Insight

The Hippocratic Oath is one of the oldest codes of ethics and sets the moral baseline for medical professionals. But did you know that the Hippocratic Oath has been changed several times to reflect the advancement of social values? As societies develop, so should our medical services. Unfortunately, it is easy to recognize the benefits of diversity but much more complicated to uphold the values of inclusion and equity. Even today, women and those from minority races are chronically underserviced in many levels of healthcare.

This Will Only Hurt a Bit

As the regulatory body for new drugs, the US Food and Drug Administration (FDA) has recommended that participants in clinical trials are sourced from diverse backgrounds. However, the suggestion is not enforced and so the situation remains largely unremedied. Because individuals of various ages, genders, races, and ethnicities may have different reactions to medicines, homogenous drug trials can result in medications that are less effective—or even more harmful—to certain races and genders.

According to the 2020 FDA Drug Trials Snapshots Summary Report, 53 novel drugs were approved after clinical trials in the US. During these trials, an average of 75 percent of participants were white. Trials for Nexletol, a treatment for high LDL cholesterol, had a 96 percent white and 3 percent Black participant body. With African-American patients, in particular women, at a higher risk of dying from cardiovascular problems compared to any other racial or ethnic demographic, such underrepresentation could be life-threatening.

Emerging drugs aside, there are a multitude of easily available legal drugs on the marketplace that disproportionately harm the physical and mental health of women. The unassuming female contraceptive pill has numerous known side effects such as depression, muscle pain, acne, and blood clots. While these side effects were deemed too risky for male contraception and even the COVID-19 vaccine, women are expected to bear the perils of avoiding pregnancy as they partake in activities that involve both genders.

Much of the prejudice from the male-dominated medical industry of the Victorian Era has been passed down to the modern day. The view of women as more accepting of pain is a symptom of the widespread pain bias in the healthcare industry. Women who visit emergency departments with acute pain have been shown to wait significantly longer than men to be addressed by doctors. They are also less likely to be given effective opioid painkillers and more likely to be dismissed as non-urgent or psychiatric cases.

The lack of equality in medical healthcare is not so much active maliciousness as it is an unconscious desire to bury challenging social issues. Another manifestation of this is the treatment of our military personnel. Many of the medications prescribed by doctors for the treatment of post-traumatic stress disorder (PTSD) come with debatable results and dangerous side effects such as increased suicidal ideation. Doctors liberally prescribe sedatives such as benzodiazepines to veterans despite the drugs being known to be highly addictive and unsuitable for long-term use.

Doctor, Doctor, Give Me the News

In light of the evidence, the odds of Americans having an equitable and progressive healthcare system may seem rather dire. However, there have been some changes in both the medical profession and mainstream viewpoints that are indicating a paradigm shift.

More research has been undertaken recently to examine the ways that cannabinoids may assist in the treatment of PTSD. This supports the long-time claims from PTSD sufferers that cannabis use helps to manage their illness and paves the way for the validation of medical cannabis treatment. As the second most prevalent active ingredient in cannabis, cannabidiol (CBD) is sometimes used to address anxiety, suppress traumatic memories, and relieve chronic pain. There are now many varieties of real CBD oil for sale legally online and in specialized dispensaries, offering non-addictive alternatives to benzodiazepines.

The COVID-19 pandemic has also highlighted the negative effects of the lack of equity in our healthcare system. Faced with the undeniable evidence, decision-makers have reacted with a stronger commitment to creating a more diverse and inclusive medical service. One of the effects of this is the recently signed House Bill 183 in Florida. Coupled with a 4.4 million dollar budget increase, the bill hopes to give the state’s Office of Minority Health and Health Equity a more powerful mandate to improve inequities in the healthcare system.

On other fronts, the battle over women’s reproductive freedom and right to essential healthcare continues to rage across the nation. In the first half of this year, hundreds of regressive anti-abortion measures have been introduced in some states with the view to push the Supreme Court to overturn Roe v. Wade. Other states are fighting back, however, with New Mexico repealing the abortion ban and Delaware introducing a bill to decriminalize the procedure. New Mexico’s population includes over 28 ethnic groups and the diverse state is setting an example of how inclusion and equity must connect to basic rights.

