Diversity Paper

Rebecca Lindsey

The idea that maybe someone isn’t doing a good enough job about being inclusive is hard

for some people to hear. No one wants to feel as if they are part of the problem, but everyone

wants to feel like they are part of the solution. Those who are trying to make a difference and be

more inclusive make people feel uncomfortable so they’re isolated. They’re disconnected or

targeted. It might not be intentional, but in one’s efforts to sweep the issue that they might not be

inclusive under the rug, they tear down good ideas. They rebuff those searching for solutions.

They justify their thinking that it’s not a conversation that they are a part of or that the issue and

solution do not apply to them. This is false. Inclusion includes every single person, and it takes

everyone to be successful.

Changes can be made. It’s in how one thinks and how one talks. It begins with small but

powerful changes. Little by little, these changes will allow us to have difficult conversations and

become inclusive. Most of us are currently using ineffective language. Instead of fostering

inclusivity, we are creating more divisions with our language. Terms such as diversity instead of

inclusive diversity or inclusion are discouraging of unity. Descriptors or universal phrases can be

exclusive even if we are unaware of how it’s possible. It is always okay to ask. If we’re unsure or

even if we’re mostly sure, there is never any harm in asking. Genuinity is important when asking

these questions. People should feel as if they’re being put first, and they should be put first.

When making decisions, stakeholders are the priority. Instead of waiting for someone else to take

the initiative, we can host these conversations. It’s crucial to talk about the things that are

important to people. Minorities should invite the majorities into their conversations. They can

make great change working together. Majorities should be open to these conversations and

realize the inclusion is not an attack. It’s a show of trust. It is just as hard or even harder for
minorities to have these discussions about inclusivity because, for the most part, their inclusion

hasn’t been fair. There needs to be openness and kindness on both sides. Respect is the only way

we’re going to be able to make changes.

What’s stopping this? What biases and prejudices are present that aren’t allowing for

inclusion? Women have been earning more college degrees than men in the last 35 years, yet

men are paid more and work higher level jobs. Women and people of color can be just as

qualified or more qualified, but because of a lack of diversity and inclusion, they are rejected.

They do not have access to opportunities. There are people who are willing and want to work.

There are people who are more than adequate. It’s an uncomfortable conversation-to think that

our society is not inclusive. It might be prejudiced, racist, or biased. When we start being open to

the idea that we’ve been unfair, we’ll see more inclusion. We will see women and people of

color having opportunities. In public relations, removing our biases is crucial in making ethical

decisions. Being able to see behind a veil as outlined in the ethical model Rawls Veil of

Ignorance, we can protect weaker parties, minorities, and those who aren’t represented fairly. We

are able to see different perspectives and gain clarity. We balance and maximize the individual

liberties of all stakeholders. This is only available to us if we see people without prejudice or

bias. In my own experience, situations that I have had whilst utilizing the veil of ignorance have

optimized inclusion. I’ve been able to connect with those different from me. We’ve been able to

learn and see from each other. Decisions have been made that have been fair and just for

everyone.

There is so much that we can learn from other people. The inherent worth and dignity of

all people can be recognized when we are inclusive. Inclusivity is the way to be successful.
Without it, we will regress, remain stagnant, or fail. “Inclusion works to the advantage of

everyone. We all have things to learn and we all have something to teach(Henderson).”
Sources

● Henderson, Helen. “Inclusion.” Passiton.com, https://www.passiton.com/inspirational-

quotes/7707-inclusion-works-to-the-advantage-of-everyone.

● Toni Carter. Inclusive Diversity: The Game Changer. TED.

https://www.ted.com/talks/toni_carter_inclusive_diversity_the_game_changer