I Don’t Think That Word Means What You Think It Means

An Argument in Favour of that Word

I was listening to Malcolm Gladwell discussing an American high school that was grappling with a prolonged suicide epidemic. I’ve gone back and forth on the quality of Malcolm’s thinking, but I can’t deny he is thought-provoking. And he knows how to tell a good story.

Ever the curious journalist, he wanted to see the place himself. What he found was an idyllic town in an idyllic county—exactly where parents would move to give their children the “best” opportunities. The school boasted high academic standards, a stellar athletic program, impressive college acceptance rates (or university, as we call it up here in Canadia), and every other hallmark of traditional success.

Yet, for nearly a decade, this same school experienced a devastatingly high suicide rate.

Efforts to reduce the deaths revealed “monoculture” was a driving factor. Success at that school was narrowly defined by academic and athletic achievement, leaving little room for alternative identities. This rigid standard excluded students who didn’t fit into the mold, depriving them of supportive peer groups and fostering feelings of isolation. For kids trying to figure out who they are and where they belong (which is exactly what they should be doing at that age), this environment was stifling.

Schools that embrace a diversity of talents—be it theatre, music, STEM, gaming, or even goth culture—offer students the gift of belonging. This inclusivity protects against isolation, depression, and other mental health crises. Expecting everyone to conform to a single definition of success alienates those who don’t fit. Worse, when “success” is equated with “perfection,” the pressure becomes unbearable.

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Diversity is More Than a Buzzword

Before you think I’m equating diversity with inclusion in schools only, let me be clear: this concept applies everywhere, including business. Diversity isn’t just a social ideal; it’s a measurable driver of productivity, engagement, and performance.

Research underscores this. For example:

• McKinsey & Company found companies with higher gender diversity on executive teams were 25% more likely to outperform financially.
• BuildForce Canada noted that inclusive work environments boost employee engagement and satisfaction, reducing turnover and increasing productivity.

Diverse teams are better at problem-solving because they bring varied perspectives, experiences, and expectations. But simply having diversity isn’t enough—it must be celebrated, promoted, and embedded in an organization’s culture. Otherwise, it risks being an empty checkbox. People believe what you do, not what you say.

The Cost of Crappy Culture

Here’s where organizations often stumble: they mistake hiring diverse talent for fostering inclusion. Without embedding diversity into workplace culture, those efforts risk superficiality. Those hired under an authentic intention of inclusivity become disenchanted or even attacked, and rightly leave for greener pastures. Good talent, no matter where it comes from, always has options.

Then the organization gets frustrated. Either they’re left with low- and non-performers (and yes, poor talent can be found everywhere too), or they’re stuck with the cost (financial, opportunity, and time) of continually (re)hiring for the same positions. Which is expensive.

It’s not enough just to hiring diversity. Or pay for a consultant to put on some workshops.

Where Diversity Meets Action

Organizations must actively show their commitment by:

1. Highlighting Diverse Achievements: Celebrate team members’ varied contributions, from innovation to collaboration.
2. Encouraging Dialogue: Regularly engage employees on how to strengthen inclusion.
3. Reevaluating Leadership Practices: Make sure leadership reflects the diversity they aim to promote.

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Further Reading

If you’re interested in exploring the research linking diversity to performance, here are a few must-reads:

• McKinsey & Company’s “Diversity Wins: How Inclusion Matters”
  Demonstrates the financial correlation of diversity on executive teams. Critics argue the link isn’t necessarily causal, but the trend is compelling.
• Harvard Business School’s “Employee Well-being, Productivity, and Firm Performance”
  Shows a 10% productivity increase when employee well-being improves—a likely outcome of inclusive environments.
• BuildForce Canada’s “The ROI of Diversity”
  Highlights how inclusion boosts engagement, though much of the evidence is anecdotal.

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How is diversity embedded in your organization? Share your thoughts in the comments!