In the medical profession itself, leaders are hoping that institutional change at the academic level can help to foster the diversity of medical professionals. According to a 2018 study by the Association of American Medical Colleges, 56.2 percent of active physicians in the US are white and 64.1 percent are male. With the growing evidence that minorities obtain better healthcare outcomes from doctors with similar backgrounds, it is important to assess the barriers for minorities to enter and graduate from medical schools.

As the US on the whole tries to create a better environment for all its citizens, we need to support campaigns that defend basic rights and fight for equal treatment. Just as the Hippocratic Oath has evolved, may the medical industry also be at the forefront of positive social change.

The United States of America is often referred to as a ‘nation of immigrants.’ From the European settlers that landed in North America in the 1600s to the post-war migrants from South Korea in the 1950s, people from numerous cultures and countries have made the US their home.

According to the US Census Bureau, 60.1 percent of Americans classify themselves as non-Hispanic whites. 18.5 percent of Americans are Hispanic or Latino, 13.4 percent are Black or African American, 5.9 percent are Asian, and 1.5 percent are Native American or Pacific Islander in origin. An additional 2.8 percent are multiracial.

 

Lack of Diversity in Law

In order to accurately and efficiently represent Americans of various backgrounds, the legal profession must display a comparable level of diversity. Unfortunately, it remains one of the least diverse of any profession in the US today.

A report by the American Bar Association states that almost all people of color are underrepresented in the legal profession compared with their population percentage in the country. In 2020, non-Hispanic whites made up 86 percent of all lawyers, while 5 percent were African American, 5 percent were Hispanic, 2 percent were Asian, and 0.4 percent were Native American.

Furthermore, there is an existing gender gap with only 37 percent of attorneys being female. Look deeper and we will see that only 9.3 percent of attorneys are women of color. And while there may be an increasing number of female lawyers on the whole, only 25 percent of law firm partners are female.

The unbalanced odds in the justice system don’t just stop there. The Brennan Center for Justice reports that in 22 US states, none of the court justices identify as people of color. Furthermore, 12 states have only one female justice serving at the supreme court level. And across state high courts throughout the country, only 17 percent of justices are people of color.

While the legal profession enshrines rule of law and the principles of enforcing the law without bias, the inherent inequity that exists within the legal system must still be addressed. It has to be fundamentally accepted that many of the laws in effect in our country today were written by white men and reflect the sentiments of a very different time.

 

Balancing the Odds

With such disproportionate representation in the many levels of the justice system, how can we move forward towards achieving equitable and impartial outcomes for every person who enters the system?

One way would be to equip minority law students with tools that can help them overcome the pipeline issues that affect their success. From lost opportunities to financial hardships, minority individuals can be disadvantaged at many stages of their journey into the legal field.

Devoid of the personal connections that privileged groups may have, many first-generation college graduates have difficulty navigating the complex application process for law school. For example, they may apply too late in the application cycle and lose out on enrollment.

Students from under-served groups may also fail to receive merit-based scholarships that are centered around Law School Admission Test (LSAT) scores. According to the Law School Survey of Student Engagement, students whose parents achieved only a high school diploma were less likely to be awarded merit-based scholarships compared to students whose parents held at least a bachelor’s degree.

The result of granting privilege based on LSAT scores creates a ‘reverse Robin Hood’ model whereby the poorest students have to shoulder more of the cost of law school than their wealthier peers. A way to correct this imbalance could be to sponsor LSAT prep courses for students from disadvantaged backgrounds. Law schools can do their part by offering more need-based scholarships where financial necessity is the predominant criteria for selection.

The gender and racial composition of the student body between the highest and lowest-ranked law schools are also vastly incongruous. Among the lowest-ranked law schools, women constitute a majority of students with 43 percent of students from a Hispanic, Black, and Asian background. Graduates from these schools will have a lower chance of successfully passing the bar, finding work, and paying off tuition debt.

Fortunately, there are some law schools with programs designed specifically to support first-generation applicants. There are non-profit organizations that help level the law school admissions playing field for low-income minority students as well. They do so by providing access to mentors and advisors, internships, scholarships, and student loan debt assistance.

