Someone with deep interest in diversity and inclusion, but who doesn’t work directly in the field, recently posed a question.  He’d found this sentence in a brief history of equal employment opportunity, diversity and inclusion (D&I):  “With each of [several historical] iterations, the concept of EEO moved from a reactive, exclusively legalistic model to a more proactive, business-driven paradigm.”

His question:  “‘Proactive business-driven paradigm.’ That’s quite a statement. I wonder what it means?”

His comment reminded me once again how easy it is to fall into jargon. Those of us in the culture (in this case, of D&I) don’t even realize we’re in it till we’re out of it.  It’s that fish in water thing.

Here’s one answer to the question:

The “proactive, business-driven paradigm” concept is closely related to what we have called, “The Business Case for Diversity.”  Whether as a D&I sales tool, an opportunity for real education, an example of speaking the language of decision-makers  or an adaptation to a changing external environment, the D&I field has come to conceptualize itself in this way.

PROACTIVE means that instead of waiting for lawsuits or natural demographic change, instead of waiting to lose talent or to be outrun by the competition, organizations choose to “go to where the puck is going to be.”

BUSINESS-DRIVEN means that instead of diversity hanging out like an appendix waiting to be lopped off at the first sign of discomfort or unease (not even disease), D&I concepts, strategies and goals are integrated with ALL business strategies and goals. Ideally, diversity goals and organizational goals are understood to be interwoven and mutually dependent. A company or industry may survive for a while without it, but no business today can maximize its potential or be sustainable without integrating every aspect of the way it does business with D&I.

Finally, this is more than an approach or a flavor of the day.  It is a PARADIGM – a model, a pattern, a defining set of ideas/ideals – for the field and for those who want to leverage what the field has to offer for their enterprise – public, private, non-profit or academic.

And the paradigm is poised to evolve.

Your turn.

Which brings me to questions of my own:

• How, and of whom, do you ask questions you need to know about D&I?
• How are you engaging with others in the conversation?
• What languages are you speaking about the field?  Are they languages that reach your audiences?
• How are you helping each person see themselves as part of the larger picture of D&I and feel the urgency of action?

NOTE:  In an earlier post, I mentioned the diversity discussion started by Rob Jones on LinkedIn.  It’s still going strong, generating ideas and relationships. Check it out. Chime in.  Things are percolating!