The Elephant and the Mouse

Introduction

Ten years ago, I wrote The Loudest Duck: Moving Beyond Diversity While Embracing Differences to Achieve Success at Work (Wiley & Sons). My work with organizations prompted me to write that initial book on diversity because I observed those same organizations struggling with how to both make a case for diversity and implement efforts to achieve what they said their goals were.

Ten years on, I do observe progress, particularly in the recognition that it isn't just about diversity, but must also encompass equity and inclusion. I called the initial focus on diversity the “Noah's Ark” phase. That's when you just get two of each in the ark and say you have accomplished the mission. Many groups are still in that stage, with representation of differing people the be‐all and end‐all of the efforts, mainly concentrating on recruitment of diverse individuals.

While recruiting was and is important, it is a partial view. It is the “intake” view, but it does not recognize the “upgrade” view or the inclusion and equity view. That is, people are coming in the door but have not been as successful at thriving and rising in organizations. It also did not take into account what is now clearly seen: that a new type of leadership is required, one that prizes inclusivity as an essential element of what leaders must do.

In The Loudest Duck, my purpose was to create clear and practical ways to ensure that people were treated equitably and that the value of diversity would be attained. ...