10 Introduction to Memos
Shifting from performative DEIA (Diversity, Equity, Inclusion, and Accessibility) to enduring cultural intelligence requires a comprehensive, intentional effort across multiple levels of an organization. It is also a fundamental shift in thinking. In summary, this is a framework that helps to manage complex problems involving interdependent dilemmas. In this case, let’s consider diversity and meritocracy as those two dilemmas. They pose two opposing viewpoints but are interconnected. Polarity thinking helps us to understand that these two viewpoints are unavoidable. Instead of choosing one or the other…why can’t it be both and? Hence the collection of memos and the framework provided in this book, which collectively helps us reimagine how we harmonize diversity (to include diversity of talent, skills, ability and experience) with meritocracy.
It involves moving beyond superficial gestures and tokenism to embedding genuine understanding and appreciation of diverse cultures into the core values and practices of the workplace. This transition demands leadership commitment, continuous education, and a willingness to confront and address shifts in cognitive processing. Organizations must invest in training that fosters empathy and cross-cultural competence, implement policies that support inclusive behavior, and create accountability structures to ensure sustained progress. Additionally, engaging in open, honest dialogues and creating safe spaces for underrepresented voices to be heard and valued is essential. The goal is to cultivate an environment where diversity is not just represented but actively respected and leveraged for innovation and growth. This is good for business, national security and humanity.
As I think about the memos to NSF which serve as the foundational work for making this transformative shift, this book, the memos and the entire approach provided should also serve as a reminder that we can all show love and pride for this country while we reconcile for past indiscretions…and vice versa.
