{"id":56,"date":"2014-10-17T08:42:48","date_gmt":"2014-10-17T12:42:48","guid":{"rendered":"https:\/\/www2.law.temple.edu\/voices\/?p=56"},"modified":"2016-07-28T11:14:09","modified_gmt":"2016-07-28T15:14:09","slug":"why-achieving-diversity-remains-a-challenge","status":"publish","type":"post","link":"https:\/\/www2.law.temple.edu\/voices\/why-achieving-diversity-remains-a-challenge\/","title":{"rendered":"Why Achieving Diversity Remains a Challenge"},"content":{"rendered":"

I recently had the opportunity to gather with colleagues from across Temple University for a popular discussion series called \u201cCan We Talk?\u201d\u00a0 I chose as my topic the question of why diversity is so difficult to accomplish, and what might make it easier.\u00a0 Of course, neither question can be answered to anyone\u2019s satisfaction in an hour, no matter how robust and sincere the conversation.\u00a0 But that doesn\u2019t mean it isn\u2019t an important conversation to begin, and to continue whenever possible.<\/p>\n

I think it\u2019s important, though, to offer a few observations up front.\u00a0 First, I think it is important to recognize that however much it is desired (in theory or in reality), diversity doesn\u2019t come naturally.\u00a0 While a lot of people express support for it \u2013 and even a desire for it, we\u2019re not \u00a0all clear on what \u201cit\u201d even is, let alone how to achieve it.\u00a0 Second is the matter of vocabulary.\u00a0 The word itself sometimes gives off the connotation of \u201cforced mixing,\u201d which sounds like work or something even less voluntary.\u00a0 And third, the work of diversity is not only hard; it also involves personal risk and personal commitment.<\/p>\n

Diversity doesn\u2019t come naturally<\/b>.\u00a0 More and more scholarship confirms that we all harbor biases that affect our perception of those around us.\u00a0 They\u2019re part of our cognitive process \u2013 how we interpret information and make sense of our world.\u00a0 Mahzarin Banaji, a researcher at Harvard, has designed the Implicit Association Test as a mechanism for illuminating these biases in each of us. \u00a0\u00a0Take the test:\u00a0 https:\/\/implicit.harvard.edu\/implicit\/<\/a>.<\/p>\n

“Collectively, I think we need to have some hard conversations in our communities about what we\u2019re willing to change in order to address the injustices that have created leaks in the pipeline.”<\/p>\n

The list of such biases is long and readily available; among those I found most interesting were confirmation bias, which describes how we \u00a0\u00a0selectively see and process information that supports our preconceived notions; anchoring, in which we give too much weight to unsupported knowledge because it is consistent with our assumptions; and actor-observer bias, in which we attribute our own actions to the situation in which they take place but attribute the actions of others to some internal characteristic or personality trait.\u00a0 When it comes to how we approach diversity, I think that actor-observer bias is particularly worthy of exploration.<\/p>\n

The word itself has some issues<\/b>.\u00a0 For some, the word \u201cdiversity\u201d has acquired a negative connotation.\u00a0 I think many well-meaning people perceive it as a forced mixing, something we know we \u201cshould\u201d do but either don\u2019t want to, or don\u2019t do naturally. \u00a0Tackling differences takes us out of our comfort zone, the one filled with people who don\u2019t need us to explain ourselves.\u00a0 Perhaps a better word to express our desire would be \u201cinclusion,\u201d suggesting that we\u2019re widening our circle rather than visiting an unfamiliar one.<\/p>\n

There\u2019s another issue, though, too; one that I think is harder to address.\u00a0 It\u2019s the question of what, exactly, we mean by diversity.\u00a0 I think that for many of us, \u201cdiversity\u201d really means \u201cme, slightly different.\u201d\u00a0 We understand diversity to mean that people from historically marginalized groups \u2013 women and racial, ethnic, religious, and sexual minorities \u2013 should have the same access to resources and opportunities that others do.\u00a0 But we assume that those categorized differences are the only ways in which they\u2019re different from us, and when that turns out not to be the case, we get uncomfortable.\u00a0 So the thing that offends us about a coworker isn\u2019t her race or her religion; it\u2019s how loud her voice seems to us.\u00a0 It\u2019s the large stud in his ear or the way she\u2019s so formal, even in relaxed settings.\u00a0 When we realize that real diversity means these things as well, it seems a lot more complicated than we would like, and so the challenge increases.<\/p>\n