Likewise, law firms that are serious about diversity initiatives should do their part. They can get involved with their local minority bar associations to host or sponsor events and volunteer to mentor minority law students. Law firms need to make a concerted effort towards inclusion and hire without unconscious bias from a broad pool of candidates.

It is paramount to ensure equal access to advancement for diverse lawyers. They should be assigned high-profile and career-advancing clients based on work ethic and merit and given opportunities to rise to ownership or partner levels within the firm.

A background of shared cultural history, perspectives, and language can enable lawyers and their clients to establish trust and better communication. In upholding the Constitution, in particular its guarantee of equal protection, it is critical to ensure the availability, quality, and objectivity of legal representation for people from varied backgrounds.

Some of the brightest people in the US are working in law. Through their combined efforts, it is certainly possible to dismantle the many barriers that are preventing the profession from moving forward. As the legal profession continues its slow trek towards achieving diversity, equity, and inclusion, there is hope that the diversity of lawyers will one day reflect the diversity of their clients.

 

As the United States becomes more aware of the subtle power structures and struggles within society, companies are placing unprecedented emphasis on diversity, equity, and inclusion (DE&I). For those who are still coming to terms with the concept, here is how to start.

DE&I broadly outlines how an organization tries to create an environment of belonging for people of minority or marginalized identities. The ‘party analogy’, popularized by diversity advocate Vernā Myers, describes diversity as being invited to the party and inclusion as being asked to dance. Equity, then, is being able to attend the party without any additional obstacles.

Start With Data Governance

An equity audit can help you to get a clearer picture of the present power disparities within your organization. Such an audit studies the fairness of your company’s policies, programs, and practices, and how they directly or indirectly impact your employees.

Preparation is essential when planning an equity audit. It is prudent to consult your legal department to determine who should be able to gather and access the information. You might consider talking to a specialist, such as a data governance consultant, to pre-empt any issues and to manage the confidentiality of the data and subsequent reports.

A solid data governance strategy and policy will also help you to gather crucial information. People generally feel more willing to volunteer information when the organization is transparent and clear on the purpose of its collection and use.

For example, many people may prefer not to self-identify with regards to their sexual orientation or disabilities due to fear of resulting bias. While they can choose not to disclose certain information, these people might feel more comfortable doing so after reading up on your data governance policy.

The organization’s position on data governance also reflects its values on the whole. The more respectful a company is of an individual’s data, the more respectful of the individual it appears to be. DE&I applies here as well, as a more diverse data governance council will be more attuned to equity issues that affect trust in the handling of personal data.

The Equity Audit

Before conducting your equity audit, identify the fields that you want to collect. The information should help break down your workforce into various categories, such as race, ethnicity, gender, disability, age, sexual orientation, sexual identity, religion, veteran status, and more.

Have a look at your hiring rates. Do hiring rates differ for people from different demographics? According to the US government’s Four-Fifths Rule, the selection rate for minority groups should not be less than four-fifths (or 80 percent) of majority groups. Adverse impact is defined when underrepresented groups are disproportionately eliminated in the hiring process.

Another key indicator of equity in your company is the rates of promotion for various demographics. Are men and women being promoted at the same rates? How about employees from the same gender but of different races? It is common for companies to try to boost diversity numbers by hiring junior-level employees from minority backgrounds. However, this does not necessarily translate to meaningful change.

Aside from internal mobility, there are other statistics of interest such as rates of compensation, access to and usage of benefits like paid leave, and turnover rates. When sorted by demographic group, this information will form a telling pattern about any inequity experienced by your employees.

Next, have a look at your senior management team and board members. DE&I should be reflected at the top levels of your organization. When people with decision-making powers come from diverse backgrounds, it is more likely that they will ensure more inclusive and equitable treatment of the rest of the staff.

Finally, create a list of the policies and practices of your organization. This could be anything from your company culture manifesto to performance evaluation guidelines and paid leave policies. These major practices that the company engages in may not be objective and could inadvertently affect disadvantaged employees.

Leverage the Data

With your company’s equity audit data in hand, you can create a viable plan to achieve DE&I goals. Start by benchmarking your organization against others in your industry and region. This will help you to compare your current situation and provide insights on any industry-wide issues.

Set achievable and progressive goals. Aiming to increase the percentage of women of color in your workforce from 2 percent to 20 percent within a year is an unrealistic goal. However, you can aim for 5 percent in the first year, and increase it to 10 percent the next. This keeps your organization invested in driving continuous change.

