Diversity: Difference between revisions

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 :*There may be a [[chief operating officer]], but she will be an accountant with an [[MBA]], a postgraduate degree singularly [[calculated]] to render an otherwise useful professional calling into an amorphous morass of hackneyed outsourcing strategies. She will fret that there are too many men in management roles, as if a few more female Russell Group graduate, [[Allen & Overy]] alumni would make any difference.
-If the chief benefit to an organisation of diversity is ''difference'' — you know, of opinion; borne of the divergent cultural and sexual perspectives of your staff<ref/>And — who knows? — maybe even their varied professional experiences and background.</ref> — then you might be forgiven for expecting diversity to arrive arm-in-arm with a heightened sense of conflict, grit, chippiness — an air of [[the military school of life]], so to say. But this seems not the brand of diversity our millennial wunderkinds, bunkered in their safe spaces, are selling.
+If the chief benefit to an organisation of diversity is ''difference'' — you know, of opinion; borne of the divergent cultural and sexual perspectives of your staff<ref>And — who knows? — maybe even their varied professional experiences and background.</ref> — then you might be forgiven for expecting diversity to arrive arm-in-arm with a heightened sense of conflict, grit, chippiness — an air of [[the military school of life]], so to say. But this seems not the brand of diversity our millennial wunderkinds, bunkered in their safe spaces, are selling.
 ===Homogeneity risks===