DIVERSITY Overly defined and rarely implemented
By Jamal Smith Just recently I found myself sitting in a Chamber of Commerce meeting in Southern Indiana. Many things were discussed; most notably, an hour long discussion about the local economy and how the change in the local demographics was affecting everything from banking to the local market. Of course, I’ve had more of these discussions than I care to mention. However, what I found most interesting about this particular conversation was the Chamber member’s concerns that recent legislation would adversely affect their growth. After the Chamber meeting I drove more than 90 miles to meet with a beleaguered superintendent who, amid a few alleged racially charged incidents, was facing an increasing amount of criticism from parents and community stakeholders. Her problem: the district’s student demographic make-up was changing faster than the administration that governed them. Solution: There was none. A bunch of talk about cultural competence and some pretext about budgetary restraints were the apex of the conversation. Afterward, I drove another 140 miles to meet with executives from a
manufacturing plant eagerly trying to fill their shifts with a diverse group of individuals skilled enough to engineer their products and operate the machinery used in their plants. Their problem was twofold. First, the company’s target demographic was as varied as the world itself; however the location of the plant was limited to a relatively isolated and homogeneous community. Secondly, the skill-set needed to operate the machinery had evolved as much as the innovation needed from their engineers. Unfortunately, the background of the company’s candidates was as limited as the community it called home.
years. There are still pockets of people – young and old, rich and poor, black, white, red, and brown – who are still fighting for access. These people are fighting to be included in the process; to be at the table and not on the menu. Unfortunately, too much of the fight has been reduced to rhetoric. Time spent defining Diversity instead of implementing it.
Correspondingly, just as much time is spent contesting the idea of Diversity. Why should I have to include someone because they are a [veteran or black or white or disabled]? Answer: You don’t and shouldn’t have to include anyone. However, we should all be In retrospect, the day’s events con- inspired to include the most capable firmed a few things for me. First of and incisive people we can find from all, I needed an oil change and a good a variety of different backgrounds and experiences. Diversity (or variety, night’s sleep. assortment, change) is, ironically, one In theory, the Diversity conversa- of the few certainties you will find in tion seems to be as overdone as the American culture. It is here whether housewife reality shows that appear we accept it or not and its implemento consume the majority of televi- tation will undoubtedly serve all that sion air play. Over the years I’ve had embrace it well. countless conversations and numerous debates about Diversity. What is Diversity? Is Diversity important? Interestingly enough, the discussions haven’t changed much in the last 10
Mr. Jamal Smith is the Senior Advisor on Minority Affairs for Indiana Governor Mitch Daniels. He is also the Executive Director for the Indiana Civil Rights Commission. ¡QUE VIVA! | june 2013
7