It\u2019s not just a matter of equality. <\/b>\u00a0Diversity initiatives that focus on equality at the end of the pipeline without addressing the injustices at its beginning will never succeed.\u00a0 We must ask ourselves why groups fall out \u2013 why, if our communities have roughly the same numbers of men and women, do men disproportionately occupy positions of power in government and industry? Why are racial and ethnic minorities and people with disabilities so dramatically absent from those roles? \u00a0Where \u2013 and why \u2013 do those who are \u201cdifferent\u201d fall out along the way? \u00a0There are some obvious places to start looking for the leaks:\u00a0 the state of public education and entrenched socioeconomic inequality (itself often a proxy for race) come immediately to mind.\u00a0 How can we reach our potential without access to a quality education, or safe housing, or enough healthy food?\u00a0 But this is just one place to look; clearly from the examples above it is not the only contributor to the challenge we face.<\/p>\n

There are things we can do<\/b>.\u00a0 I think there are actions available to us individually and collectively, if we are willing to do some hard things.\u00a0 On an individual level, I think the real game-changer is trust.\u00a0 It\u2019s still very risky to talk about hard issues \u2013 we don\u2019t want to offend, or appear unknowledgeable, or come across as angry, or alienate someone.\u00a0 But talking about these things is the only way that we\u2019re ultimately going to change them.\u00a0 And that requires trust, and a safe space within which we can let ourselves be uncomfortable.\u00a0 Collectively, I think we need to have some hard conversations in our communities about what we\u2019re willing to change in order to address the injustices that have created leaks in the pipeline.\u00a0 We need to get clear on what we really mean by \u201cdiversity,\u201d and do some soul-searching about how hard we are willing to work for it.\u00a0 If we can come to some consensus on those things, then I think we will see a path forward.<\/p>\n","protected":false},"excerpt":{"rendered":"

I recently had the opportunity to gather with colleagues from across Temple University for a popular discussion series called \u201cCan We Talk?\u201d\u00a0 I chose as my topic the question of why diversity is so difficult to accomplish, and what might make it easier.\u00a0 Of course, neither question can be answered to anyone\u2019s satisfaction in an hour, no matter how robust and sincere the conversation.\u00a0 But that doesn\u2019t mean it isn\u2019t an important conversation to begin, and to continue whenever possible. I think it\u2019s important, though, to offer a few observations up front.\u00a0 First, I think it is important to recognize that however much it is desired (in theory or in reality), diversity doesn\u2019t come naturally.\u00a0 While a lot of people express support for it \u2013 and even a desire for it, we\u2019re not \u00a0all clear on what \u201cit\u201d even is, let alone how to achieve it.\u00a0 Second is the matter of vocabulary.\u00a0 The word itself sometimes gives off the connotation of \u201cforced mixing,\u201d which sounds like work or something even less voluntary.\u00a0 And third, the …<\/p>\n","protected":false},"author":3,"featured_media":57,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"audience":[],"coauthors":[19],"class_list":["post-56","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-from-the-dean"],"yoast_head":"\r\nWhy Achieving Diversity Remains a Challenge - Voices at Temple<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www2.law.temple.edu\/voices\/why-achieving-diversity-remains-a-challenge\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Why Achieving Diversity Remains a Challenge - Voices at Temple\" \/>\r\n<meta property=\"og:description\" content=\"I recently had the opportunity to gather with colleagues from across Temple University for a popular discussion series called \u201cCan We Talk?\u201d\u00a0 I chose as my topic the question of why diversity is so difficult to accomplish, and what might make it easier.\u00a0 Of course, neither question can be answered to anyone\u2019s satisfaction in an hour, no matter how robust and sincere the conversation.\u00a0 But that doesn\u2019t mean it isn\u2019t an important conversation to begin, and to continue whenever possible. I think it\u2019s important, though, to offer a few observations up front.\u00a0 First, I think it is important to recognize that however much it is desired (in theory or in reality), diversity doesn\u2019t come naturally.\u00a0 While a lot of people express support for it \u2013 and even a desire for it, we\u2019re not \u00a0all clear on what \u201cit\u201d even is, let alone how to achieve it.\u00a0 Second is the matter of vocabulary.\u00a0 The word itself sometimes gives off the connotation of \u201cforced mixing,\u201d which sounds like work or something even less voluntary.\u00a0 And third, the …\" \/>\r\n<meta property=\"og:url\" content=\"https:\/\/www2.law.temple.edu\/voices\/why-achieving-diversity-remains-a-challenge\/\" \/>\r\n<meta property=\"og:site_name\" content=\"Voices at Temple\" \/>\r\n<meta property=\"article:published_time\" content=\"2014-10-17T12:42:48+00:00\" \/>\r\n<meta property=\"article:modified_time\" content=\"2016-07-28T15:14:09+00:00\" \/>\r\n<meta property=\"og:image\" content=\"https:\/\/www2.law.temple.edu\/voices\/cms\/wp-content\/uploads\/2015\/06\/Diversity_Challenge.png\" \/>\r\n\t<meta property=\"og:image:width\" content=\"840\" \/>\r\n\t<meta property=\"og:image:height\" content=\"560\" \/>\r\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\r\n<meta name=\"author\" content=\"JoAnne A. Epps\" \/>\r\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\r\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"JoAnne A. 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