3 myths about diversity and inclusion

By RFN Academy Contributor Felicia Johnson, MBA, CDP

Now more than ever, there are an increased number of myths about diversity and inclusion (D&I). This can largely be attributed to not knowing or misunderstanding what diversity and inclusion actually mean and how they work in practice, especially in the workplace.

Some people might be hesitant to explore D&I because they believe acknowledging difference is a divisive act that creates rifts and inequality when in fact, the very opposite is true.

We all share the same fundamental desire to be understood and respected, not regardless of differences but because of them. When people ask me, “Felicia, why should learning about diversity and inclusion matter to me?”, I tell them simply, “Because everyone matters.”

Implementing diversity and inclusion strategy and policies in the workplace is about ensuring every member of a team feels seen and appreciated. It’s about harnessing the power of myriad experiences and viewpoints to drive success. Inviting people to think outside the box, raise their standard of quality and make new connections in places previously unconsidered. It’s about fostering a level of collaboration and innovation only possible because no two of us are the same.

One of the best ways to get to thinking about diversity is by first understanding what it is not. Here are three myths about diversity you’ve probably encountered and a brief explanation of why they’re inaccurate.

Myth 1: Diversity is a problem

“If everyone is thinking alike, then somebody isn’t thinking.” – General Patton

I love this quote because it very succinctly reminds us of how inefficient homogeneity can be. An absence of diversity leads to groupthink, “a phenomenon that occurs when the desire for group consensus overrides people’s common-sense desire to present alternatives, critique a position, or express an unpopular opinion.”

Diversity is an opportunity; a way to avoid what psychologist Irving Janis calls the “deterioration of mental efficiency, reality testing, and moral judgement,” characteristic of groupthink. Operating in a state of sameness might feel easy and comfortable but, it’s an ineffective way to run a business in our increasingly connected, globalized world.

Numerous studies, including this one by McKinsey & Company from 2020, show that from a financial standpoint, a more diverse workforce translates into higher revenue and outperforming competition. This speaks directly to the power – not problem – of diverse collaboration.

Myth 2: Diversity is about exclusivity

Diversity is about everyone, and the goal isn’t to divide and exclude, it’s to figure out how we can mesh successfully. Some folks don’t see themselves as being diverse because often, they don’t (know to) go beyond visible differences like race and gender. Although important, there’s a lot more to it than that.

Diversity includes the potentially invisible differences that make us unique like learning style, ability or disability, sexual orientation, education, socioeconomic status, mental and physical health outcomes and work experience, to name just a few.

But while diversity certainly isn’t exclusive, it isn’t inherently inclusive either. It’s quite possible to create a diverse workplace that isn’t inclusive. Inclusion – the “I” in D&I – is the piece of the puzzle that relies on intentionally designing processes, procedures and policies to support diverse voices by ensuring they are included in goal setting, decision making and evaluation. Intent without action doesn’t get us very far and the same can be said about diversity without inclusion.

Every employee deserves inclusion and the right to be heard.

Myth 3: Diversity is just another fad

I mentioned earlier how a lack of diversity – groupthink – is an ineffective way to run a business in our highly connected world. Sure, diversity might feel like a headline hot topic or an attention-grabbing buzzword right now, but diversity is what properly equips us to keep up in this increasingly global society.

Look at your workforce and client marketplace today and compare it to how it looked five to 10 years ago. Try to imagine what it might look like five to 10 years in the future. My question to all companies is, “Who can you afford to overlook in the conversation about demographic changes?”

At the end of the day, diversity is about business. It’s about the people who bring us those business ideas and then turn them into tangible services and products. If we are limiting ways of thinking, we’re not going to get anywhere. Unlike fads, diversity and inclusion can help organizations create and sustain positive reputations as well as develop new business relationships for long-term success.

Whenever I’m called in to discuss diversity and inclusion, I tell folks we’re not here to do formal training, we’re here to have a conversation. Sometimes, those conversations can be difficult and uncomfortable, and it takes courage to ask questions and be vulnerable in front of members of our team.

But what I want everyone to remember is that while no one is born knowing how to show up properly, everyone can learn and reap the rewards. In all my years of experience as a diversity and inclusion consultant, I haven’t met a single person who hasn’t benefited from working in an environment committed to making them feel welcome, appreciated and respected.

If you’re ready to up your game or are looking for more information on diversity and inclusion, click here.