proposing to his boyfriend at the US White House at the conclusion of his tour of duty. Personally, seeing a loving couple positively glowing in the love for one another warms my heart no matter what the gender mix (man and woman, man and man, woman and woman). Other articles and studies have shown that the much ballyhooed possible morale decline never incurred; in fact studies point to a more effective military. (Link to Hoffington Post article.)

However, even with the positive progress, negative episodes occasionally crop up. One recent example (link to article) happened here in North Carolina when a military spouses group denied membership to the wife of a female Army lieutenant colonel.

Ashley Broadway (left) with her wife Lt. Col. Heather Mack

Ashley Broadway (left) with her wife Lt. Col. Heather Mack

This illustrates that continued diversity and sensitivity training is required, especially for enterprises associated with and providing services and supplies to the US military. We certainly do not need the hard feelings, negative publicity and public outcry that occurs from these episodes. Fortunately, a later report (link) indicated that so far at least the US Marine Corps has quickly addressed this issue.

Diversity and Inclusion across all sectors of society has a compelling positive rationale and business case, so let’s all continue to push for this same inclusion and the accompanying benefits in the US military.