Diversity

  Diversity is being invited to the part. Inclusion is being asked to dance. Verna Meyers

Every person who walks through our door brings more than their skills, experiences, and resume. They bring a lifetime of experiences. Family traditions. Successes. Disappointments. Culture. Language. Beliefs. Values. None of us arrive at work as a blank slate. Yet we often assume that because we work together, we see the world the same way. The truth is we don’t.

Our perspectives have been shaped by different histories, opportunities, relationships, and challenges. These experiences influence how we interpret situations, solve problems, communicate, and lead. This is diversity. It is much deeper than visible differences. It is diversity of experience. Diversity of thought. Diversity of knowing. The challenge is that we often mistake our own experiences for universal truth. If something has always made sense to us, we assume it should make sense to everyone else. But what if it doesn’t?

One idea frequently discussed in leadership is meritocracy. The belief that people succeed primarily because of their talent and effort. There is truth in this. Hard work matters. Preparation matters. Commitment matters. Yet leadership also asks us to consider another question. Do all people begin from the same starting line?

Some individuals grow up surrounded by mentors, educational opportunities, financial stability, and professional networks. Others begin with barriers that remain largely invisible to those who have never experienced them. Recognizing these different starting points does not diminish achievement. It broadens our understanding of what achievement may require from different people.

Another difficult conversation involves racism. Many people immediately associate racism with intentional acts of hatred or discrimination. Yet researchers also encourage us to examine how assumptions, systems, and everyday interactions can unintentionally advantage some groups while creating obstacles for others.

This is often uncomfortable. Not because people wish to exclude others, but because it challenges long-held beliefs about fairness, opportunity, and identity. These conversations can evoke defensiveness. A response sometimes described as white fragility. Rather than viewing this as a personal accusation, it may be more helpful to understand it as a common human reaction when our deeply held assumptions are questioned.

Discomfort is not failure. Sometimes it is the beginning of learning

Living inquiry:

-------------- janine harrison

Take ten minutes this week to reflect on the questions below. There are no right answers. Only opportunities for great understanding.

     What experiences have most influenced how you see the world?

     When have you felt like you truly belonged?

     When have you felt like an outsider?

     What assumptions do you hold about success, fairness, or opportunity?

     How might someone with a different life experience view the same situation differently?

Coffee Conversations:

Discuss one of the following questions:

          Tell me about a time you felt like you truly belonged.

     What experience has most shaped who you are today?

     Have you ever felt misunderstood because of your background or experiences?

     What is one assumption people often make about you that is not true?

 Find one opportunity to learn about a coworker’s story that you did not know before. Curiosity builds understanding. Understanding builds belonging. Belonging builds stronger teams.