It’s hard to know what to do about this except to acknowledge that diversity isn’t easy. It’s uncomfortable. It can make people feel threatened. “We promote diversity. We believe in diversity. But diversity is hard,” Sophie Trawalter, a psychologist at the University of Virginia, told me.
That very difficulty, though, may be why diversity is so good for us. “The pain associated with diversity can be thought of as the pain of exercise,” Katherine Phillips, a senior vice dean at Columbia Business School, writes. “You have to push yourself to grow your muscles.”
I notice a recurring theme in response to "Why not more women on your board/in your company, etc.?". It's usually a defensive one and goes like this: The counter-arguments to gender diversification: 1. We have X% (usually a low %) 2. We have to hire the best 3. We couldn't find women 4. Then a strategic change of subject such as "Look at this group (usually one not in power like the junior people in an organization) is near gender parity."
It's frustrating progression that ultimately never actually addresses the issue.