DiversityInc had hundreds of responses to yesterday's Ask the White Guy column, Can a White Person Be a Diversity Leader? Most of our readers felt the answer was yes, but a few had different thoughts. Here are many of your responses and more advice from the White Guy, Luke Visconti, partner and cofounder of DiversityInc.

I, too, have worked as a diversity leader who happens to be a white male. Luke Visconti's reply to the white woman is right on the mark! Most important is to bring your experiences to the table while truly listening and internalizing others' life experiences and "realities." As a white male, people questioned my motivations. It made the imperative to come out of the closet as a gay man part of my reality. Otherwise, people saw me only from the outside and used my whiteness and my maleness as their only frame of reference. Bringing people to understand your frame of reference, and seeking to truly understand and experience theirs, is what promotes lasting change. 

—Dan Sapper  

You need only feel defensive if you are disingenuous. While I do believe in the immediacy of physical identity, I do also note that it is only "skin deep". I have met and worked with white diversity leaders who are spiritually connected to the diversity mission. I've also met some who are not. "To thine own self ..." It's virtually transparent.
—Charles Lee

I am a black female in leadership in Wachovia. I commend you for tackling this tough issue of diversity. Your peers or team must understand change has to start somewhere, and it is a team effort. If history recalls, black slaves escape with the help of others (whites) who did not support slavery then. We do have today non-black people who care about the issue of equal opportunity for all people. To the white manager who seeks out valued information, you should not have to prove your genuine intent ... I respect you wanting to understand how you can move forward to make a difference.

—Shallina Hudson

First, the usual introduction (I am a black man). Your answer to the question by the white female only slightly touched her main problem. And you touched it [and] then totally misinformed her when you said "Be white." I know you meant to say "Be yourself." But herein lies the problem ... what does being white mean? Is whitedom not a social construct consciously chosen to extract disproportionate privilege in a racially structured exploitative and oppressive system?

It is not a question of having diverse friends or inviting them to your house. The problem the questioner has is called lack of authenticity. To be authentic, she is called upon to change her "being," and stop being "white." She has to commit racial suicide by being "white" in color only.

In other words, if she rejects the benefits of white privilege, that is the action you are talking about. But if she truly rejects white privilege and embraces equality and diversity, she does not need to change her color because color is irrelevant in a truly just society. She will stop being just a white female and become a human female.

How would she commit this necessary hara-kiri? The answer lies in action. She should sit down and make a list of all that is wrong with the present society. Then make a mental construct of the nature and appearance of a truly just and diverse society, where racism has been eliminated. This would be along the line of MLK's "I have a dream," but go beyond that. Actually construct that society, its benefits and strengths (i.e., racialized poverty gone, lower crime, safe neighborhoods, happiness, fulfillment, probably better communities, better economy, etc.)

This is her vision, in her own mind. Her truth. Her commitment. The society she wants to expend her life bringing forth. Then use that vision as the driving force to her actions in one or various sectors, be it education, workplace, neighborhoods, government equity, whatever.

Her passion now will be the passion of a leader trying to bring forth a new order, not just a white person trying to help disadvantaged non-whites. We are all disadvantaged to live in a society not achieving its full potential by spending millions suppressing minorities. By committing fully and unreservedly and accepting in the Gandhi-an fashion, whatever consequences, including being ostracized, deprivation, etc. (this is key), she achieves authenticity and can then embark on constructing a post-racist society, not on behalf of people of color as a privilege to them, but as the only real meaningful struggle in a society that does not know better.

It is not that black people do not trust white people doing diversity work; the main issue is that white people do this as if they are not part of the solution in terms being beneficiaries of diversity (although they accept being part of the problem), as if they are doing it for black people so black people will become better off economically, even surpassing them.

So black people are suspicious that these are people who can retreat to their inherited privilege any time and leave you there hanging (in other words, you cannot rely on them as your comrade through thick and thin. For many whites, the concerns for diversity are usually a phase before they land the dream job with government or corporations, then they settle to lead the real life. The former diversity seekers become part of the oppressive structure by lifting a finger only limply even when glass ceiling is glaring.) 

By embracing the struggle fully, it will also help black people who are seeing issues only in black/white terms and believe the answer lies in rejecting everything related to white people.

Please. Let her make the vital steps. When she makes that step, no person of color will ever see her white skin again. She will stop referring to herself as a white female, but as a freedom fighter.

—Tegi Glosdata

Luke Visconti's response: Thank you for your effort, but I disagree.

I didn't mean to say "Be yourself." I wrote exactly what I meant: "BE white." I am proud of the righteous white men and women whose shoulders I stand on to do my work. We have our comrades of color—just as they have their white comrades.

I do not think it's possible to commit racial suicide, nor do I think it is desirable. It would be a tragic loss to homogenize human beings. Plurality is my vision for our society. In this regard, I completely understand the struggle of the deaf community that rejects cochlear implants.

I also reject the third to last paragraph—it's not just white people who turn their back on work in diversity when they reach a certain position. I know a few black and Latino diversity executives who fit that description. This is a common human failure seen in every community.

