America Needs All of Us: Here’s How We Move Forward—Backed by Science and Real Conversations

The Jazz Musician Who Befriended the Klan

Daryl Davis was playing the piano at a small bar in Maryland when a white man approached him. The man, dressed in cowboy boots and a hat, was taken aback—he had never heard a Black man play like that. He clapped Davis on the back, bought him a drink, and the two struck up a conversation.

That conversation would change both their lives.

Davis, a seasoned blues and rock’n’roll musician, wasn’t just interested in music; he was fascinated by human behavior. Over the years, he developed an unusual hobby: befriending members of the Ku Klux Klan.

His method was simple: he talked to them. He listened to their grievances, their fears, and their beliefs, some of which were deeply rooted in ignorance and racial resentment. But instead of responding with anger, Davis asked them one profound question:

"How can you hate me when you don’t even know me?"

One by one, these men—some of whom had spent decades wrapped in the Klan’s ideology—began to reconsider. And as they questioned their beliefs, something extraordinary happened: many walked away from the Klan entirely. Some even handed Davis their robes, symbolic of their renunciation of hate.

What Davis understood, long before psychologists and sociologists put numbers behind it, was this: people rarely change their minds through argument, but they can change through relationships.

Davis’s story is a powerful lesson for today’s America, where conversations about race, immigration, and diversity have become battlegrounds of resentment and division. The current backlash against DEI (Diversity, Equity, and Inclusion) programs is not about fairness or merit—it’s about fear. Fear that changes mean loss. Fear that inclusion means exclusion. Fear that recognizing racial disparities means admitting a system is flawed.

And fear, when left unchecked, hardens into resentment.

But what if, instead of shutting down the conversation, we leaned into it?

The Science of Changing Minds

The principles that underlie Davis’s success aren’t just anecdotal; they are backed by research. Dr. Drew Westen, a professor of psychology at Emory University, has spent years studying public opinion on immigration, race, and social change. His research has identified two key drivers of resistance to diversity:

1. Fear and Anxiety About Demographic Change—People instinctively react to uncertainty with caution, and rapid shifts in racial and cultural demographics trigger defensive attitudes.
2. Unconscious Bias—Even those who consciously reject racism often hold implicit stereotypes that shape their decisions and actions.

Westen’s research found that when we acknowledge these biases directly—without shaming or moralizing—we can move people toward greater acceptance. But how do we do that in practice?

This is where messaging matters.

The America Needs All of Us toolkit, developed by Welcoming America, offers four proven strategies for engaging people in productive conversations about race, bias, and inclusion. These strategies do not rely on debate or confrontation but instead help people see diversity as a shared opportunity rather than a zero-sum game.

Uncovering Unconscious Bias

Message: Bias isn’t always intentional, but recognizing it helps us ensure fairness.

One of the most counterintuitive findings from Westen’s research is that talking about bias doesn’t push people away—it draws them in.

Many assume that addressing racial bias makes people defensive, but the data shows the opposite: when people are told that bias is universal—that we all have it—they are more willing to acknowledge and correct it.

?? How to Use This Message:

• In diversity training, emphasize that bias is not a personal failing; it’s a human tendency.
• When discussing hiring or promotion practices, frame the conversation around removing unintentional barriers to opportunity.
• Use real-world examples, such as studies showing how identical resumes receive different responses based on the applicant’s name.

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We Can Do Better

Message: If we recognize our biases, we can ensure that opportunity is truly equal for everyone.

One experiment, often cited in discussions of bias, involved college students evaluating job applications. When applicants had clearly outstanding or obviously weak credentials, race didn’t affect the outcome. But when the resumes were ambiguous—somewhere in the middle—white candidates were selected more often than Black or Latino candidates.

Why? Because when people are uncertain, they unconsciously default to their biases. This insight is crucial because most real-world decisions happen in that “gray zone”—where someone gets an opportunity, or they don’t.

How to Use This Message:

• In hiring discussions, highlight that merit isn’t always clear-cut—so we must be intentional about ensuring fairness.
• When talking about equity, use analogies: “If two runners start at different points, the race isn’t fair.”
• Challenge people to reflect: “Are we making choices based on what we think we see, or what’s actually there?”

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Different Pasts, One Future

Message: No matter where we come from, we all want the same thing: a better future for our families.

In a country as diverse as the U.S., people often feel nostalgia. But what if we redefined what it means to be American?

The toolkit recommends emphasizing shared values, freedom, opportunity, and fairness as a unifying force. This shifts the conversation from “us vs. them” to a collective vision of the future.

How to Use This Message:

• In community discussions, ask people about their family history—chances are, most Americans have immigrant roots.
• Frame demographic change as part of America’s ongoing story of renewal and growth.
• Use inclusive language: “We all benefit when everyone has a fair shot.”

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America Needs All of Us

Message: Our country is strongest when we tap into the talents and contributions of all people.

Diversity is often framed as a challenge. But research shows that people are more likely to support diversity when they see its benefits.

How to Use This Message:

• Highlight the economic benefits of immigration and inclusion. Immigrant entrepreneurs, for example, start businesses at higher rates than native-born Americans.
• Show how diverse teams perform better, citing research from business and innovation studies.
• Use analogies: “A strong team has different skills—why should a country be any different?”

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The Road Ahead: Will We Rise to the Challenge?

Daryl Davis’s story teaches us that conversation has the power to change minds, dismantle hate, and transform communities. But it also teaches us something else: change doesn’t happen by accident, it happens when we choose to engage.

America is currently facing a pivotal moment. The backlash against DEI is not a rejection of fairness; it is a reaction to fear. Fear that shifting demographics mean a loss of power. Fear that inclusion means exclusion. Fear that acknowledging systemic bias means taking responsibility for it.

But here’s the truth: America has never moved forward by clinging to fear.

Every period of progress in this country, from the Civil Rights Movement to the expansion of immigrant rights, was met with resistance. And yet, over time, progress won. Not because it was easy, but because enough people chose to step up, have hard conversations, and push forward despite the resistance.

The America Needs All of Us framework is more than a set of talking points. It is a call to action. It reminds us that inclusion is not just about policies or programs, it is about how we show up for each other. It is about whether we choose to see diversity as a threat or as the very thing that makes us stronger.

So the question isn’t whether America will continue to change. It will.

The real question is: Will we lead that change, or will we resist it? Will we lean into difficult but necessary conversations, or will we avoid them? Will we build a future where everyone belongs, or will we allow fear to divide us?

The choice is ours.

America needs all of us. The future depends on it.

Here is a link to America NeedsAll of Us Document

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