In search for an alternative for the label Diversity and Inclusion.

I have become passionate about a subject labeled Diversity and Inclusion (D&I). As this passion is expressed in my role in academia, I have come to realize that the term D&I can either confuse, frustrate or perhaps, in a worst case scenario, cause a major yawn from the person sat in front of me. This is especially true for those who have not spent much time thinking about D&I or have perhaps had a very negative experience in the name of it. 

So let me get a few of my beliefs on the table. 

1. The US is at a critical moment in history. With the re-emergence of nationalism and white supremacy we may miss the chance to embrace the opportunities represented by an exciting multi-cultural society. Our government and businesses remain dominated my folks like me! Seasoned (read old) white guys. There have been some exciting recent breakthroughs from investment firms like Goldman Sachs and Deerfield Ventures, encouraging diverse board membership, but the speed of change is too slow.
2. We are missing opportunities for higher performance. ALL the data supports the notion that diverse teams perform better financially and through the lens of innovation. If you have experienced this first hand you will never forget the it. In my ‘first career’ I had the opportunity to manage ‘global teams’, launching new brands around the world. I had the opportunity to pull top talent into head office and by doing so had some of the most diverse teams in the business. In some ways, as the leader, I could sit back and watch those teams go! It was an amazingly rewarding experience. I recognize that it maybe a little harder in other roles, but my belief is that we can all create diverse teams if we are deliberate about it. The data suggests that if you do, you will be rewarded both in financial performance and personal learning. If you haven’t done it.....give it a go.
3. The next generation will require it. As I walk across the UNC campus every day I smile as I watch a cross section of humanity on their journey to class. You see some goofy sights on the campus of a University, especially one as large as ours. Many of these students already love the diverse environment they live in day to day. We have had our well documented recent challenges but it is clear that most enjoy and want to work in a diverse environment. I belief that businesses and universities that do not adapt and embrace that diversity of humanity will be rejected as places to work by these young professionals. We will see if I am right!
4. One person CAN make a difference. Every day I encounter contrast in D&I. From those resigned to the fact that this too hard to impact, to the individuals who are determined to change our culture and community. The politics of the day in the US and elsewhere are divisive. It appears that our culture is to scream across the aisle at someone who has different opinions to our own. We are better than this. I belief the majority of people do not want this path. They want to open their arms and embrace others in our county and, as a collective, address the issues of the day. We can and should advocate for change and as individuals set an example for others. Please become an advocate for D&I.

So with my beliefs on the table. There remains the question, is there a better term for D&I? A term that doesn’t cause my colleagues to yawn. I feel “Embracing difference” and “Listening to other cultures” maybe a start point, but what do you think? Do you have an answer? Time for me to listen!!!!