ArtsAutosBooksBusinessEducationEntertainmentFamilyFashionFoodGamesGenderHealthHolidaysHomeHubPagesPersonal FinancePetsPoliticsReligionSportsTechnologyTravel

Diversity: How To Be or Not to Be

Updated on May 31, 2019

Everyday our nation is encountering new obstacles, dead ends, and bridges. Some would say that there have been more roadblocks than bridges and in some ways they’re right. But in most cases when we encounter a roadblock our first instinct is to look for the nearest detour. Diversity has been a thorn in the side of our Country since the passing of the Civil rights Act of 1964, and well beyond. Though the civil rights movement was a catalyst for the rearranging of some ideologies, the call for diversity wasn’t cemented in the American ideal until the 90’s. So let’s put some things into perspective…

The Civil Rights Act was passed in 1964 making it 53 years old. The following are the average ages of some of the nation’s most powerful and influential officials.

University Presidents- 61

Corporate Executives- 52

Chief Executive Officers- 50

Supreme Court Justices- 69

Congress- 58

Senate- 62

Remember it wasn’t until the 1990’s that diversity was truly accepted as an ideal within the Country. This means that many of our nation’s top leaders and influencers grew up and were groomed in a time when division was a normal way of life. Now to be clear, I’m not insinuating that they are anti-diversity by choice or against it at all. What I am trying to get you to conceptualize is the impact that culture has on the shape of our ideologies.

Recently a senior software engineer at Google published a ten page manifesto that, in a nutshell, felt as if the company should not focus on diversity as a physical presence throughout its ranks, but it should target diversity in the ideological sense. In other words, he feels they should diversify the organization based on the different beliefs, values, and thoughts of its employees not gender or ethnicity…right! These suggestions were backed by several claims against women stating their inability to thoroughly perform at the standard of male counter parts. This belief that “ideological diversity” is true diversity is a partial truth and its being utilized to attempt to discredit the need for the most important aspect of diversity, inclusion. The beauty of “ideological diversity” is that, when embraced, its potential is limitless. On the other hand, if substituted as “absolute diversity” then you have primed yourself to fall right back into the place that made diversity a necessity.

The reason I say that inclusion is the most important aspect of diversity is because without inclusion you lose the true benefit of “ideological diversity”. Example, I have six Caucasian senior executives, a Caucasian deputy director, and a Caucasian CEO. They all have different beliefs and values, different backgrounds, religions, and areas of expertise; the epitome of “ideological diversity”! But there is one issue. Regardless of their beliefs, values, backgrounds, area of expertise they only know life from one perspective; as a Caucasian American male. Any attempt to understand life outside of that perspective, as genuine as it may be, can only be taken as merely an opinion. Inclusion offers the first person experience of life in whatever capacity and it serves as an accurate representation of what life is like being that ethnicity, that gender, that nationality, and believing whatever truth’s that are unique to that person. This is where diversity of thought can thrive. In this case, the thoughts and ideas account for factors that are only relevant to a specific group of people.

Back to the Google situation; kudos to Danielle Brown the vice president of Diversity at Google on the way she handled the situation. Using this situation I want to highlight some key areas to consider when approaching the topic of Diversity and Inclusion within your organization, whether you’re a leader or entry level it’s worth the consideration.

  • Diversity apart from inclusion is fruitless. Like I stated previously, the glue of diversity is inclusion. Its likes having all the tools to fix a car, but only relying on duct tape. Inclusion creates an atmosphere that shifts from urging cultural competence to an outright acceptance/expectation of an all-inclusive workplace. Diversity is the ideology, inclusion is the practice.

  • Create an environment conducive for dialogue. Understanding diversity also involves the beliefs and values of that diverse set of individuals and with that you’re bound to encounter some differences. The challenge is how we address those differences. This is what America has a major issue with. Our differences in opinions and beliefs are heavily dependent on our cultural background. By educating ourselves and discussing these differences we can began to enlighten each other on topics that many be deemed taboo.
  • Do not attempt to solve for diversity, rather let diversity solve for you. Speaking in mathematical terms diversity is a tough equation and in many ways may seem impossible to solve without taking an artificial approach. Decide how important diversity is for your organization, gain some humility, and thrust yourself into the 21st century. When you create an atmosphere of inclusion that encourages the differences in people then you have already solved part of the equation and the rest simply plays itself out. Diversity and inclusion begets more diversity and inclusion, it’s just a matter of acceptance and understanding.