Present your plan in a simple and comprehensive fashion with clear targets. For instance, hiring managers do not need (and should not have) access to detailed data for the entire organization. They only need snapshots of current and target diversity statistics.

Show that you are truly committed to DE&I by being transparent during the entire process. By making your company’s goals public, you accept social accountability which is more likely to motivate you to achieve your aims. One way to do this is to empower employees to track DE&I milestones and share regular updates on the company HR blog.

Diverse workplaces are the engines that drive innovation and creative problem-solving. These are skills much needed in our current economic climate. By incorporating diversity, equity, and inclusion in your company culture, you can build a stronger company where all members of the team feel a sense of belonging and work towards a central purpose.

Mental health is a subject that has been getting a lot of attention lately. It seems that we have finally begun getting rid of the stigma associated with mental illnesses and started realizing the importance of being emotionally healthy in leading a smooth productive life. In fact, it was only until the 19th century that mental illnesses began gaining recognition for what they truly are, as opposed to being regarded as problems of morality or sometimes even supernatural.

Being Mentally Healthy in the 21st Century

As society undergoes rapid advancements and imposes critical changes to our everyday life, it becomes necessary to maintain a certain level of flexibility. While it is easy for some to swiftly adjust their lifestyle, others will naturally face many difficulties which can inherently deteriorate their mental and physical well-being.

Mental complications can derive from a multitude of reasons which are sometimes inevitable environmental factors. This can include age, genetics, or even past trauma. Other times, they can arise from completely preventable circumstances. An increasingly alarming surge of mental unease is emerging in youngsters, particularly those whose upbringing took place in the era of the internet and social media. The widespread COVID-19 pandemic only further exacerbated this issue. Now, youngsters are being put under even more stress as they get trapped at home and E-Learning becomes the new default for school education.

In light of this,, it is crucially important to spread awareness about dealing with mental unease in both adults and adolescents alike. Symptoms of mental illness must not be ignored, whether by those experiencing them or those who believe someone they know might be. Due to their silent nature, these symptoms are harder to detect than those of physical illnesses which further increases the risk of them going unnoticed. This alone can lead to a new range of problems which can often be heavily destructive to one’s overall productivity, and sometimes even cause other physical complications.

The Impact of Mental Unease on Productivity and Well-Being

It goes without saying that mental peace lies at the root of a healthy and easygoing life. In certain circumstances, mental illness can completely cripple one’s life, seemingly making it impossible to complete even the simplest of tasks.

For those who suffer from them, conditions like chronic anxiety and depression are known to generate negative feelings of uselessness and self-loathing. These feelings then lead to less productivity which in turn produces negative feedback, throwing the person into a never-ending loop of overthinking and regret. The intensity of these symptoms differs greatly with every individual, and can sometimes even be enough to trigger drug addiction or thoughts about suicide.

To mitigate this, awareness must be spread about the topic of mental illnesses and the methods of dealing with them. It comes as no surprise when research reveals that a huge number of sufferers don’t even realize they require help until it is sometimes too late. Some even refuse to receive professional help as they believe it to be degrading or embarrassing. By spreading awareness about healthy practices, we can help in conquering the stigma associated with mental illnesses once and for all, and make society a more welcoming and healthier place for everyone.

How to Maintain a Healthy Mental State

Life is so busy these days that we sometimes get sucked into everyday activities and forget the importance of prioritizing our own well-being. Practicing good mental and physical habits can go a long way in promoting a healthier mind, leading to a smoother and more relaxed life. Certain lifestyle changes like better organization and careful future planning can also aid in regaining control over one’s life.

Being well-organized lies at the heart of mental sanity. Whether by planning your activities or even just keeping your house clean, a ton of unnecessary stress will be lifted off your chest, enabling a clearer mind. The extra free time that results from being well-organized can be invested in things you like to do, like taking a peaceful stroll through the park without having to worry about unfinished work.

In addition to planning, having a constant sense of security can also provide great peace of mind. It is always a good idea to look for sources of passive income, or even invest in a savings account in case things go bad. A good insurance plan can also prove itself helpful in times of need, and a good team of lawyers that has your back in the legal realm is often a good investment for peace of mind. All in all, having a good backup plan is never a bad idea.

