Please stop calling individual people “diverse!”
Referring to individual people as “diverse” is harming your DEI efforts – especially in hiring.
Here’s why (and what language you should use instead).
1. It’s sloppy grammar* – which makes it really ineffective communication.
Merriam-Webster defines “diverse” as, “Differing from one another,” or “Composed of distinct or unlike elements or qualities.” By this definition, individuals can’t be diverse – but groups can be. (I guess a singular human is “diverse” in the sense that their human body contains a diversity of organisms. But we all know that’s not what we mean when we say it…unless you work in a biology lab?)
2. It’s a euphemism – and that’s harmful.
Referring to a person as “diverse” implies that there’s an aspect of their identity we’re avoiding naming – usually because it would feel wrong or shameful. But wrong or shameful for whom? It’s often the case that we’re not using this euphemism to protect the person we’re talking about, but rather to make ourselves more comfortable. And that comfort has a cost: if we can’t acknowledge someone’s identities, then we definitely can’t include them, celebrate them, and improve our systems and structures to make sure they’re set up to thrive. Also – would you want to spend time with a group of people who are afraid to acknowledge your identity?
3. It leads us to make assumptions. And we all know what assumptions do.
Describing someone as "diverse" leaves too much room for interpretation. Don’t make your colleagues guess and sleuth! Instead, just say what you mean, and say it clearly. This is especially important for recruiting. For example, if we’re trying to fill open roles on a team that currently has mostly straight, white women, it’s not helpful to know how many “diverse candidates'' we have. But it is helpful to know what percentage of our applicant pool identifies as LBGTQ+, a person of color, or a gender other than female. So say that instead!
4. It separates us into false and opposing groups.
Labeling some people “diverse” implies that there exist people who are “not diverse.” This binary is not only inaccurate, but super harmful. Each of us has multiple social identities: Most of us are part of some groups that are systematically marginalized, and other groups that are systemically privileged**. Most of these identities are social constructs – and pigeonholing people into one of them denies us our full humanity. It also reinforces the harmful and false notion that there isn’t a place for people from overrepresented groups (which many of us are part of at least one of) in DEI work. But in fact, these are often the folks we wish would engage more in this work!
So please, for the love of whatever you consider holy, stop referring to individual people as “diverse.” Say what you mean instead. We all deserve that dignity. I’ve offered you some examples here to help.
Want to learn more? We’ll be diving into the nuances around this and other hiring best practices during our equitable hiring workshop that starts later this month. Get on the waitlist by April 10 to enjoy priority access to a seat, plus free bonus content!
Notes:
*Yep, being nit-picky about grammar is a symptom of white supremacy culture and is often harmful. But in this case, that bad grammar is making for inefficient and harmful communication.
**If you’re curious to learn more about your own social identities and how they might be impacting your DEI work, check out our free How to Audit Your Influences workbook.