The Uncomfortable Truth About Optics
“We need more diversity” was a statement I recently encountered on a preparation call for an upcoming diversity panel. I had noticed it too – we were all cisgender women with similar ethnic backgrounds. The optics of our panel, within the context of diversity, equity, and inclusion (DEI), appeared lacking.
In the pursuit of fostering diversity, it’s not uncommon for our focus to drift towards the surface-level optics – the visible markers of diversity that we can easily observe and quantify. But as the discussion unfolded, it became evident that our shared gender and skin colour were really where our similarities stopped. Despite our visual homogeneity, we hailed from different corners of the world, spoke diverse native languages, represented a spectrum of sexual orientations, and pursued distinct professional paths. The diversity was there; it just didn’t manifest in a way that was readily perceptible to the eye.
So here’s the question: are we placing too much emphasis on the optics of diversity, often at the expense of recognizing and appreciating the richness of genuine diversity that extends beyond what we can see?
It’s essential to acknowledge that diversity encompasses an intricate interplay of factors, including cultural background, socioeconomic status, educational experiences, and personal values, to name a few. While gender and race are undeniably critical dimensions of diversity, they are not the sole indicators of a truly diverse group. The concept of intersectionality reminds us that individuals are shaped by an amalgamation of identities, each contributing to a unique perspective and worldview.
So, why do we often limit our understanding of diversity to what is easily observable? One possibility is that visible markers of diversity serve as tangible, easily quantifiable metrics. It’s simpler to track and measure progress when we focus on gender ratios or ethnic representation. However, this approach risks overlooking the depth and breadth of diversity that resides beneath the surface. The fixation on visible diversity can also inadvertently perpetuate tokenism, where individuals are selected merely to fulfill a visual quota rather than for their unique contributions and perspectives. This not only diminishes the authenticity of DEI initiatives but also undermines the true spirit of inclusivity.
To bridge this gap, organizations and individuals engaged in DEI efforts need to push against the easy reliance on visible diversity. This involves recognizing and celebrating the less visible dimensions of diversity, such as cognitive diversity, life experiences, and professional expertise. Real diversity resides in the richness of unique experiences, perspectives, and talents that may not always be immediately apparent.
To truly advance the goals of diversity, equity, and inclusion, we must broaden our appreciation for the complexities of human identity and create spaces that welcome and celebrate the full spectrum of diversity, both seen and unseen. By doing so, we can cultivate a more comprehensive and inclusive understanding of diversity that extends beyond the optics.
