In a significant contribution to the evolving discourse on workplace and societal inclusion, authors Jennifer Brown and Rohit Bhargava have released their new book, Beyond Diversity: 12 Non-Obvious Ways to Build a More Inclusive World. The publication emerges at a critical juncture, advocating for a profound shift in how diversity and inclusion (D&I) initiatives are conceived and implemented, moving past a often-splintered focus on individual differences towards an integrated understanding of shared humanity and intersectional identities. This approach, illuminated through compelling examples and expert insights, underscores the necessity of fostering common ground while simultaneously acknowledging and supporting the unique experiences that arise from complex, overlapping social identities.
The book’s central thesis is introduced through a powerful social experiment, the "All That We Share" campaign, originally conceived and filmed by Danish television channel TV2. Released in 2017, the campaign swiftly achieved global viral status, garnering nearly 300 million views on YouTube and earning a prestigious Gold Cannes Lion award. The experiment featured diverse groups of people – including those with tattoos, medical professionals, various ethnicities, and different age groups – initially standing apart on a cavernous soundstage, visibly uncomfortable. A host then posed a series of personal questions: "Which one of you was the class clown?" "Who among you are stepparents?" "Who has been bullied?" "Who feels lonely?" With each question, individuals from different initial clusters stepped forward, forming new, unexpected groups based on shared experiences. They embraced, posed for photographs, and returned to their original groups, their initial tension visibly dissipated. The profound simplicity of the exercise revealed a fundamental truth: beneath surface-level differences lie countless shared experiences and commonalities that bind people together. This powerful illustration serves as a cornerstone for Brown and Bhargava’s argument, highlighting a critical gap in contemporary D&I conversations which, paradoxically, often emphasize what sets people apart rather than what unites them.
The Genesis of a New Perspective: Authors’ Background and Motivation
Jennifer Brown, founder and CEO of Jennifer Brown Consulting (JBC) and author of Inclusion: Diversity, The New Workplace & The Will to Change, has long been a leading voice in the D&I space, advising Fortune 500 companies and global organizations on building inclusive cultures. Her work has consistently emphasized the importance of empathy, courage, and leadership in driving organizational change. Rohit Bhargava, a best-selling author of the Non-Obvious series and founder of the Non-Obvious Company, brings expertise in trend forecasting, innovation, and understanding cultural shifts. His analytical approach to identifying overlooked patterns complements Brown’s deep knowledge of D&I practice.
The collaboration for Beyond Diversity was sparked by a realization shared by both authors: despite increased global attention and investment in diversity initiatives, many efforts remain siloed, addressing individual identity groups in isolation. This observation led to the idea of a virtual event in late 2020, designed to bring together D&I experts from disparate fields, fostering cross-pollination of ideas and challenging conventional boundaries. This initial concept, born from hundreds of conversations and intense development, ultimately served as the catalyst and inspiration for the book, underscoring a commitment to listening and integrating diverse perspectives from its very inception. Their motivation stems from a desire to move beyond superficial diversity metrics to foster genuine belonging and systemic change.
Intersectionality: A Fundamental Framework
A core concept explored in Beyond Diversity is intersectionality, a term first coined by American lawyer and civil rights advocate Kimberlé Williams Crenshaw in 1989. Crenshaw developed the theory to explain how race, class, gender, and other individual characteristics "intersect" with one another and overlap, creating unique experiences of discrimination and privilege. For instance, a Black woman might experience discrimination not just as a woman or just as a Black person, but as a Black woman, a distinct experience shaped by the combined effects of racism and sexism.
Brown and Bhargava extend this framework, arguing that intersectionality is not merely about understanding compound discrimination but about recognizing the multifaceted nature of every individual’s identity. As the book states, "none of us can be defined by a single label, but only through a combination of social identities." This necessitates looking at each person through multiple lenses and, crucially, listening intently to understand their unique confluence of experiences. The authors contend that current D&I efforts often fall short by treating identities as discrete categories, thereby missing the rich tapestry of human experience that arises from intersectional realities.
The Limitations of Siloed Diversity Conversations
The book meticulously dissects the shortcomings of what it describes as a "splintered approach" to diversity. While conferences, workshops, and affinity groups dedicated to specific aspects like racial justice, gender equality, LGBTQ+ rights, ageism, or disability advocacy are undeniably vital—providing safe spaces for marginalized communities and driving essential conversations—they are, by themselves, insufficient.
These often-insular discussions, while necessary for focused advocacy, do not fully reflect the reality of individuals’ intersecting identities. A person is not solely defined by their gender, race, or sexual orientation but by a unique combination of all these and more. When D&I initiatives exclusively focus on one dimension, they risk fragmenting the conversation, inadvertently reinforcing divisions, and missing opportunities for broader empathy and understanding. For example, a conference on gender pay gaps might overlook how those gaps are compounded for women of color or women with disabilities, unless an intersectional lens is intentionally applied.