Conclusion

Although mental illnesses have come a long way in being destigmatized, it still is not enough. Hopefully, as awareness and communication about this subject become more widespread, we can see it gain greater recognition. In the meantime, we should strive to act responsibly towards ourselves and others who might be victims of mental illness. In the end, all that we have is each other, and if we have each other’s backs, we will strive.

 

Men make up 74 percent of the computing workforce in the United States. Of the remaining 26 percent, only 4 percent are Black and Latina women. Where are all the women in the tech industry, especially the women of color?

As a largely male-dominated space, there is a clear lack of entry and retention for women in tech. Gender discrimination, sexual harassment, the gender pay gap, and lack of career opportunities are just some of the barriers that turn women away from the tech sector.

However, with tech becoming more intuitive and empathetic, it is necessary to have the involvement of the fairer sex in tech companies. Diversity and innovation go hand in hand. Here are some important considerations when crafting roles for women in your organization.

Women Want Flexibility

The modern woman has a host of responsibilities from child care and housework to exercise programs and community events. There is just not enough time in a rigid 9-to-5 workday to suit the needs of the average woman.

Having paid time off and being able to work from home are high priorities for women who are seeking a harmonious work-life balance. A flexible working schedule is critical for women with caregiving commitments, especially those with young children.

With the lack of paid family leave and child care assistance in the US, many women are being forced to choose between working and having a family. The Covid-19 pandemic has exacerbated the issue even further, with more than 2.3 million women having left the workforce since February 2020.

With the tech sector fundamentally based around connectivity, it is in a prime position to offer equitable and flexible working arrangements for women. Companies should also consider improving paid leave policies and pregnancy or child care support.

Ultimately, the amount of emphasis that a company places on family and work-life balance is a reflection of its values. As millennials on a whole are demanding more from society, companies that fail to provide for the challenges of real life are going to lose out on quality staff.

Women Want a Calling

People in the tech industry are smart and switched on. They are not content with punching keys and being part of the humdrum of ‘working for the man’. At the end of the day, women in tech want to be able to turn their computers off knowing that they did something important for the world at large.

Engaging in personally significant work is beneficial for employees. This kind of work amplifies their values and beliefs, gives back to the community, and creates a sense of purpose. It establishes the feeling of having a calling. Having a calling enhances employee happiness and job satisfaction.

Having a calling that is central to a woman’s identity not only increases her contentment at work but also allows her to forge a separate—but equally successful—persona outside of her domestic self. This provides opportunities to achieve goals that add to her pride and self-worth.

A way to accomplish this could be through undertaking projects for causes that your employees are passionate about. Examples of such projects could be mentoring at-risk young women in the community, creating software applications for charities, or even sports sponsorship for marginalized groups.

Women Want Real Leadership Roles

In the long-term view, women in tech want tangible growth opportunities. While juggling family, work, and social politics, it may seem that women have less interest in career advancement. This is far from the truth. Women are just as likely as men to be interested in promotions and leadership opportunities.

In fact, ensuring that women have a transparent path for career advancement can help to increase female staff retention. Companies can help women feel more appreciated with regular performance reviews and by recognizing their achievements.

In addition, investment in employee upgrading such as sending women for data governance training or to learn a new programming language can help them bring extra skill sets to the table. In turn, they feel seen and valued, increasing both engagement and retention.

As part of promoting female leadership, companies also need to ensure that there are enough positions available to enable women to move up into management. Female leaders need to have access to the same resources and support and be given the same high-profile projects as male leaders. In other words, fostering female leadership needs to be more than a token gesture.

Women Don’t Want the Pay Gap

One thing that women definitely do not want is the notorious gender pay gap. It has been almost 60 years since the Equal Pay act of 1963, but according to the latest data from the US Census Bureau, women in STEM still earn only 84 percent of what men do.

Of all women, Black women make the least, earning only 89 cents to every white man’s dollar. LGBTQ+ females also get the short end of the stick, earning 92 cents to every non-LGBTQ+ male’s dollar.

Add to this the fact that women often enter the workforce with lower wage expectations and less negotiating confidence than men, and it will be clear why there is such a high attrition rate for women in tech.

