I believe that our workplaces are not as diverse and inclusive as they should be because of two interrelated dynamics:
The PLU (People Like Us) Syndrome and Dominant Group Fragility.
Both manifest in sometimes overt, sometimes discreet, and often discriminatory ways.
The PLU Syndrome works like this:
"No way, you went to Stanford too? You'll love it here. Can you start Monday?"
Or
"Well, we would like to hire more black engineers, but we don't want to lower the bar."
Or
"I think Jim over there is a little. . .you know. . .different."
Dominant Group Fragility is an expansion of Robin DiAngelo's White Fragility concept in which a dominant group member becomes defensive, dismissive, or otherwise disengages from a difficult conversation.
It might look like this:
"Are you saying we shouldn't hire people from the top schools?"
Or
"Does the race card need to be played every time a black person doesn't get the promotion?"
Or
"What are you saying, that I'm homophobic?"
The PLU Syndrome perpetuates dominant group comfort and stability to seek out (and hire, and promote, and praise) other "people like us."
When raised as problematic, fragility kicks in and prevents productive dialogue about what we should do to change the dynamic.