There is an undeniable link between unicorns and diversity and inclusion. Unicorns are mythical. So is diversity and inclusion.
And when I say diversity and inclusion, I mean the notion that bureaucratic diversity and inclusion apparatus and all the programs, initiatives, workshops and conferences they inevitably spawn actually help to create a more diverse and inclusive workplace.
They do not.
The most diverse and inclusive workplace is a colorblind, gender-blind, everything-blind workplace. No bureaucracy or apparatus is needed to achieve that. Just hire and promote the most talented people and you’re done.
Also one less unnecessary distraction always improves leadership performance, especially when it comes to startups that need to stay focused on delivering outstanding products, gaining customer traction, growth and profitability.
Don’t even get me started on the notion that diversity and inclusion is somehow related to business performance. That’s nonsense.
The only real problem that homogeneity creates in a leadership team is with respect to ideas, perspective and open and honest debate — not race, gender or sexuality. What positive affect any of that identity politics BS could possibly have on leadership or business performance is beyond me.
If we can all agree that racial, gender and sexual bias is a bad thing, that works both ways, including bias against straight white men. And that’s exactly what all the diversity and inclusion bureaucracies promote.
This is not complicated folks. If you stack the talent pool with more women and minorities in search of more non-white male candidates, then your recruiting process is biased against white men. And if your hiring decisions favor any race, color, religion, sex or national origin, then you’re breaking the law, including the Civil Rights Act of 1964.
I always tell executives and business leaders that, if your business isn’t politics, keep politics out of your business. The same goes for identity politics as well.
Image credit marilyn d. / flickr