Astonishingly, one of the most common disagreements against putting an emphasis on diversity is that the most talented people despite gender background, age, or personality type will invariably rise to the top.

The adherents to this theory propose that while there may be a lack of diversity at the top it is merely a coincidence. They prevail the notion that the best-qualified people are the ones reaching the top place.

In order to support their argument, they frequently speak of stories of thriving underdogs. For example, in a discussion of how minorities or women happen to struggle in their ascendancy, the stories of former PepsiCo CEO Indra Nooyi and Ursula Burns of Xerox are deemed apt that certain struggles can be overcome.

As these are most certainly worthwhile stories, their “underdog success stories” are told to such an extent that they indeed seem to represent an entire group.

Meaning, what one person can do, another can do. The system is working if one person of a said group can ably reach the top. Why fault the system?

Unconscious bias is the biggest disabler of diversity and the number one enemy of innovation. It can become common to assert unconscious bias as a natural element while avoiding the propensity for biases to become prejudices. It is important that managers are aware when the autopilot takes over in decision-making processes.

What can I do to remove these “prejudices?”

The most urgent question should be why did these able underdogs face enormous barriers, to begin with?

Then one should naturally surmise, with serious intent. if there are others affected by similar barriers what does that mean for them and our company?

Less Talk, More Action

What if diversity, equity, and inclusion efforts felt less reactive and more proactive? We approach diversity, equity, and inclusion as the critical business practice it is, designing strategies that drive change at a structural level while equipping individuals to create more inclusive cultures every day. Schedule an appointment.

About Jim Woods

Jim Woods is President of Woods Kovalova Group. A leadership, diversity, and inclusion training company serving clients globally since 1998. He has been an adjunct professor of business and organizational development at Dickinson College, Villanova, and Colorado Technical University.

He has a master’s degree in human resources and organizational development from Capella University. The company has a global reach with clients on every continent. We’re a leading corporate learning consultancy that helps some of the most ambitious organizations redefine their future. Our work entails working with our clients as a team with a single objective: to help them achieve the results that matter most to them.

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Jim’s main area of expertise is in the improvement of leadership and management of multinational corporations, and on such specific issues as corporate leadership, innovation, unconscious bias, knowledge management, and global customer management. Follow Jim: Twitter Facebook LinkedIn