“The problems we face in the world are very complicated. Any one of us can get stuck. If we’re in an organization where everyone thinks in the same way, everyone will get stuck in the same place.”
Scott Page, a professor of complex systems, political science and economics at the University of Michigan, in an interview with the New York Times, illuminates why our diversity initiatives at St. Luke’s are so critical.
Diversity is not a matter of opinion, or a political posture. It is deep within the DNA of our school and central to our mission. As we wrap up this year’s theme of Building an Inclusive Community, it’s important to note that our work in this area is certainly not done. Unless our world changes drastically, we will never be finished teaching and learning about diversity.
Our focus on diversity and inclusion (the atmosphere that makes diversity possible) is not a sign that St. Luke’s has a “problem.” It does not mean that our families are racist. Quite the contrary, the fact that we spend valuable time focused on developing our students’ compassion, respect and appreciation for all is a sign of a healthy community—one that understands the deep benefits of its diversity work.
Does this work sometimes feel uncomfortable? Boring? Annoying? Accusatory? It may. These are things we need to talk about. With each other. With people outside the community.
Because diversity not only makes us better people—it also makes us smarter and more successful.
Data supports the cognitive benefits of diversity: Research done with college freshmen and high school seniors examined how students’ experience with diversity in college improves their critical thinking.
The American Freshman: National Norms Fall 2014 study shows that students who are enrolled at campuses with stronger acceptance of diversity tend to realize greater benefits from interacting with other races and ethnicities. Among these benefits are diversity-related skills, such as “ability to see the world from someone else’s perspective or openness to having their own views challenged.”
The business world has also embraced diversity and its direct ties to corporate success. From a recent Forbes article: “The business case for diversity has never been more front and center than it is now…and why not? Basic economic theory suggests that consumers will correct for a company’s lack of diversity by simply not spending money there—making slow-to-change organizations extinct.” The writer goes on to point out: “Perhaps most exciting, top workplaces are approaching diversity problems with a more forthright, open tone. A long recognized best place to work, PricewaterhouseCoopers’ diversity division is led by Maria Castañón Moats who proclaims on their company webpage, ‘At PwC, we believe in confronting the hard realities—and then doing something about it.’ Then there’s a Clorox corporate blog post which aptly rationalizes, ‘…If you cannot answer the diversity question clearly and favorably when it is asked in the recruiting process, young people are going to choose to work elsewhere.’ These examples represent a more resolute stance compared to the old days of corporations simply valuing difference or promoting a tolerant environment.
Research fully supports the need for diversity and inclusion, but the research doesn’t say that it is easy. Diversity work is bumpy, uncomfortable, messy and imperfect. But we have to talk about it—honest conversations help us move forward.
These are times that, more than ever, we need to remember our school’s mission to increase our students’ knowledge, compassion and ability to thrive in the world.
How could we be St. Luke’s without a passion for and dedication to diversity?