The other day, a phrase in a job advertisement particularly caught my eye. In the last paragraph they emphasised that they were very interested in applications from diverse candidates. That's where I got stuck. Because: what is a diverse candidate anyway? Does that imply that there are non-diverse applicants and if so, what do they actually look like - far beyond the visual? What is a diverse team anyway?
Diverse applicants wanted
I read the following in this word constellation: We see ourselves more as a homogeneous team and would like to bring in diversity here. In principle, that's a good idea. Unfortunately, I don't find it well implemented. Why? For me it is too single-layered and too unclear who is meant by this. What do I have to bring to the table in order to be able to fulfil the desire inherent in the adjective "diverse"? Who decides how diverse someone is? If I should feel addressed by the adjective, would I perhaps even be the token in this team, i.e. the person who must then symbolically stand for the "diversity" there? Or am I welcome as a person even if my application documents do not give a "diverse" impression?
From the invisible norm
In the end, I don't know what the team behind the job advertisement is really like. And what their intentions and procedures were. And of course, other people may react to this advertisement in a completely different way than I do. For my part, I don't want to define or decide who is a diverse applicant or employee. For me, all people are diverse. Because if I assume that there are diverse or less diverse people, I am passing on an invisible norm. I want to get away from that.
Twelve white men - a diverse team?
Denise Young Smith, Apple's former VP Diversity & Inclusion, took a lot of flak for a quote .
She said, "There can be 12 white, blue-eyed, blond men in a room and they're going to be diverse, too, because they're going to bring a different life experience and life perspective to the conversation." (translated: "There can be twelve white, blue-eyed, blond men in a room together and they're going to be diverse, too, because they're going to bring a different life experience and life perspective to the conversation").
I see it the same way. These twelve white blue-eyed men are also diverse. Smith later explained this quote again and set the record straight that D&I work is mainly about creating a working environment for all: Women, People of Colour, LGBT and underrepresented minorities. So it must be clear that of all people, some have much more privilege than others. Twelve white heterosexual, physically and mentally healthy men from academic families have the most privileges in this society. And everyone in a diverse team should deal with this reflectively and thoughtfully. Because nobody can do anything about privileges. But doing nothing is also an attitude.
Diversity is a fact, inclusion is a mindset I choose
These questions help with honest reflection within your team:
- How much can I bring my own diversity into my already existing team?
- Do I put on my mask at work or can I really be myself in all my facets?
- Are my ideas heard and sufficiently valued?
- How consciously do we deal with unconscious prejudices and privileges?
All of this encompasses inclusion. And then diversity is above all an attitude with which I approach myself and others. In this way, I prepare the ground for inclusive cooperation and a diverse team.
Positive discrimination and equal opportunities
Especially when it comes to the question of how much diversity can be lived, we have to talk about barriers that many people experience. We have to talk about equal opportunities, because in the job market or in promotions, people of colour, black people, women with headscarves, women in general, disabled people, people over 50 - the list is long - are often discriminated against. It is necessary to counter this with positive discrimination. When we look at companies, administrations and organisations in Germany, we see that they are far from reflecting the diversity that exists in the population.
- For example, there are more men* named Thomas than women*in the top echelons of companies in Germany.
- And 97 per cent of the bosses in the Berlin administration are white. There are only three per cent people of colour and black people at management level. They say they are racially discriminated against.
Pioneers needed
And that is exactly why companies should emphasise in every job advertisement that they are preparing the ground for diversity. In this example, I would have liked it if the last paragraph had been more about values. And not about a new requirement for the applicant.
For example: "We are committed to diversity, inclusion and equal opportunities and firmly believe that a diversity of experiences, perspectives and backgrounds leads to better work outcomes for all. We welcome applications from all qualified candidates regardless of gender, age, sexual orientation, disability, religion, ethnic or social background."
