Diversity as a core value? Be honest.
Many companies call diversity a core value when it isn’t one yet. Chris Erickson on why declaring it an aspirational value is the honest move.
Summary
Chris Erickson uses diversity to show the difference between core and aspirational values. Many companies list diversity as a core value, but one look around shows it isn’t. Declaring it aspirational instead admits the gap and commits the company to working on it.
Highlights
- Diversity is often listed as a core value when it isn’t one.
- Teams can see the gap just by looking around.
- Calling it aspirational is honest and still sets a goal.
Key insights
Honesty beats aspiration in disguise
Claiming a value the company doesn’t live costs trust. Naming it as a goal earns it.
Aspirational values create work
Labeling something aspirational makes clear that effort is still needed, which gives the team something to act on.
Detailed analysis
Diversity is a common example because it’s a value many companies want to hold and few fully do. Presenting it as already true invites skepticism from the people who can see otherwise. Framing it as an aspiration keeps the commitment and keeps the core list credible.
Conclusion
If it isn’t true yet, say so. Then do the work.
Diversity as a value is a great example of this. We see this all the time, and most of the time it’s not a core value. Many companies state diversity as a core value, and in reality—I mean, you just look around—it’s not a core value. This is a perfect time to just declare it as an aspirational value. “Hey, it’s not a core value, but we want to be more diverse. We’re aspiring toward diversity. It’s something we need to work at.” That’s perfect.