Only recently really dived into the diversity challenge. Mainly triggered by the natural flow within a new well intentioned venture towards a non-divers composition of the team. In the short term unity seems to to be more attractive than diversity even without the burden of legacy.

Still looking into this but putting it out now also to further activate my thinking and to invite input. The unity-path might be perceived as an easier way to quickly achieve a workable level of congruence within a group. Implementing diversity sometimes may also feel as something you have to do these days without fully understanding why or truly feeling it. And it is then also often limited to gender and ethnic diversity (excluding other aspects as religious, neuro and social diversity).

My current hypothesis is that it might start with the reason why diversity is not already a given. Our (unconscious) habit of creating a safe and predictable environment through congruence may stem from our inexperience with and therefore fear of handling non-congruence.

If that would be the case it is probably more fruitful to focus on addressing these fears. What is needed for you to feel comfortable within a diverse environment. Whereby diversity is not something you have to strive for but a natural outcome of being comfortable with being truly inclusive. Or in broader terms being comfortable to embrace the unknown. A skills that also comes in handy whilst facing the broad range uncertainties of our era.

And after inclusiveness follows the era of ‘equivalence’.

Question then remains if a certain level of ‘similarness’ or ‘protectiveness’ is still desirable for some (survival) reason…