Learning what diversity really means

"Diversity" growing up in the Bronx

“Diversity” growing up in the Bronx

Growing up in an all-Italian neighborhood in The Bronx, my view of diversity was limited to “different degrees of being Italian”. It was the kind of neighborhood where you shopped at salumerias that hung cheeses and meats from the ceiling. Where people made their own wine in the fall and carefully cloaked their olives trees in canvas every winter.

As I became more educated and saw more of the world, my understanding of diversity expanded. Now, decades later, I might finally appreciate what it really means.

Racial diversity

When I was in elementary school, there were no black kids in my class (“African-American” came years later) and very few who weren’t white. If black kids walked into our neighborhood, teenagers would chase them away. And when a neighbor was rumored to be selling his house to a black family, someone set the house on fire.

At 13, when I went to a wonderful high school in Manhattan, I made friends with kids from around the world and we learned that you could and should respect people of any ethnicity. For a long time, that’s what diversity meant to me.

Gender diversity

After college, I started working at Bell Labs, a respectful and ethnically diverse place. And there I was introduced to my first diversity training.

One helpful videotape taught me about the “3-second rule” in which a man shouldn’t touch a woman for more than, well, 3 seconds. A dramatization at another firm showed how it always seemed to be the woman who took notes, opened the conference call, and did other secretarial duties. Though the training sometimes felt forced, the broader message was that you should be mindful of the subtle and not-so-subtle signals of disrespect in the workplace. We learned to treat everyone equally no matter their gender or race, and that was diversity. 

LGBT diversity

More recently, I’ve learned about differences you can’t see. Some of that came from researching what makes for a more humane workplace. And this past year, I became active in our firm’s LGBT community and listened to stories of the challenges people face at work. I was able to take part in events like “Out on the Street” where I could learn more about the issues and what we can do about them.

It seemed clear that diversity really meant being sensitive to what other people might feel. About being respectful of everyone whether you could see their differences or not.

And then, finally…

And then, just this week, my understanding of diversity expanded yet again. I was watching a TED talk filmed in 2003 on the diversity of the world’s indigenous cultures. Wade Davis described how, when most of us were born, there were 6000 languages spoken in our lifetimes but that fully half of those aren’t spoken by children and will be extinct within a generation.

“So what?” I thought. “Is that really such a bad thing? Wouldn’t it be simpler if we had fewer differences?”

Simpler, maybe. But poorer. 

In story after story, he described people who were so different from me that just knowing they existed expanded my view of what it means to be human. His talk made me appreciate that it wasn’t just 3000 vocabularies and grammars that were disappearing, but 3000 distinct ways of interacting with the world and each other. “Every language is an old growth forest of the mind,” he said, “a watershed of thought, an ecosystem of spiritual possibilities.”  And I came to understand how the extinction of those languages and cultures was, indeed, a loss.

And then he described a choice we have that applies not just to languages and cultures but to all aspects of our lives:

“Do we want to live in a monochromatic world of monotony? Or do we want to embrace the polychromatic world of diversity?

Margaret Mead, the great anthropologist, said before she died that her greatest fear was that as we drifted towards this blandly amorphous generic worldview, not only would we see the entire range of human imagination reduced to a more narrow modality of thought but that we’d awake from a dream one day having forgotten that there were even other possibilities.”

I thought about that. About how a desire for simplicity and sameness can blind you to other possibilities. And I started to appreciate that diversity isn’t just about the differences we see in people or the differences in how they feel. It’s also about our different languages, food, and environments. Different experiences, values, and world views. The different ways we think

I started to appreciate that diversity means more than not diminishing others. It means being open to all of the many differences in a “polychromatic world” and how that leads to a much, much richer life.

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About John Stepper

Driving adoption of collaboration and social media platforms at Deutsche Bank. (Opinions here are my own.)
This entry was posted in Self awareness and improvement and tagged , , , . Bookmark the permalink.

6 Responses to Learning what diversity really means

  1. Jon Bidwell says:

    John,

    Great piece. But lets’ take step away from cultural richness (not meaning to diminish it in any way) and look at business realities. One thing I’ve observed, over and over, while doing innovation work in a global company is that rarely can a hard, multivariate problem be effectively solved by a “monochromatic team”. Diversity matters in problem solving–not the kind of “Noahs Ark” diversity you see most corporations promoting–where everything is great so long as we’ve checked off the two of everything box–but rather tapping a diversity of backgrounds, educations, social experiences. One of the great benefits of social systems in the business world is that these tools dramaticall lower frictional cost of bringing a diverse approach to problem solving. Plus, in the theme of working out loud, they provide a level playing field, where racial, ethnic or social differences matter less–and ability to contribute rules.

    • John Stepper says:

      Thanks, Jon. That’s absolutely true. I purposefully left out the references and research that support the point that diversity is good for business to avoid diluting the message that it’s good for the individual. But it is indeed one of those situations where doing the right thing also unambiguously makes your team and firm better.

  2. Gregg Ward says:

    I also think it’s a great piece from a personal perspective. Sadly, there is some valid brain science research coming out that points to the conclusion that some people are unconsciously predisposed to be open to diversity (as you seem to be), while others perceive diversity to be a threat. I’ve worked as a diversity and inclusion trainer for twenty years for some of the world’s largest corporations and feel like I’ve made a great deal of headway. But then again, I look at the leadership of most major corporations and I see them, at the very least, being suspicious of diversity. http://www.alternet.org/story/154252/the_republican_brain%3A_why_even_educated_conservatives_deny_science_–_and_reality

  3. rgmumbai says:

    John,

    A pleasure to read this musing on diversity and your path from a relatively homogeneous neighborhood to the global melting pot that many of us are in today.

    Growing up in Bombay I went through a similar process of getting increased exposure to other languages and communities, each time discovering the simplistic narrowness of my earlier views and dissolving rigid stereotypes.

    Some of the highly helpful lessons I learnt:

    -Every person and every subject has fascinating aspects but even to glimpse it requires a certain threshold of time spent with open-minded interest. Conversely, one can easily convince oneself that somebody or something is dull or shallow with a quick judgment

    -Diversity has to be embraced and encouraged not merely for the benefits it bestows on those who practice it but because misjudging a diverse thing has insidious consequences for you and the world.

    I love the title and the ideas in this TED talk by Nigeria-born writer Chimamanda Ngozi Adichie: The danger of a single story .

    (This is RG from i-flex, if that rings a bell.)

  4. rgmumbai says:

    Looks like HTML tags are not allowed? The TED talk is at http://www.ted.com/talks/chimamanda_adichie_the_danger_of_a_single_story.html

  5. Shallu says:

    John a very thought provoking read. As you explained, I have see even organization going through the learning curve on diversity. what has been your experience?

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