Discrimination, segregation, persecution, revolution. These are the four sequential effects of psychological processes that are part of evolved human behavior, and which are part of many other animal species’ as well. The negative outcome from these four effects has reached a point where the evolutionary benefits are no longer compelling. And there have indeed been benefits from these processes, else humans (and other animals) would not have developed the behaviors in the first place. What are those benefits?
If we study non-human animals, like Robert Ardrey did as he wrote “The Territorial Imperative”, we can find non-judgmental reasons for these behaviors that actually improve the ability of those animals to survive and procreate. Many animals who are not the strongest and fastest must band together in order to stave off predators and to secure food and water. Prime examples are the meerkats, relatives to the mongoose, found in southern Africa. These small, intelligent animals form large communities in which labor is divided and rotated. Sentries, caregivers to the pups, food gatherers and tunnel builders all contribute individually to the collective ability of the “clan” to survive. When a threat is perceived from outside the clan, the meerkats band together to fight it off. As we have often heard, there is strength in numbers, when the individual is comparatively weak.
But meerkats do not accept just any meerkat into the clan. When a food gatherer leaves the tunnels for the day, they must go through a re-acceptance ritual when they return, in order for the group to first ensure the identity of the clan member. It is a ritual of submission. So within this species, and within a group of that species, the process of discrimination is found. This means literally to discriminate between those who belong to the group and those who do not. The survival value of this discrimination is to ensure that the animals entering the tribe are no larger in number than the tribe can support, and with whom there is a bond of mutual trust and commitment for assistance. Without this discrimination, the tribe would be less able to survive.
When the process of discrimination identifies an animal that the clan feels unable to accept, or even further, is threatened by, then the next effect in the sequence is applied, i.e., segregation. This is the separation of the perceived intruder so that the clan’s resources and gene pool are not diluted. If segregation is insufficient to remove the perceived threat, then persecution proceeds. This is the active exclusion of the segregated animals, in order to permanently eliminate the threat. Depending upon the vantage point of the observer, this persecution can be perceived as self-defense or a type of Holocaust.
If the discriminated, segregated and persecuted animals band together themselves, and are unable to obtain the necessary resources of survival any other way, they will enact a revolution to change the power dynamic sufficiently to be able to obtain food, water, procreation and longevity. If the revolution is overwhelmingly successful, then a new hierarchy is established wherein the formerly persecuted institute similar protections against intruders and the whole process starts over.
These natural, evolved behaviors have been necessary for many species to survive and grow. Until now, for humans. Without other predators than ourselves, the human population has exploded. With the advent of rapid long distance travel, almost instantaneous communication and the technology to wipe ourselves out in a few minutes, humans have reached a point of inter-dependency and potency of potential conflict such that no sub-group can hope to ensure its survival without the cooperation of all humans around the world. Our formerly useful behavior of exclusion is now collectively threatening the entire species.
A second factor that is causing the obsolescence of homogeneity in groups is the essential need for creativity in solving the problems that threaten our species’ future. That creativity only occurs when differences are welcomed–differences of ideas, opinions, methods, tools, processes, communication, design, etc. Arthur Koestler’s famous definition of genius is the “bisociation” of otherwise disparate ideas. This bisociation cannot occur unless disparate ideas actually reside close together, within a person’s mind, and within a group of people.
Interestingly, the most likely place for advances in inclusion to be made is within the commercial organization. In a company there is an immediate economic incentive to create inclusive behaviors, and thus there is a higher probability that the new behaviors will be learned much quicker than if they are mandated by some legislative body. In other words, business is in the best position to learn and apply the psychology of inclusion, where diversity of all types can be celebrated and applied to profitable effect.
Once we acknowledge that the psychology of exclusion is self-destructive, we must then apply the psychology of inclusion. First comes awareness. If we realize that inclusion creates more resilient, effective and creative organizations, then we will have the will to make behavioral changes. Next come cultural frameworks for inclusion: the broadest possible definition of who is considered welcome in the group, inclusive behaviors identified and rewarded, leaders exhibiting the inclusiveness as an example, inclusive behaviors receiving public recognition, etc. Once seeded with such reinforcement, polyglot groups will thrive, and outperform homogeneous ones. The chain reaction of inclusiveness will be self-sustaining, to everyone’s benefit.