by Mark Oppenheim
America has a history of embracing and disparaging difference, be it difference in race, gender, identity, language, religion, ability/disability, age, or other such markers of individuality. This is an irony for a country that values individuality and a merit-based market economy. Since the founding of our country, we’ve seen conflicts based in race, tensions based in gender, moral crusades against those of different religions and identities, campaigns over languages spoken. We’ve even seen the institutionalization and criminalization of those who behave differently or have different capacities due to their mental health or intellectual development.
Swings between embracing and rejecting difference have always been reflected in our employment practices, in wages, and in how we’ve treated people in the workplace. At different times in our history mainstream employers were awarded for employing only certain people, and subtly punished for employing those outside of privileged groups. There have also been times when employers were awarded and supported as they provided new opportunities to those previously excluded from certain positions. Communities turned protectively inward in response to exclusion, and expansively outward in response to inclusion. The arc of neighborhood development in our older cities reflects this… and so we have city sections called Germantown, Little Italy, Chinatown, that are now mostly inhabited by successor groups different from those who previously gave life to those areas. We have witnessed discrimination, ridicule and even violence against working women, then drives to employ women. African Americans have been alternatively attacked for developing prosperous neighborhoods, and then supported in building such neighborhoods. We’ve had “No Irish Need Apply” signs posted on open jobs, and today have huge multiethnic public celebrations of Saint Patrick’s Day and the Irish pride of prominent sports teams. And we’ve had employment practices with subtle yet clear messages about who could be a top manager in a major corporation, and then seen those messages reversed.
Imagine our America if discriminatory approaches were to again gain traction. For me, it’s particularly easy to do because I’m a recruiter, my family has founded different recruiting businesses for some 50 years, my Mom is a barrier breaker in Executive Search and the founder of a renowned search firm, and my Dad founded search firms in the USA and Germany. I can turn the dial back with just my own experience as a reference point and pretend that past standards and practices applied today. What I heard described around the dinner table was instructive, but frankly we’ve all had similar experiences because we all live in the real world. We have all experienced or perpetrated unfair rejection of difference. None of us is exempt from being participants on both sides of this coin, although we all occasionally throw stones at others… as if we were pure and always in the right.
DEI as a policy cure for unfair and un-inclusive labor practices has contradictions that can make such policies look like the very practices they try to counter. But vilifying DEI is no fix. Moreover, abandoning the idea of a diverse workforce is a threat to our prosperity.
We should all take down the temperature a bit and try to hold a middle path. It starts at home – meaning we all must be the change we want in society. If we value difference, if we value a diverse workforce and customer base, lets start by listening to those who are different from us and have different views from ours. A live and let live attitude that learns from others, allows us to benefit from the different perspectives, competencies and knowledge of people who aren’t like us. As a white man I can’t have the knowledge or perspective of a black woman, who can’t have the knowledge or perspective of someone who is Asian and feels neither man nor woman, who can’t have the competencies and lived experiences of those who are blind, live with hearing loss or have a physical impediment. I can’t speak Spanish or Hmong, but my co-worker can. We can benefit and learn from others if we function as a team and if we respect one another for our differences.
Today we are seeing vilification of DEI programs, people who are trans, worship particular religions, are civil servants, immigrants and asylum seekers, democrats, and those living with various disabilities. Tomorrow there are sure to be others so vilified if momentum in our current direction continues.
This is no way to be. We must resist any temptation to vilify others, and we must defend ourselves and others against vilification. We must do this even if we disagree with those being vilified.
If we resist polarization and hold a collaborative middle ground that listens and respects others, we are likely to be sanctioned by the polar sides. Those holding to such principals are likely to be attacked, and may take a financial hit. Nonprofits that advance the idea that a diverse workforce helps serve diverse communities may see funding erode and experience various unjust punishments. This includes universities, housing orgs, foodbanks, museums, performing arts, disability and civil rights orgs. People are likely to lose jobs in this struggle, and some already have.
My point is that we ALL must decide who we are. It’s easy to decide what we stand for when it’s easy. Now it will become hard. We must fortify ourselves, persevere and fight back. The alternative is for our workplaces and our country to be filled with marginalization and conflict. We will stop behaving in neighborly ways. Distrust will mount. And if it goes far enough, we will lose the America we know.
NOW is the time to be serious about our values.
SPEAK OUT. It’s okay to be afraid but don’t be cowed. We must share ideas, especially with those who have other perspectives.
BUY from those whose values, products and services contribute to shaping an America you want to live in. That money you spend today will later be used by others to create the America they want, so invest wisely and help empower people you can trust with our future.
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RECRUIT TOUGH-MINDED DIVERSELY SKILLED TEAMS to your nonprofit or business – teams that drive positive outcomes for our society and their business or nonprofit… teams with good values… teams that refuse to live in fear… teams with character… teams with fortitude.
Ensure that your teams are adaptable and diversely capable, diversely experienced and diversely knowledgeable. Do not compromise on operating competence. Do not compromise on your team’s ability to identify with and serve diverse constituents and customers. Strong organizations have leaders that do both.
America’s strength and prosperity has always rested on promoting and defending diversity in its many forms, which allows all sorts of talented people to contribute to our economy, democracy and ultimately to our success.
For this reason and others, we must be an America for, by and of ALL the people.
If you’re interested in talking with us about how your nonprofit can undertake this analysis yourself or with our assistance, please email info[@]moppenheim.com or call (415) 762-2650.