A Call for a Wide-Angle Lens: Bridging Divides
Beyond Diversity proposes a radical shift: instead of focusing on differences or isolating identities, D&I efforts should intentionally seek to bridge divides and highlight shared struggles and aspirations. This "wide-angle lens" approach would foster environments where individuals from seemingly disparate groups can discover commonalities in their pursuit of equity and justice.
The authors prompt readers to imagine:
- How would someone advocating for gender pay equity relate to a disabled gamer demanding more accessible digital experiences?
- What insights could an advocate for racial literacy in schools share with a researcher combating age-related biases in the workplace?
- What common ground might a local business fighting for broadband access in Native American reservations find with a community organizer transforming an urban park?
These pioneers, though working in distinct areas, are all engaged in the broader fight for equity and inclusion. Yet, their paths rarely cross. The book argues that deliberately bringing these diverse perspectives together can unlock innovative solutions and foster a more profound sense of collective purpose. It’s about understanding that the systemic issues that create gender inequality often share roots with those that create racial injustice or disability discrimination.
Data Supporting an Integrated Approach
The emphasis on shared humanity and intersectionality is not merely philosophical; it is increasingly supported by research. Studies consistently demonstrate that companies with comprehensive, integrated D&I strategies—ones that consider the complex interplay of identities—outperform those with more limited or siloed approaches. For instance, a 2018 McKinsey & Company report, "Delivering Through Diversity," found that companies in the top quartile for gender diversity on executive teams were 21% more likely to outperform on profitability, and those in the top quartile for ethnic/cultural diversity were 33% more likely to outperform. More recent analyses suggest that the benefits are even greater when diversity is truly intersectional and coupled with genuine inclusion, leading to higher innovation, better decision-making, increased employee engagement, and reduced turnover. Employees in inclusive environments report higher levels of psychological safety, allowing for greater creativity and collaboration.
Furthermore, the global impact of exclusion is staggering. According to a 2017 study by Accenture, the global economy could be boosted by $8 trillion over the next decade if companies improve disability inclusion. Similar economic arguments are made for racial and gender equity. The societal cost of division, fueled by a focus on differences without acknowledging shared struggles, manifests in decreased social cohesion, increased polarization, and persistent inequalities.
Redefining Inclusion: Beyond the Dance Floor
The book builds upon the widely cited adage by Vernā Myers, Vice President of Inclusion Strategy at Netflix: "Diversity is being invited to the party; inclusion is being asked to dance." While powerful, Brown and Bhargava suggest that true inclusion extends even further. Their envisioned addition to Myers’ metaphor is "what if everyone was not only invited to the party and asked to dance, but also left with a mixtape filled with music they would love, but had never had the chance to hear before?"
This expanded metaphor signifies a deeper level of integration and impact. It suggests that inclusion is not just about presence and participation, but about transformation – both personal and collective. It implies an exchange of perspectives, a broadening of horizons, and a mutual enrichment that leaves everyone more knowledgeable and connected. It’s about designing systems and cultures where diverse voices are not just heard, but their unique insights are woven into the fabric of the organization or community, creating entirely new harmonies.
Practical Implications and a Path Forward
Beyond Diversity offers practical pathways for individuals, organizations, and communities to adopt these principles.
- For Individuals: It encourages self-reflection on one’s own intersecting identities and biases, active listening, and a conscious effort to seek out shared experiences with others. As Dr. Beverly Daniel Tatum, author and psychologist, states, "Sometimes the assumptions we make about others come not from what we have been told or what we have seen on television or in books, but rather from what we have not been told." The book champions curiosity and empathy as tools to uncover these untold stories.
- For Organizations: It advocates for D&I strategies that are holistic and integrated rather than compartmentalized. This could involve creating cross-affinity group initiatives, designing training programs that address intersectional biases, fostering inclusive leadership that champions diverse perspectives, and developing policies that consider the multi-layered needs of employees. For instance, parental leave policies should consider the varied needs of single parents, LGBTQ+ parents, and parents with disabilities. Recruitment efforts should actively seek candidates from underrepresented intersectional groups.
- For Society: The book calls for public discourse that deliberately seeks common ground and encourages dialogue across traditional divides. It suggests designing community programs, educational curricula, and media representations that highlight shared values and experiences while celebrating unique identities.
The release of Beyond Diversity comes at a crucial moment. In an increasingly polarized world, the imperative to foster understanding and unity has never been greater. The book challenges the conventional wisdom that often defines diversity by its differences, instead presenting a compelling case for a more expansive, empathetic, and ultimately more effective approach. By embracing intersectionality and actively seeking out shared humanity, Jennifer Brown and Rohit Bhargava offer a roadmap for building not just a diverse world, but a truly inclusive one where everyone feels a profound sense of belonging. The message is clear: to move truly beyond diversity, we must first recognize all that we share, and then empower all that makes us unique.