Thankfully, it is simple enough for a company to remedy this situation. Simply pay your staff the wage that corresponds to their position, regardless of their gender.

Gender diversity is a hot issue that will continue to trend in the tech industry. Tech companies that want to stay competitive and inventive need to tap into the pool of female tech talents or risk being made redundant.

What is the first image that comes to mind when you are asked to envision a computer programmer? Chances are, you conjured up a white male, possibly bespectacled, and nursing a steaming mug of coffee. It may be a generalization, but this image is—in fact—not far from the mark.

In 2014, prominent tech companies in the United States published their diversity reports, promising to increase diversity in their workforces. In the present day, however, it seems that this has mostly been lip service as the industry continues to be entrenched in a largely monoracial ‘boys club’.

With countries like China and India ramping up their IT development sectors, tech companies in the US must shake off old habits and embrace the benefits of the diversity on their doorstep.

An Orchestra of Ideas

Fundamentally, diversity helps us become more innovative. It allows us to consider and accept ideas that exist outside of our knowledge and insight.

Imagine going to watch a performance by the New York Philharmonic Orchestra but only the violin players show up. While they could probably still play some very lovely music, it could never compare to a show featuring the full ensemble. From cellos to flutes and even a piccolo, the beauty of an orchestra is the sum of all of its parts.

Now, apply the same concept to a tech company. You may have a group of employees who tick the boxes regarding education and relevant work experience. These employees may mirror your current team, leading you to feel that there would be easy integration and cooperation. But, at the end of the day, is your team made up of only violin players?

‘Easy to hire’ personnel may not have had the same experience in life as someone you would view as more ‘challenging’. Perhaps a recent migrant, who might not speak English so fluently. Or a middle-aged mother, who only had time to go to college after her kids were grown up. How about an army veteran, with an incredible knack for creative problem-solving?

When specialists in a company come from different social and cultural backgrounds, it becomes an everyday occurrence to interact with diversity. From sharing food over lunch to contributing various points of view about current events, diversity becomes normalized, and we become more open-minded and accepting of new ideas. Our view of technology becomes more human-centric and empathetic.

This, in turn, leads to drastic changes in innovation and product development. In this age of highly competitive tech, where custom software development needs to work for a broad audience, diverse teams bring valuable insight to deliver superior products that appeal to—and are accessible to—a greater variety of users.

Building the Dream Team

So how do we start to remedy the homogeneous workforce? First of all, tech companies need to address inequality by acknowledging their biases. This includes both conscious and unconscious biases that any person from the management to floor levels may hold.

Then we need to create a safe place where everyone can share their perspectives freely. In this environment, it is important to define the meaning of diversity and inclusion. Create a culture within the company that emphasizes active listening, especially to minority voices. Companies can also give employees a voice by allowing them to contribute to the organization’s blogs or newsletters.

Provide diverse employees with a stake in the company culture by empowering them to organize events that celebrate their identities or cultural backgrounds. These could include religious holiday festivities such as Eid al-Fitr feasts, volunteer events such as soup kitchens, walks within a community, or watching a sports game like cricket together.

When hiring new staff, a blind recruitment technique can be used where the personal information of applicants is removed. Only relevant information such as education, experience, and skills are left on the anonymous CVs. This avoids any unconscious bias from decision-makers.

Tech companies can also partner with tech education organizations to find more diverse candidates. They can sponsor positions for interns as well as provide mentorship to foster relationships with students currently pursuing tech training. This could be the difference in confidence that would prevent a minority student from dropping out of the tech sector.

On a more serious front, companies need to provide a secure feedback process for employees who may need to file discrimination or harassment complaints. In addition, many companies are setting up Diversity, Equality, and Inclusion (DE&I) councils to craft policies and codes of conduct to guide the organization in the right direction.

It is essential to emphasize here that companies need to look at this exercise as more than just fulfilling a ‘diversity quota’ of sorts. The change should be on all levels of the company, including board members. Regular inclusivity assessments and listening tours with staff should be conducted to ensure that issues are addressed and that the company progresses as a whole.

Fostering a diverse culture within tech companies ultimately benefits the company itself, with happier and more motivated staff, better products and services, and an improved bottom line.

