Diversity is a buzzword that has been thrown around a lot lately, and it seems to be the go-to solution for any problem faced by organizations or societies. But the truth is, diversity is not a strength, but a weakness that is getting far too much attention.
While it makes people feel better to talk about, it is essentially a waste of your time. the only place diversity is a strength is in the bacteria in the gut.
The idea that diversity is a strength is based on the flawed assumption that people from different backgrounds bring unique perspectives and ideas to the table.
However, this assumption overlooks the fact that diversity can also cause serious problems and damage unity and strength.
One of the biggest issues with diversity is that it can create divisions within a group or organization.
When people come from different backgrounds, they often have different values, beliefs, and cultural norms. These differences can lead to misunderstandings, conflicts, and a lack of cohesion. People are always pursuing their own values. They will do this to the exclusion of the purpose of the group.
For example, consider a workplace with employees from different cultural backgrounds. One employee may feel offended by a joke that another employee thinks is harmless. This kind of situation can lead to tension and mistrust between employees, damaging the unity of the workplace. I don’t think we should tailor every word to avoid offending everyone, but culture itself will get in the way of unity.
Another issue with diversity is that it can create difficulty in communication.
When people come from different cultures or speak different languages, it can be challenging to understand each other. This can lead to misinterpretations, misunderstandings, and a lack of productivity. If you have ever tried to contact your customer service representative and found them to be in another country speaking with a thick dialect that is difficult to understand, you know the reality os this. And they also will not be in too much of a hurry to help you with your problem, as they generally do not share the company’s mission.
For instance, imagine a team of engineers working on a project where half of the team members speak English as a second language. The language barrier can lead to miscommunications and errors in the work, which can ultimately cause delays and cost overruns. Or think of a sports team where the same thing is happening. Lack of communication caused by diversity will cause damage to the effectiveness of the group.
Furthermore, diversity can also lead to a lack of ownership.
When there are too many people from different backgrounds in a group or organization, it can be challenging to determine who is responsible for what. This can lead to finger-pointing which can ultimately damage the effectiveness of the group.
Cnsider a committee responsible for organizing an event with members from different cultural backgrounds. If the event fails, it may be difficult to determine who is responsible, and the lack of accountability can lead to finger-pointing and a lack of trust within the group.
Diversity is not a strength, but a weakness that is getting far too much attention. While it is essential to recognize and appreciate different cultures and perspectives, the focus should be on building unity and strength within groups and organizations.
Instead of emphasizing diversity, we should focus on common goals, shared values, and the pursuit of excellence.
Diversity is touted as a strength, but the reality is that it can be a liability, especially when it comes to group cohesion and effectiveness. While it is important to recognize and appreciate differences in culture, race, and gender, these differences can also cause significant problems within groups and organizations.
One major issue with diversity is that it can lead to a lack of shared values and goals.
When people come from different backgrounds, they often have different beliefs and priorities, which can make it difficult to find common ground. This can result in a lack of direction and purpose, which can harm the overall effectiveness of the group.
Another issue with diversity is that it can lead to a lack of trust and cooperation. When people come from different backgrounds, there may be a lack of understanding which can make it challenging to build relationships and work collaboratively. This can lead to a lack of trust, which can ultimately harm the effectiveness of the group.
For instance, consider a sports team where players come from different countries. If the players do not trust each other or understand each other’s motivations, it can be difficult to work together effectively on the field. There are instances where they can work well together, but you will likely be able to recall many instances where this simply caused divisions and cliques.
There are many real-life examples that demonstrate the negative impact of diversity on group effectiveness and cohesion. Here are a few:
The Eurozone crisis: The Eurozone crisis in the early 2010s was caused, in part, by the diversity of the European Union. The Eurozone consists of 19 countries that use the euro as their currency, but each country has its own unique economic policies and priorities. This diversity made it challenging to coordinate economic policies and respond effectively to the crisis.
The United Nations: The United Nations is a diverse organization with members from all over the world. While this diversity can be seen as a strength, it has also led to challenges in decision-making and policy implementation. For example, the UN Security Council, which is responsible for maintaining international peace and security, has five permanent members with veto power (China, France, Russia, the United Kingdom, and the United States). This diversity of power and interests has led to a lack of action on critical issues, such as the ongoing conflict in Syria.
See a pattern?
The 2008 financial crisis: The 2008 financial crisis was caused, in part, by the diversity of the banking industry. Banks had become increasingly diverse, with different types of financial instruments, risk models, and incentive structures. This diversity made it challenging to regulate and monitor the industry effectively, leading to the collapse of several large financial institutions and a global recession.
The diversity of political parties: Political parties are often diverse in terms of their ideologies, values, and priorities. While this diversity can lead to healthy debate and a range of perspectives, it can also lead to a lack of cohesion and a failure to achieve common goals. This is particularly evident in countries with fragmented political systems, such as Italy, where it can be challenging to form a stable government and implement effective policies.
In all of these examples, the diversity of the group or organization has led to challenges in coordination, decision-making, and policy implementation, ultimately harming the effectiveness and cohesion of the group.
While diversity should be recognized and appreciated, it is also important to find common ground and shared values to build trust and cooperation.
Diversity in politics is especially insidious.
All you hear about these days is the importance of diversity. I would ask you to think about what good you believe diversity has brought any institution. specifically what good has come from it when institutions pursue diversity for diversity’s sake. When Diversity is the goal, we miss out on the strength that would result from naturally occurring diversity.
This is the kind of diversity that naturally develops through meritocracy. When people are valued for what they can bring to the table as individuals, rather than their skin color or nationality, a natural diversity develops and the overall strength of the company or institution grows.
When people are put in positions for nothing more than the color of their skin, the group weakens.
Additionally, diversity is an insult to people. Because it tells them they were not hired or appointed because of the skills and talents that they worked for, but rather because they had the right skin color or ethnic background. That is insulting, not honorable.
How many universities have admitted students because they had the right skin color instead of the right test grades? That is not a recipe for strength. That is a habit that will weaken the entire infrastructure of that university. And if society uses the same tactics then the strength of society will fade.
