A Different Take On Diversity & Inclusion

Yesterday, I was invited to speak at a large event in front of private sector Boards and CEOs on a panel in New York City about the intersection of corporate strategy, geopolitics, tech innovation, and regulatory policy in the field of cybersecurity. And, given my expertise in cybersecurity and these areas specifically, I was asked if I could invite one other person to speak. But I was asked to bring in anyone other than a "white male" so that the panel doesn't become a "manel" - "a panel with only white men," as the person (a very high-ranking senior executive) described to me.

Now, as someone that helped head up UBS Investment Bank's Diversity and Inclusion in the firm's MBA recruiting back in 2008-2011 when I was an investment banker, then as someone that had one of the most diverse management teams in my venture in Hong Kong, someone that's dated individuals of black and latino descent, someone who's lived across a ton of cultures, and someone who is gay (and therefore in a "diversity & inclusion category" myself), I not only understand but revere diversity and need for it. BUT, when the person referred to the panel as "manel," I was actually seriously offended, not because this person wanted diversity (I'm ALL for that) but because in order to get diversity, the person was being derogatory about white men to get their outcome.

First of all, a "white man" on the surface can mean "so many different facets underneath" (for all intents & purposes, the "white man" may have grown up with a black family, etc., etc.) so let's not generalize. To me, generalizations are a root of evil and can be seriously ignorant sometimes. And THAT, to me, is unacceptable, especially coming from senior leaders that should know better. We have an obligation to lead, not tear down others.

Second, a "manel" is just derogatory. Plain out. There is always a better way to attain the outcome without putting someone else down. So let's not.

So as we build a more inclusive society, let's not tear each other down and let's look at our own biases a bit more closely and call them out so that we are leading with true diversity and inclusion.