Diversity advocates cannot avoid dealing with the intersection of inclusive diversity and robust speech. Tensions between those two imperatives are inevitable. These tensions complicate our efforts to address such speech-related issues as privilege, power, marginalization, hostile work environments, and the expression of intergroup hate.
This is the third in a series of columns based on my research as a current fellow of the University of California National Center for Free Speech and Civic Engagement. In the first two columns I argued that diversity advocates should not be drawn into the position of opposing free speech. We don’t need to, because totally “free” speech does not exist in the United States.
Continue reading Diversity and Speech Part 3: The Diversity Movement – by Carlos E. Cortés
Diversity is increasingly becoming a powerful force in the determination of an organization’s success. Everyone has talents, some of which are recognized and used, and others never identified and thus never put into use. Organizations that engage diverse teams can draw on the synergy associate with it to innovate and subsequently achieve unprecedented success. It is evidenced in Harvard Business Review article, titled, “How diversity can drive innovation.” In that piece, (Hewlett, Marshall & Sherbin) assert, “Employees of firms with 2-D diversity are 45% likelier to report a growth in market share over the previous year and 70% likelier to report that the firm captured a new market.”
Jim Woods is President of Woods Kovalova Group, a Diversity and Leadership Management consulting firm located in Denver. We believe that tackling big thorny challenges requires big unconventional ideas. We provide boundary-pushing proposals for changing the way organizations work and leaders lead.