When we realize that there is a disparity in the interpretation of diversity across generations we will be more equip to address the issues with diversity. Truthfully, the time is coming to where diversity will no longer be an issue. The demographics are changing rapidly and by the time my children are workforce ready they will probably be fighting against robots and artificial intelligence…oh joy! I leave you with this, the issue with diversity and inclusion doesn’t need a cure; diversity and inclusion is the cure.


This website uses cookies

As a user in the EEA, your approval is needed on a few things. To provide a better website experience, uses cookies (and other similar technologies) and may collect, process, and share personal data. Please choose which areas of our service you consent to our doing so.

For more information on managing or withdrawing consents and how we handle data, visit our Privacy Policy at:

Show Details
HubPages Device IDThis is used to identify particular browsers or devices when the access the service, and is used for security reasons.
LoginThis is necessary to sign in to the HubPages Service.
Google RecaptchaThis is used to prevent bots and spam. (Privacy Policy)
AkismetThis is used to detect comment spam. (Privacy Policy)
HubPages Google AnalyticsThis is used to provide data on traffic to our website, all personally identifyable data is anonymized. (Privacy Policy)
HubPages Traffic PixelThis is used to collect data on traffic to articles and other pages on our site. Unless you are signed in to a HubPages account, all personally identifiable information is anonymized.
Amazon Web ServicesThis is a cloud services platform that we used to host our service. (Privacy Policy)
CloudflareThis is a cloud CDN service that we use to efficiently deliver files required for our service to operate such as javascript, cascading style sheets, images, and videos. (Privacy Policy)
Google Hosted LibrariesJavascript software libraries such as jQuery are loaded at endpoints on the or domains, for performance and efficiency reasons. (Privacy Policy)
Google Custom SearchThis is feature allows you to search the site. (Privacy Policy)
Google MapsSome articles have Google Maps embedded in them. (Privacy Policy)
Google ChartsThis is used to display charts and graphs on articles and the author center. (Privacy Policy)
Google AdSense Host APIThis service allows you to sign up for or associate a Google AdSense account with HubPages, so that you can earn money from ads on your articles. No data is shared unless you engage with this feature. (Privacy Policy)
Google YouTubeSome articles have YouTube videos embedded in them. (Privacy Policy)
VimeoSome articles have Vimeo videos embedded in them. (Privacy Policy)
PaypalThis is used for a registered author who enrolls in the HubPages Earnings program and requests to be paid via PayPal. No data is shared with Paypal unless you engage with this feature. (Privacy Policy)
Facebook LoginYou can use this to streamline signing up for, or signing in to your Hubpages account. No data is shared with Facebook unless you engage with this feature. (Privacy Policy)
MavenThis supports the Maven widget and search functionality. (Privacy Policy)
Google AdSenseThis is an ad network. (Privacy Policy)
Google DoubleClickGoogle provides ad serving technology and runs an ad network. (Privacy Policy)
Index ExchangeThis is an ad network. (Privacy Policy)
SovrnThis is an ad network. (Privacy Policy)
Facebook AdsThis is an ad network. (Privacy Policy)
Amazon Unified Ad MarketplaceThis is an ad network. (Privacy Policy)
AppNexusThis is an ad network. (Privacy Policy)
OpenxThis is an ad network. (Privacy Policy)
Rubicon ProjectThis is an ad network. (Privacy Policy)
TripleLiftThis is an ad network. (Privacy Policy)
Say MediaWe partner with Say Media to deliver ad campaigns on our sites. (Privacy Policy)
Remarketing PixelsWe may use remarketing pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to advertise the HubPages Service to people that have visited our sites.
Conversion Tracking PixelsWe may use conversion tracking pixels from advertising networks such as Google AdWords, Bing Ads, and Facebook in order to identify when an advertisement has successfully resulted in the desired action, such as signing up for the HubPages Service or publishing an article on the HubPages Service.
Author Google AnalyticsThis is used to provide traffic data and reports to the authors of articles on the HubPages Service. (Privacy Policy)
ComscoreComScore is a media measurement and analytics company providing marketing data and analytics to enterprises, media and advertising agencies, and publishers. Non-consent will result in ComScore only processing obfuscated personal data. (Privacy Policy)
Amazon Tracking PixelSome articles display amazon products as part of the Amazon Affiliate program, this pixel provides traffic statistics for those products (Privacy Policy)
ClickscoThis is a data management platform studying reader behavior (Privacy Policy)