The time has come to stop looking for a diverse person.

“We need a diverse person to join our team”

“It would be great to have some diverse candidates in this recruitment pool”

“We want to improve diversity in our organisation so we need to hear from some diverse people”

Now, if you’re thinking “hang on, diversity is supposed to be a good thing — why would we stop looking for a diverse person” then, I beg of you, please read on…

Yes, diversity is a good thing.

Actually, it’s a bloody marvellous thing!

The more different perspectives and experiences we can bring to any situation, the more likely we are to achieve innovative outcomes, have conversations that are representative of our wider society and create experiences that a majority of people will be able to participate in and enjoy.

That’s because diversity is about recognising what makes each of us unique in the context of those around us. This includes our backgrounds, personalities, lived experiences and beliefs. It is a combination of the differences that shape our view of the world, our perspective, and our approach. It’s about all the wonderful things that make us who we are and also what make us different to those around us.

Diversity is about recognising, respecting and valuing differences

But just in case you missed it…. Diversity is about recognising what makes each of us unique in the context of those around us.

A person alone is not diverse.

They may have a diverse range of experiences, or have a diverse cultural background, or hold a diverse range of views and beliefs about a topic (which could be said for all of us). But an individual person is simply a person.

It is only, once a number of people come together that the group has the power to be considered diverse.

Let’s think of it another way. The opposite of diverse is homogenous.

Would we start asking to include a homogenous person in our recruitment process?

Would we start speaking to the homogenous people in our network to see what they think about this new initiative?

Unlikely. I mean, what would that even mean?!

[Real talk moment: If we are in the habit of referring to an individual as “diverse” in actual fact what we usually mean is “not white” and this is, quite frankly, racist. So let’s stop it. Right now.]

So, when we want to start talking about improving diversity, we’re talking about a collective, and not an individual. The diversity of our team or organisation, not the inclusion of a diverse person within our team or organisation (because remember — racism).

Want to know how to make it even easier?

Now, if you really want to make it simple and get it right, why not try a reframe of your thinking altogether.

Instead of trying to improve diversity, why don’t you start taking action to reduce homogeneity in your team or organisation instead. Look for patterns of sameness in your social circles, spheres of influence and the media you consume. Make it harder to default to sameness, and the differences will come naturally.

And when you hear someone talking about wanting a “diverse person”, for whatever reason, please make sure you tell them there’s no such thing, and take your first stand as an anti-racist.