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Diversity Of Thought
In the last 2–3 years, the phrase “diversity of thought” gained momentum among many Tech leaders and beyond.
Proponents of this approach argue the way we think and express our opinions, our eclectic personalities, the myriad of leadership styles and Myer-Briggs results, are just as, if not more, important than demographic diversity that focuses on one’s gender, Race/Ethnicity, sexual orientation, religion, disability, etc.
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Getting Diversity Wrong
In one Forbes article, the author conveniently Co-Opts the diversity movement for "personality" diversity.
He calls "deep" diversity vs. demographic diversity that Prioritizes gender and race as "surface" diversity.
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3 reads
Blindspots In Organizations
The way we achieve real “diversity of thought” and reduce blind spots in organizations is by ensuring people from all walks of life are given seats and actual power at the table.
A room filled with only CIS, straight, white men could allow for some variations in life experiences.
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A Flawed Narrative
So long as we keep legitimizing this flawed narrative of “Diversity of Thought” without real demographic diversity that disrupts systemic injustices, we’re going to continue seeing products, ads, policies, media, and the world is designed for and by the same people, or at best, creating sloppy interpretations of what they believe the rest of the world needs.
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Let Us Have It Our Way
Self-claimed progressive intellectuals use “Diversity of Thought” as a convenient excuse to not challenge the status quo while comforting themselves being complicit in the continued underrepresentation of marginalized groups of people in systems they inhabit.
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