As big tech continues to move towards providing superior services for the greater good, we must start by cleaning house and making sure that we make the most of the good people around us.

 

Is there a city where you can have Chinese dumplings for dinner, with an African-born man, and his Russian girlfriend, before crossing the street and taking part in traditional middle eastern hookah? I am, of course, referring to New York City. Nowhere else in the world is there such a vibrant and varied mix of cultures, experiences, cuisines and people. The word for this experience is eclectic, there’s no other way to describe it succinctly. In this article we explore how diversity leads to eclectic taste, and why it’s good for the world.

Homogeneous
Having grown up in a small town, where everyone talked the same, everyone dressed the same, everyone went to the same school, took the same classes, hung around at the same bowling alleys and arcades, looked the same, and even thought the same thoughts, it’s difficult to understand that the world could be fundamentally different outside of that bubble. Watching a lot of late night TV helped to open my eyes. I always understood that I was (being Black) different from those around me (mostly Caucasian-Americans). The seed of discovery was there, and I was just waiting to experience the rest of the world, even though I didn’t know it. All I knew was a homogeneous home town, full of home boys.

Travel
You can imagine my shock, wonder and surprise when I first encountered a large city. Even though everyone still spoke the same language as me, it was like I had discovered, in the one day, that I was both from another planet, and that this city that I had just arrived in was my home planet. That city, of course, was NYC. Travelling here, I experienced my first moment of standing in fascination of street performance art, graffiti, eating real New York pizza, and the view from one skyscraper to another. If this was what travel meant, then I was going to be all about it.

Diversity
With so many different cultures and families living in New York City, it is inevitable that there will be a cross-section of people with all different kinds of tastes and preferences. If you want to learn more about a culture, you can quickly find and talk to someone who was born in that culture. If you want to try new food, you can just travel to the part of the city where the people of that culture are from.

Cultures
A city like NYC collects all kinds of interesting objects, and not just in museums. For example, I had never considered furniture to be interesting, only that it could be functional, or antique (a synonym for “old”, for me). However, encountering the house of my friend’s parents, I discovered their taste in furniture was truly eclectic. They had a lacquered Japanese room divider, from Japan, a solid mahogany table for the study, and a long, authentic and beautiful persian rug running down the hallway. I took a dictionary from the bookshelf and looked up the word “eclectic” I learned and I knew what that word meant, that day.

Homogeneous again
Since travelling to New York, and having my eyes opened, I have also traveled back to my hometown, and felt the sameness again. It was bittersweet, because I have a lot of beautiful childhood memories there. I have also traveled to Southeast Asia and have visited Laos, Thailand and Myanmar. Surprisingly, it reminded me of home, in a particular way. Allow me to explain. In all of these places, I have been able to experience a wildly different culture, different foods, customs, religions and I found it to be completely foreign to my own culture. But at times, I also found it to be a more homogeneous culture. Each region, of course, has its own special qualities, but in general, within each of these countries there is more of a similar culture, language, food and even entertainment. The different regions appear similar to me, but of course, to the local citizens, they seem vastly different. You can appreciate the subtle differences when you’re most familiar with something. Similarly to how pizza in New York and in San Francisco probably seem the same to someone who has never had pizza before! The experience of travelling to these places, being in a foreign country, all speaking the same language, having similar food and similar entertainment throughout the whole country was amazing, and eye opening, but I understood that diversity in culture is not to be found “overseas” by default, it’s only in certain places. Those places are special. I have traveled from country to country, and not encountered as diverse and as eclectic a collection of people and objects, as I found in New York City. This surprised me, but helped me to open my eyes to the true meaning of diversity and what it really entails, to have so many different cultures meeting in one place.

Conclusion
I hope that it’s obvious that the world would be a better place if we had more diversity, more awareness of what other customs and lives are out there. It would be much more interesting to live in a city where we had a mix of cultures, tastes, designs, art, food, entertainment and people. It naturally makes you more open minded and more tolerant. It would be much more interesting to travel to a country where we encountered a mix of cultures, tastes, designs, art, food, entertainment and people. In short, I think we are all better off if we had more diversity. That’s why NYC is my favorite city in the whole world. If you know of a city that is as eclectic as this one, please drop me a line, I’d love to visit you!