Kenji Yoshino: Diversity Does Not Mean Having to Choose Between Identity and Inclusion | Big Think

TL;DR

Companies often prioritize inclusion over diversity, leading individuals to choose between their identity and fitting into the mainstream, resulting in a detrimental impact on their sense of self. Straight white men also engage in covering, highlighting the importance of including them in diversity discussions.

Transcript

diversity inclusion is something that has been around in companies for decades now and generally people think of it as uh diversity and inclusion but uh I would actually challenge that given that I think that historically uh we've seen diversity or inclusion rather than diversity and inclusion and what I mean by that is that companies really want i... Read More

Key Insights

• ❓ Companies often prioritize inclusion at the expense of diversity, creating a conflict between identity and belonging.
• 🤳 Covering, the act of downplaying unique identities, has a detrimental impact on individuals' sense of self.
• 👨‍🦳 Straight white men also engage in covering, highlighting the need for inclusive discussions.
• ☠️ Marginalized groups, including LGB individuals, African-Americans, and women, report higher rates of covering.
• 🌉 Acknowledging the burdens of covering creates bridges and fosters solidarity in the workplace.
• 🤳 The prevalence of covering is detrimental to individuals' sense of self, with 60-73% reporting its harmful effects.
• 👨‍🦳 Straight white men's inclusion in diversity discussions leads to a paradigm of inclusivity where they can see themselves.

Questions & Answers

Q: What is the difference between diversity and inclusion in companies?

While diversity refers to having individuals from various backgrounds, inclusion means creating an environment where everyone feels accepted. However, often inclusion is based on individuals sacrificing their unique identities, which leads to a tragic choice between identity and belonging.

Q: How does covering differ from passing?

Covering involves downplaying certain aspects of one's identity to conform to mainstream behaviors, while passing involves pretending to be part of a different group. Covering acknowledges uniqueness while attempting to fit in, as exemplified by Franklin Delano Roosevelt.

Q: Who engages in covering the most?

The survey found that marginalized groups such as LGB individuals, African-Americans, and women reported higher rates of covering. However, surprisingly, 45% of straight white men also reported covering on various dimensions.

Q: Why is it important to include straight white men in diversity discussions?

Including straight white men in diversity discussions is crucial as it creates a sense of inclusion for them too. Acknowledging their practice of covering helps build bridges of solidarity, leading to a better workplace for all.

Summary & Key Takeaways

• Companies focus more on inclusion rather than embracing diversity, creating a conflict where individuals feel pressured to conform to mainstream behaviors.

• Irving Goffman's concept of "covering" explains how individuals modulate their identities to be accepted. It differs from "passing" as it acknowledges unique qualities while downplaying them.

• The practice of covering has a significant negative impact on individuals' sense of self, with 60-73% reporting it as detrimental.