"But with diversity, where do the numbers and metrics come from? Is 50/50 always the 'right' ratio, and why? Shouldn’t the final goal simply be that nobody pays attention to someone's gender or race at all in a professional setting?" He's right, of course. We might start with tracking numbers. What percent of women work in the C-Suite? What percent of under-represented minorities are we hiring and promoting? It's easy to get caught up in tracking and measuring this. But in the end, while numbers help us to understand our baseline, we can't make this *just* a numbers game. Once we do tip the scales, once we find ourselves in the lucky position where we blow way past the low ratios of under-represented groups, that’s when we’ll finally start to eradicate these pre-conceived notions and biases. We’ll disprove the idea that “people like X can’t do Y.” And once we’ve blown through every one of these misconceptions, we’ll start to change the social perception and we’ll stop needing to remind ourselves to intentionally seek out these perspectives all the time. We just will. It will be inherent and built-in to how all of us think about teams and cultures and organizations. It's a long game. But every little step helps. This is just one of many.
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