Diversity and Inclusion – Managing Organisational Diversity

A foundational assumption of the dogma of diversity, as proselytized on college campuses, is that a community becomes stronger when its members don’t have much in common. And further: When we dwell upon—indeed, fetishize—the superficial differences of sex, race, or ethnicity, we will be stronger still. This is a dumbass idea. Yet it is seldom held up for examination or debate. It should be obvious that no multicultural paradise would be possible at all if its citizens weren’t free to peaceably express their diverse views. Free speech is prior to diversity, as the philosophers say. It is a necessary condition of diversity, and probably diversity’s greatest guarantor. To extol inclusion at the expense of speech is incoherent and unserious—a mere reflex of campus ideology in our era of discontent. Unserious, yes, but not unprecedented.

If we cannot end now our differences, at least we can make the world safe for diversity. For, in the final analysis, our most basic common link is that we all inhabit this small planet. We all breathe the same air. We all cherish our children's future. And we are all mortal.

4 Now there are diversities of gifts, but the same Spirit.
5 And there are differences of administrations, but the same Lord.
6 And there are diversities of operations, but it is the same God which worketh all in all.
7 But the manifestation of the Spirit is given to every man, to profit withal.
8 For to one is given, by the Spirit, the word of wisdom; to another the word of knowledge, by the same Spirit;
9 To another, faith by the same Spirit; to another, the gifts of healing, by the same Spirit;
10 To another, the working of miracles; to another, prophecy; to another, discerning of spirits; to another, divers kinds of tongues; to another, the interpretation of tongues.
11 But all these worketh that one and the self-same Spirit, dividing to every man severally, as he will.