Peter Perla raised an excellent question in the chat during the Connections North round up at Connections 2020: how do we move beyond just making statements of support for diversity and inclusion?
First recognise the challenge:
On a homogenous team, people readily understand each other and collaboration flows smoothly, giving the sensation of progress. Dealing with outsiders causes friction, which feels counterproductive.
But [a]mong groups where all three original members didn’t already know the correct answer, adding an outsider versus an insider actually doubled their chance of arriving at the correct solution, from 29% to 60%. The work felt harder, but the outcomes were better.
In fact, working on diverse teams produces better outcomes precisely because it’s harder.2009 study on how diversity improves success solving a murder mystery
It takes active work to live the Derby House Principles, and that work is on everybody:
Honest consideration of our privilege. Not in an accusatory way, but to recognise the bigger patterns at work: if you don’t “see” colour you also don’t see the systemic biases faced by non-white people. You’re really saying you’re choosing to see them as white—which denies their identity, lived-experience, and gives you all the power to police what’s white-enough. It makes the topic uncomfortable for people to bring up at all. The same goes for gender, sexual orientation, and disability.
Engaging in acts of empathy towards others: shifting to a mindset of womens’/black/LGBT/disability rights and history are everybody’s rights and history too, not a niche interest. Women and minorities are expected to root for straight white male interests all the time, it’s time straight white men returned the favour. We’re a culture of red-teamers, what are we doing not searching out perspectives other-than-our-own? The diversity card deck is a good place to start.
Being ok with feeling uncomfortable. Women and minorities are expected to do all the emotional labour of keeping straight white men comfortable, that needs to stop. Step out of defensiveness when folks talk about the problem—expressing your discomfort by shutting down the conversation or protesting your personal innocence is cheering for the wrong side. Regardless of intention it’s keeping straight-white-male comfort front and centre in a conversation about the very real harms being done to women and minorities. Women and minorities aren’t the problem, it’s on everyone else to do the work of change.
Stop and think before saying or doing something potentially insensitive, or ask if or how you should proceed. Of course, awareness of what might be insensitive only comes from having engaged with minority interests and history to understand life from their perspective, and the humility to accept feedback about your unknown unknowns.
If you make a mistake, apologise, do better, move on. Be ok with admitting vulnerability, “I don’t know how to do this right, but I want to learn.”
You can read the Derby House Principles on diversity and inclusion in professional wargaming here.