An excerpt from Birds of All Feathers: Doing Diversity and Inclusion Right.

Opening Thoughts

“Diversity” and “inclusion” have become buzzwords. They’re used in casual conversation by CEOs and world leaders in the same way I use words like “chocolate” and... “chocolate.” Because I like chocolate. A lot. It’s an issue I’m working through with my therapist. Stop judging me.

But what do these words mean and why do they matter? And why did you just pick up a book about them?

Historically, in most Western countries, we have taken a “social justice” approach to the diversity and inclusion conversation. That is, a straight, white, able-bodied man must lose so that a [insert underrepresented group here] may gain. However—and here’s the revelation—that approach has never worked. And, in my humble opinion, it never will. At best, the pace of change has been like coming in second in the race, just behind a glacier. The social justice approach requires said straight, white, able-bodied man to willingly surrender power. And why would he? There’s zero incentive. This method requires a world where self-interest doesn’t exist.

Please don’t say, “But it’s the right thing to do.” That has got to be the most overused and misunderstood statement ever uttered. Of course, it’s the right thing to do! How many people wake up in the morning and think, “Today, I’m going to do the wrong thing”? Thankfully, very few. However, statements like “it’s the right thing to do” lead us to the slippery slope of “morals” and “values.”

Why would anyone think morals and values are a slippery slope? Well, arguably, everyone has morals and values. Everyone. Totalitarian dictators have what they would call morals and values; they just happen to be somewhat out of line with my morals and values. Hence where the slope slips. If everyone on the planet lived by the same moral compass—assuming that compass was set to words like “respect” and “equity”—we’d live in a utopia. Everyone would think the same and, as such, we would all be moving in the same direction—which, ultimately, would mean we wouldn’t need things like a criminal justice system, because no one would commit crimes. Meanwhile, back here on planet reality...

We don’t all think the same way. (Thank heaven for that. To paraphrase General George S. Patton, if everyone thinks the same way, no one is thinking.) Therefore, we don’t all have the same morals and values. Some might think that I, as an openly gay man, have no morals or values. Take some Christians who might describe themselves as “Big F” Fundamentalists and who may believe that their morals and values are “right” and “just,” while at the same time believing that all gay people are abominations and should be put to death. Mark 12:31 says, “Love your neighbor as yourself. There is no commandment greater...” Is that sentence somehow confusing? How can people call themselves good Christians and have hate in their hearts? And yes, I did just quote the Bible and General Patton in the same paragraph.

Cutting short my brilliant (one-sided) argument, my point is that you can have a set of morals and values that you believe to be right and just, and the person standing beside you can have a completely contrary set of morals and values and believe that they too are right and just. That’s why the slope is so slippery, and it’s why we need to stop saying that diversity and inclusion is “the right thing to do.” We need to talk about diversity and inclusion as being good for our countries. It’s good for our organizations. And it’s good for each of us.

So why am I writing a book about this? I assure you it’s not to feed my rather healthy ego. After nearly two decades working professionally in the field of diversity and inclusion in workplaces all over the world (not to mention a lifetime of community involvement), I can say with confidence that I have seen more organizations do diversity poorly than I have seen do it well. For all the hype about D&I (which is how all the cool kids refer to diversity and inclusion), most people still don’t get it. It hasn’t become part of our DNA. My hope is that we can start to right the ship so that people truly understand what I believe is the right way to “do” diversity and inclusion.

This book is meant to accomplish two things. First, it’s meant to clearly articulate the WIIFM, or what’s in it for me. What’s in it for our countries? What’s in it for employers? What’s in it for individuals? And yes, there is something in it for each of us. Second, it’s meant to be a how-to guide on D&I for employers.

Why is the primary focus on employers? Well, it’s what I know and do. My career has been varied. I’ve worked for large and small private-sector employers, in multiple countries, as a political staffer; I’ve been self-employed; and I’ve worked in the nonprofit space. Through it all, I’ve watched how employers treat their people. The employment world is one I can speak to with “authority” (and I use that term very loosely). Plus, the majority of people in every country “work” in some way, so this is all about a really big market.

Why is the book called Birds of All Feathers, you might ask? Excellent question. Thanks for asking. It’s a metaphor. Here’s how it goes: All birds have feathers. (It’s true. I Googled it.) The birds represent employees. Employees are people. People function, for the most part, in the same way: we breathe; we think; we feel. D&I is all about creating space in the nest for all people (you see what I did there? Birds... nest... Gimme a break! They can’t all be winners). Anyway, the emphasis is on the word all. Everyone needs to be part of this conversation. It can’t be about everyone except straight, white, able-bodied men. If it is, we’re getting nowhere. So this book is about all birds, regardless of their feathers.

Birds of All Feathers is the culmination of a lifetime of observations. My hope is that people can learn from what I have lived and witnessed and, with a little nudge, start making decisions—using a diversity and inclusion lens—that are in the best interest of themselves, their organizations, and their country.

That isn’t to say that individuals won’t get something out of reading this book. You will definitely (hopefully, probably) glean some new information that will help you to think differently about diversity and inclusion. Or, if nothing else, you’ll have a good giggle.

And yes, you can laugh. Heck, I hope you laugh. I’m using all my good material in here. My grandma always told me I was really funny. Then again, she made some seriously questionable life decisions. I strongly subscribe to the belief that people learn more effectively when they’re laughing. D&I can be a heavy, serious topic. I inject humor into my writing so that you’ll absorb more of what you’re reading. Feel free to LOL, even if it’s not genuine and you’re doing it just to make me feel better. I’ll take it where I can get it.

This book is also written in the first person. I’m sharing my thoughts and beliefs based on my experiences. This isn’t a journal, but it also isn’t an academic textbook. Although I sprinkled research throughout this book to make you think I’m smart, it’s mostly based on my lived experience—working in the trenches, helping employers create more inclusive workplaces.

The last thing I’ll say is an important, quite serious point: I’m not going to talk about marginalization. I won’t use words like “anti-racism” and “anti-oppression.” Racism and oppression exist, and I believe these are incredibly important conversations that need to happen. I just don’t think I’m the best person to talk about them. If you look at my picture at the back of the book, you’ll notice that, although I’m dashingly handsome, I’m a dashingly handsome white man. Yes, I’m gay and live with an invisible disability, and I have faced significant discrimination in my life. Yet I’m still pale and male, which comes with a huge amount of privilege. I’m not the guy to talk about marginalization. There are so many people who are far better suited to tackle that topic. The last thing we need is another white guy mansplaining things like oppression and racism. What I will talk about is what I know—things that you can do to make your world a more inclusive place.

Reading this book is one thing, but it doesn’t stop there. This topic is constantly evolving. As such, I’ve created a sharing space at michaelbach.com where you can join in the conversation about anything you read here. Visit this site whenever you want to know more, or when you want to share your thoughts on a particular topic. My goal is to create a space where all birds can gather to share and learn. (You see... I called you all birds. Get it? And the bird jokes continue! I’m kidding. That’s the last one. You’re welcome.)

Order Birds of All Feathers today.