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The Value of Diversity

By John D. Berry

The language and interpretation of the "D" word, "diversity" is complex and subject to interpretations which do not necessarily equate with the traditional values of the race-based affirmative action of the past. Now, diversity can be and often is, interpreted as the same thing as multi-culturalism. While this on the face of it is good, it dilutes the intent for racial inclusion and has been broadened to incorporate, for better or worse, gender, sexual orientations, special needs and other issues. Is this expansion of policy a good thing? The intent of programs of this nature should be inclusionary, including disenfranchised groups, whatever you conceive them to be, into the "mainstream" of work, political discourse, pay equity and other venues. All I can say is yes I want to be included. I want representation, equity and respect. But, I don’t necessarily want to be "mainstreamed." I don’t want to be a quota but to be valued as a human being, even though I may be different, with equal rights—not better, not worse—equal.

Perhaps as a core value, diversity should be looked at in a different way. Not only by those who want to include, but also by those who wish to be included, in a diverse work place, society, nation. What way of looking at diversity could this be? Representation is not something anyone should expect to be given. We should all be determined to lead, not follow, to push this envelope, be original, and take risks. Diversity should be a priority critical to the success of people of color in all venues. It should be why we advocate for and develop innovative work and life balancing initiatives, flexible work arrangements, and creative responses within our own institutions. These workplace responses affect how well we achieve diversity and contribute to personal and institutional excellence. It should be why peoples of color continue to take the educational initiative within our own institutions and work places to open doors and minds. It should be why we encourage and participate in mentoring and networking. And it is why we should continue to be focused on creating results.

Our responsibility is not just demanding a quota or a hand out, but lending a hand up to our own co-workers and colleagues who have shared our experiences with striving for and promoting inclusion within our own institutions and workplaces. With cooperation and a shared sense of responsibility, we can effect positive change.

John D. Berry is an ALA Councilor at Large and Ethnic Studies Librarian at the Ethnic Studies Library, University of California, Berkeley.