The Essential Diversity Mindset: How to Cultivate a More Inclusive Culture and Environment
Soo Bong Peer
Career Press (March 2021)

“Darkness cannot drive out darkness; only light can do that.” Martin Luther King, Jr.

In ancient Greece, the original meaning of the word “barbarian” was “non-Greek.” I was again reminded of that as I began to work my way through Soo Bong Peer’s explanation of how to cultivate a more inclusive culture and environment. I agree with her: “The truth is that we are far more similar than we are different, no matter how we may look or behave on the outside. When you interact with another person, regardless of where he or she may be from, you are first and foremost interacting with another human being who shares humanity.”

As I worked my way through Soo’s book, I was also reminded of these lyrics created by Oscar Hammerstein II, in combination with music composed by Richard Rodgers, for South Pacific:

King’s assertion cited earlier is part of a larger affirmation that also includes “Returning hate for hate multiplies hate, adding deeper darkness to a night already devoid of stars” and “Hate cannot drive out hate, only love can do that.”

Cultural values usually determine a society’s defining characteristics, for better or worse.

These are among the dozens of Soo’s other observations that also caught my eye:

o “It is absolutely possible to expand empathy and goodwill within a society. It would be impossible, however, to expect a life free of biases and prejudices. Having a realistic mindset will allow us to view biases and prejudices with reduced anger, hostility, and hypocrisy.” (Page 42)

o “The way you choose to see and feel about yourself dictates how others see and interact with you. You are the master of your own journey; you are the only person who can adjust the direction and angle of your lens. At any moment, you have the power to change course, to steer out of the way of danger, and redirect yourself to greener pastures.” (62)

o “The less we are impacted by a sense of feeling different, the greater we feel a sense of belonging…Owning a strong self-identity goes hand in hand with one’s sense of belonging.” (84 )

o “What we witness in others is the result of their own inner workings shaped by the scripts unique only to themselves. We all come from different scripts that we didn’t have control over.” (96)

o “By embracing cultural differences and human similarities, we deepen our empathy and understanding of others.” (114)

o “Narrow lenses create narrow perspectives and limit personal growth…On the other hand, open lenses drive inclusive perspectives, which drive strategy, and ultimately results.” (134)

o “Shifting mindsets is the ultimate producer of lasting change. True change happens in the mind, and if we change the way we look at one another, we can change the way we look at diversity. If we want genuine diversity, we must strike a balance between enforcement and voluntary embracement that comes without even thinking about it.” (157-158)

o “Our accepting mindsets and attitudes will become second nature, in the same way most of us say ‘please’ and ‘thank you’ automatically.”  (176)

o Great leaders “manifest their perspectives and humanity in everything they do — making bold changes, influencing mindset, or fostering a unified social climate and culture. Leaders who can connect with others become exemplary for people to want to follow and the integrating force to being people together.”  (196)

o “We must do our part in striving toward unity and harmony. As we change and broaden, society as a whole will shift with us. As society changes, diversity culture will change with it. Along the way, without realizing it, together we can change from being foreigners within to building beautiful cathedrals.”  (221-222)

Organizational diversity may well be the most widely discussed business subject in recent years as leaders and managers (with or without a title) as well as other professionals and anyone else struggle to cultivate within their organization a more inclusive culture and environment. No brief commentary such as mine could possibly do full justice to the abundance of information, insights, and counsel that Soo Bong Peer provides in this volume.

That said, I do presume to offer three suggestions to those who are about to read The Essential Diversity Mindset. First, ultimately, there are no diversity or personnel issues…only [begin italics] business [end italics] issues. “What must be done to help our organization establish and then nourish a workplace culture within which inclusive diversity is most likely to thrive?”

Next, follow this advice from Margaret Mead: “Never forget that you are profoundly unique…just like everyone else.”

And finally, keep a lined notebook near at hand while reading this book. Record your own thoughts, especially questions and affirmations as you read, for example, the set of “Essential Takeaways” at the conclusion of each chapter. Re-reading those chapter takeaways and reviewing the material you record in your notebook will extend and enrich the value of the book.