It directly contradicts the main thesis of diversity and inclusion, which is that the organization benefits greatly from allowing people to be who they are, and from encouraging the expression of different viewpoints. In doing this, the organization endorses behaviors that create the necessary supporting environment. It discourages only those behaviors that subvert that effort behaviors that belittle or disrespect fellow members of the organization and prevent them from doing their best work and adding value. This is the reason why education and a comprehensive culture change initiative is important. Only when people are informed of issues and are able to understand others perspectives can they ask and answer those questions accurately.
Diversity creates networks that segregate rather than unite an organization.
Networks have long been a fixture in the professional culture. Lawyers belong to the American Bar Association, doctors to the American Medical Association, materials managers to the American Production and Inventory Control Association. These kinds of networks may at first seem counter to the goals of diversity and inclusion since they may seem exclusionary. But they can be useful in helping people in the organization feel more accepted and less isolated. They provide opportunities for people with similarities to come together and offer each other encouragement, advice and ways to better serve the organization and community.