The United States is a nation filled with diversity. Since the early settlers came to continent people of different "racial" and ethnic backgrounds have shared this country. Yet despite over 400 years of experience dealing with people of diverse backgrounds, it seems we all still struggle when it comes to speaking openly about our differences. Often when the conversations arise one participant or another will advance the notion that we should not see color. While this idea is well intentioned, ignoring the differences among us does more harm than good.
Color-blindness is misguided because it minimizes the value of diversity. Now when I speak about color-blindness I am not talking about the physical differences. I am speaking of the cultural differences that have evolved because of the perception of physical differences. It is not important that individuals look different. What is important to recognize is the diversity that has developed among people. The problem with the notion of color-blindness is that it presumes that in order for people to coexist they must be the same. It is impossible and undesirable for people of different cultural backgrounds to be the same and that should not be the goal.
It may however, be uncomfortable at first for people to embrace the differences among us. But in order to make progress, we must begin the process. The reason we must recognize and embrace diversity is intuitive. Imagine a painting with only one color. Imagine a garden with only of flower. Imagine dinner with only meat. All of those things are one dimensional. What would make each of these examples better is the introduction of variation. We embrace variation when it comes to art or gardening and food because it makes the experience richer. The same holds true for cultural diversity. The differences among us make our combined experiences richer and often more productive.
Although I am an advocate of diversity, I also believe it should be approached thoughtfully. It is not enough to place people of different cultures together in a room and ask them to hold hands. For companies considering diversity initiatives aimed at consumers and employees it is not enough to make a statement about a commitment to diversity. I once worked for a firm that decided to recognize Black History Month. The well-intentioned head of the firm sent out an e-mail announcing that we would recognize the month and directed each office to organize an event commemorating the month and report back. I happened to be the only black person in my office, so my manager read the e-mail, walked into my office and asked what I wanted our office to do. While the manager may have been well intentioned, the interaction made me extremely uncomfortable. The interaction was uncomfortable because instead of embracing diversity it felt as though the firm was going through the motions of some sort of corporate reparations plan. What they didn't understand was that retaining me had nothing to do with what the firm did for Black History Month. What mattered was that they made an effort all year long to include me in the firm's culture and to respect and value how my background added value to the organization.
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