There is no denying that demographics are rapidly changing in the United States. It is common knowledge that by 2050, America will be a majority-minority nation. Globalization has made the notion of Mayberry a relic of the mid twentieth century and this shift is irrevocable. But with the benefits of a "melting pot" society come certain issues which demand serious consideration.
"Diversity" is a word often thrown around by politicians and in the media. Along with the word "community," it is ubiquitous on college campuses and the idea of diversity is institutionalized in campus organizations and offices. Emory is certainly not an exception.
As often as the word is used, it is rarely given proper examination – it is often either blindly embraced or shortsightedly ignored. Diversity too often is limited to an immediate, visual definition of a person or group. Race is the first thing one associates with diversity, followed by gender, religion, sexual orientation, nationality and languages spoken.
But these simple criteria predominate the conception of what diversity means. Such a simplistic definition of diversity also diminishes the possibility of many backgrounds and points of view strengthening society.
Socioeconomic status, political affiliation and regional differences, among other factors, also provide notable differences among people and are commonly omitted from what defines diversity. And even these differences don't come close to giving a concrete portrayal of diversity.
Diversity is more than many homogenous groups existing alongside one another. Though not always the case, the idea of diversity on a college campus often represents a group of people celebrating shared heritage among one another while largely limiting themselves to the group. Instead, real diversity requires consistent interaction and the exchange of ideas among different groups of people.
Neither individuals nor groups of people can be defined by a simple check-box just like people cannot be defined by physical appearance. There are too many factors that form who and what an individual or group is. Simply put, people have more value beyond such simplistic thinking.
Family upbringing, values, beliefs, interests, personal experience, among countless other characteristics create just as much diversity among people as do ethnic, religious or national backgrounds.
If a society truly wishes to achieve a variety of backgrounds, it must focus beyond the most obvious differences among people and look at the individual.
The Millennial generation is the most diverse generation in American history in terms of different ethnic and national heritage, languages spoken, among other factors. As a generation, we are more multiracial, come from more countries and have more complex backgrounds than any generation before us. As a whole, we are globally minded and culturally aware. But we have failed to gain a concrete understanding of what diversity is and what it can be.
When it comes to diversity, people often ask: "What makes us different?" While important to ask, this question misses the bigger picture. An equally valuable question to ask is: "what makes us similar despite our perceived differences?"
There is enormous strength in diversity, whether it exists in a university, organization, business or society. Shared and opposing backgrounds alike add to any group. Different backgrounds and perspectives help solve problems as well as create collaboration and a better understanding of the world. Though at times flawed, the idea of many people from different backgrounds sharing a common bond is a distinctly American ideal and an undeniable part of what has made this country thrive for generations.
Understanding and benefitting from diversity is a great challenge for our generation and will continue to become more necessary with globalization and changing demographics. It is imperative for our generation to move beyond a casual idea of a commonly-used word and embrace the potential of its application.
Online Editor Ross Fogg is a College junior from Fayetteville, Ga.
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