Scene One: January 23, 2007:
Leaning into our discomfort around inclusion

Exercise Two: Wicked Problems/Tame Solutions

Why is diversity a wicked problem? What are the tame solutions we choose that may only exacerbate the problem?

What is a wicked diversity problem?

Wicked Diversity Problem: Your organization has never hired any African American women. You're not sure if it's because your boss is racist, sexist, both or some other reason that you can't fathom. He would never admit that he thinks an African American woman is the worst of both worlds: a minority and a woman. When you bring the issue up to him, he decides to have a "Spouse Day," hoping some of the African American men have African American wives they can bring around the office for a day.

Tame Solution: "Spouse Day" doesn't address the real issue, or the wicked problem. The wicked problem is that uncomfortable issue no one wants to address. The real reason behind a seemingly discriminatory action can have racist, sexist, and ageist, or other discriminatory, roots. And these roots make people uncomfortable. Better to come up with a tame solution rather than address the uncomfortable wicked problem.

"...humans are oriented more toward learning (a process that leaves us changed) than towards problem solving (a process focused on changing our surroundings)...

"...business and government persist in applying inadequate thinking and methods to solving problems. One reason they do that is because it is possible, in fact easy, to tame a wicked problem.

"To do so, you simply construct a problem definition that obscures the wicked nature of the problem, and then apply linear methods to solving it (this sets off a chain reaction that perpetuates the problem)."

- Jeff Conklin, "Wicked Problems: Naming the Pain in Organization"

Exercise:

  1. What are the wicked diversity problems in your organization and what are the tame solutions used to placate them?
  2. What action can you take to embrace wicked problems and resist tame solutions?

Examples:

A wicked problem may be the lack of a satisfying work/life balance. Your boss might say he cares about the employees, but is so focused on numbers and productivity he does not allow for enough personal time away from work. Especially when he is calling you on Sunday morning. When you confront your boss he comes up with the tame solution to allow "Casual Friday's" - so employees can feel more "at home" when working. An action you can take to confront this wicked problem with a wicked solution might be to tell your boss that you won't take weekend calls or e-mails. That you are going to hold firm on work/life balance. You commit to getting your work done, but during the workday. You say that you will actually take your vacation days, and he must find someone to cover for you while you're away.

Patti Digh and David Robinson of The Circle Project were the presenters for the first session, January 23, 2007, on inclusion and engagement in the workplace. Diversity and Inclusion Intentions are one of the main constructs of diversity and inclusion work.

Scene One was the first session of the 2007 NW Diversity Learning Series held in Seattle Washington, Life theater - Inclusion and Engagement: Challenging and Expanding My diversity Competency: Moving Beyond My Comfort Zone. The Series is organized by The GilDeane Group, publishers of DiversityCentral.com.