Diversity. Inclusivity. Intersectionality. So much to get your head round (especially from the perspective of being The Man – see previous blog), and just when you think you’ve got your head round one bit you realise that while you were playing catch up everything wasn’t just standing still waiting for you and now the conversation has already moved on; the language is different.
Like walking up a mountain and thinking that at long last you’re reaching the summit only to see even higher hazy hilltops climbing into the clouds, there’s a distinct sense that the more you know, the more you realise how little you know.
Weirdly it can sometimes actually feel quite ex-clusive. Especially when you’re really trying to do and say the right thing: both because it’s important to say the right thing for all the good reasons and because you want to show you’re someone who knows what the right thing is to say.
And as I’ve got deeper and deeper into a world of inclusivity, I’ve found that there are things that only D&I ‘novices’ say, which the vanguard might even scoff at. You quite often hear something along the lines of “it’s not about concept X anymore, it’s all about concept Y” – and I’m pretty much always thinking “I’ve only just worked out what I think about concept X, and I’ve never even heard of concept Y”.
As an example, I always thought that getting people to understand their own biases seemed like a good thing, but increasingly I find myself in conversations where the ubiquitous “unconscious bias training” is derided for being “Diversity 101” – the thing that corporations do to say they’ve done something. Or in the (approximate!) words of Ruth Hunt, erstwhile CEO of Stonewall, it’s where people can realise they’re a little bit racist but it’s not their fault…
Not everyone would agree with that of course, but when you haven’t quite worked out what you think about it yet it’s easy to feel… well, uneasy. Like you should know what you think, about everything, even if it’s constantly metamorphosing into the next thing…
And of course the discourse around Diversity & Inclusion isn’t standing still either.
Diversity is the thing we all understand, but that’s just facts and numbers – how diverse an organisation is can be measured today. And when it’s Diversity 101, all too often it’s just visual. We’ve all seen diversity used tokenistically in corporate communications (if you didn’t last time, check out Diverse-ish – it really sums this up perfectly).
Inclusivity is more forward-looking: a mindset, a set of choices and decisions and associated actions and behaviours. Because of that increasingly you can start to see the initials D&I flip places to I&D, where a focus on building an inclusive culture comes first so that the diversity that it drives has a chance to thrive the right environment.
But even with the seismic shift from D&I to I&D (so innovative Phil, you must be very proud on how you picked up on that one) I’m still constantly feeling that I’m behind the curve. Or certainly a curve.
It’s not a comfortable feeling really. Perhaps if I were a different person it might be too uncomfortable – to constantly being shown my own ignorance; constantly learning more about how little I know. Constantly seeing another peak loom into view…
What I have learnt, is actually what keeps me climbing.
I’ve learnt that everyone is on their own journey or understanding. Some are a little further on, have read a little more or had to challenge their initial thinking a little more deeply, but nobody is at the summit, looking down.
From that point it becomes clear that it’s really about getting comfortable with being uncomfortable.
Because knowledge is less important than inquisitiveness; pretending you’ve considered all the possible angles and thus have all the answers is less authentic than discussing your ignorance and asking all the searching questions.
And authenticity is everything.
And so it turns out knowing nothing is the first step in any journey of discovery.