A Seat at the Kids' Table

Diversity committees, rather than giving people a seat at the table and promoting dialogue put folks at a separate one. To champion diversity it needs to be a strategic priority for those at the top.
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Last week I had an appointment with a colleague I was meeting for the first time. After we "talked business," the conversation shifted to chatting about a professional group I am planning to join. Said colleague, coincidentally, used to head this organization. As I mentioned my interest and sought more information about the network, within five minutes, and before responding to my inquiries, it was emphatically suggested, "You should really take on a leadership role on the Diversity Committee."

I sat in silence. And as this goodhearted person continued to explain why it was crucial that people at the top "not be so white like myself," and as they persisted to explain that at the national level this organization was even more homogenous than in South Florida where at least there was a group of "the Hispanics," they put the pieces together and concluded that a diversity committee was crucial for a change in the landscape of the group in particular and for society at large.

I listened politely, trying to conceal my puzzlement at the proposal of my Well-Meaning Colleague.

I've been back home for nine months now. From where I stand, South Florida seems to be changing for the better. There is an emerging and vibrant and international community of artists, entrepreneurs and young people who, like myself, have returned, are new comers attracted to the changing pace, or simply decided to stay and make South Florida a better place. What I was sure hadn't changed, though, were the omnipresent realities that make this place unique. Miami-Dade is a multicultural county where most at the top, the bottom, and in between speak a second language and have diverse cultural backgrounds, making the Magic City pretty magical indeed.

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And then I was asked to join a diversity committee.

According to the Census Bureau, 66.2% of the population of Miami-Dade County is Hispanic and 52% are women. I'm Hispanic. And I'm a woman. That would make me part of the majority! But even if we have power in numbers, we aren't running this town. As I've narrowed my scope and taken a closer look at the leading voices in media, politics, non-profit, business, tech and art sectors of this city, Hispanic women are shockingly absent. And that's not going to change by inviting us to lead diversity committees.

First, diversity has been widely and wrongly reduced to encompass racial minorities and women (who, ironically, are not only the majority in this county but also in the world). Diversity includes race, to be sure, but it also encompasses ethnic background, religion, political preference, culture, education, personality type, age and economic status among many other categories. Thus, I part from a premise that the objective of diversity should be to achieve diversity of thought, where the contributions of every element of difference that a person brings to the table, not simply an isolated one, is appreciated.

Hence, diversity committees, rather than giving people a seat at the table and promoting dialogue put folks at a separate one. To champion diversity it needs to be a strategic priority for those at the top. Leaders, managers, association presidents and the like should be thinking about what it is about their organization that is not attracting a diverse interest. It has been widely evidenced that heterogeneous groups outperform homogenous ones and that a range of perspectives can lead to more creativity and innovation. Creating separate initiatives implies that certain groups need extra help and reinforces the idea of categories, of "othering," which can, in the best case, make for an environment that repels creativity and collaboration and, at worst, lead to stereotyping, prejudice and discrimination.

The companies, professional organizations and other entities that have earned an "A" in diversity do not have a separate program for it. Rather, diversity becomes a lens from which they look for, identify, develop and advance human capital. Rather than a diversity committee, organizations could explore communications training for their staff and members. That way, people would work on how to listen and speak to each other. Folks would be encouraged to ask before assuming, and we would all learn how to relate to a diverse pool of people with an open mind, open ears and an open heart in efforts to foster a truly diverse, vibrant and inclusive space where we are all seated together.

As I said goodbye to my Well-Meaning Colleague they complimented my outfit and reminded me of their offer. I thanked them for the accolade and for their time, politely declined, and went on my way.

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