Companies seeking to boost executive diversity frequently will say that they want a top performer who “happens to be diverse”. The phrase gets tacked on as a kind of afterthought, suggesting diversity plays no role in the minds of the stakeholders involved. Nothing could be further from the truth.
In an ideal world, we are to be color and gender blind. Yet most of us are not blind. Psychological studies have proven we register “other” race and gender as babies before we can walk and talk. We become afraid of “strangers”. Our pulse quickens. In other words, we come wired to discriminate. Yet studies also show while our lizard brain discriminates, as our thinking brain kicks in, we check ourselves. Our pulse slows. The more educated we are, the better able we are to tame the unconscious bias within.
So Diversity is Awkward. Let’s Get Over It.
Some business leaders stick their heads in the sand, wishing conversations about diversity didn’t have to happen. But avoidance doesn’t work. Diversity is here to stay. So the question becomes how best to talk about diversity when race, ethnicity and gender is so very . . . personal. It speaks to who we are. Still, those of us who care about fairness find a way to talk about it when it isn’t easy and is often awkward. Diversity dialog often devolves into linguistic pretzels. The following scene from the hit TV series Silicon Valley pretty much nails it as the team discusses engineering candidate Carla Walton.
Jared Dunn: You know what else excites me here? There’s a distinct overrepresentation of men in this company. Look around. I think it would behoove us to prioritize hiring a woman.
Bertram Gilfoyle: I disagree O.J. We should hire the best person for the job. Period.
Dinesh Chugtai: And Carla is one of the best.
Jared Dunn: Right. Let me rephrase. I think having a woman in the company is important, but hiring someone only because they’re a woman is bad. I’d never compromise Pied Piper.
Richard Hendriks: Okay. But, just to be clear, our top priority is to hire the most qualified person available, right?
Jared Dunn: Of course.
Dinesh Chugtai: But it would be better if that someone was a woman, even if the woman part of that statement is irrelevant?
Jared Dunn: Exactly. It’s like we’re the Beatles and now we just need a Yoko.
Dinesh Chugtai: That’s the worst example he could have used.
Have you struggled with how best to talk about diversity or witnessed others struggle with it? Any instructive or entertaining anecdotes?