More Reader Responses:

After reading the question, I think that one needs to look at diversity as something that transcends color. It is simply a calling to provide equal opportunity and fair treatment for all qualified human beings to reach their fullest potential in the workplace. At the same time, each person's race or ethnicity should not be denied or diminished in the workplace. Instead, each new culture that is welcomed and brought to the table enhances the richness of an organization and enhances its ability to better serve the marketplace.

This person should be encouraged to rise above people's petty opinions about her commitment to diversity. If this is her calling and she is sincere, the same people she is fighting for will embrace her and support her. If she is not sincere, unfortunately she will know by the lack of people stepping forward to join her in her efforts. In the long run, sincerity and competence trump color any day.

At the same time, trust from disenfranchised groups is earned and not to be assumed or taken for granted. Even people of color in diversity positions have to earn the trust of their diverse constituents along with their non-diverse constituents. 

Keep striving, and don't turn back. The diversity endeavor needs all persons of the human tapestry to further its cause.
—C. Darryl Hughes

Luke, I found your comments right on track. As a white-male diversity leader (although a gay one), I have run into the issues the lady is speaking of. However, my friends that are of color are able to "give me a pass" in most cases. I talk about what I have experienced and ask for others to tell there [sic] stories. For the lady, don't assume that just because they are of color, their experiences are all the same. Are your experiences as a female in the workplace the same as all females? We each have a unique experience that needs to be shared. 

—Chuck C. Stephens

Can a white person speak on or teach diversity? Of course! I am a white man. But, I am also gay. I also have nieces who are Muslim Canadians. My brother-in-law's name is Mohamed. Don't I have an interest in educating my coworkers on the issues that not only affect others but myself and my family? Also, why should people of color have to teach white folks about their issues?

If there's racism out there, should it be up to people of color to teach against it? I don't think so. White people should be leading the fight against racism, intolerance and hatred in general. I would love to see people other than gays and lesbians fighting homophobia. One rarely sees or hears other groups speaking out against it. It's always the poor little gay man or lesbian who is upset that they've been fired. Others eventually stand behind them, but it would be nice to see others LEAD the fight. Can whites be diversity leaders? Yes. It should be expected!

—James Lee

You might be a white guy but you are so good. Please tell your reader that she has modern-day white women all over this country doing just what she's attempting to do. Most of them are in those 50 companies that DiversityInc lists every year. Stop trying to reinvent the wheel and talk to some of those women. They would love to assist you. There are so many just waiting to assist you in your journey.

—Jaki White

This story hits me directly, as I, too, am white. I have been in the field of diversity for almost 28 years. I have accomplished many things in my career to help minorities and women and continue the challenge every day. This has been my passion and my full dedication. Only over the past three years have I seen people of color doubting my genuine interests and goals. Sometimes they are not trusting me and I have started to doubt myself from their actions. I have even thought about making a career change. When I have applied for director-level positions in diversity, I am usually the only candidate that is white, and the positions have gone to women of color. Your suggestions are sound and I do practice these things every day, as this is second nature to me after all the years. What else can a white woman do?
—Lee Quinn

I tend to get frustrated with diversity leaders (no matter their color) if I do not see them doing their job or if I feel they are not being straight with me. I'm not sure the doubt is with their color, rather than their agenda.

—Angela Hicks

Too often, diversity offices are staffed almost exclusively by persons of color. While not intended, some white people therefore assume that diversity only involves elevating people of color and that they have no role in such things. Too often, people don't see diversity as a means to promoting understanding of other people's culture. White people should be in the middle of the fight to promote equality for all people. A white person can lead a diversity office and will win minorities over if he or she is sincere in fostering positive diversity programs.
—Howard White

I'm a 33-year-old woman who sometimes is unsure if she's African American or black! What's the benefit of being called an American when racial injustice is all around me, specifically charged at my people and others of color? Now, usually I don't post comments to articles, but after reading yours, I cannot help but comment on the six points you made.

Starting with points one and three: You hit the nail on the head. Action definitely speaks louder than words. Donations, favors, gifts, (etc.) are nice [but] nothing beats genuine fellowship.

Points two and four: Educating yourself about the history of white people who have fought for civil rights and freedom is something that is unfortunately not publicized often. When you speak of civil rights and the movement, it is easy to carve the image of white people to be evil, but that is not the case; there were many white people who actually suffered at the hands of racist cops and their dogs, received threats, bombings, lynching and hangings from racists because they stood for what was right. The opposite of ignorance is intelligence ... educate, educate, educate ...

This is something to really take to heart because although we are United States citizens, white and black people really live in two different worlds.
—Deana White-Raymond

I absolutely agree with Luke, especially with his observation that he's been accepted more among people of color than his counterparts' experiences among whites. 

A few things I've found that work for me as a white woman: sitting back and shutting up and listening. Where possible and appropriate, I make sure people of color are on committees, teams and projects. So even if I can't serve on the board of Bennett College, the people of color I work with see me trying to practice what I preach. 

I've also gotten myself into trouble by advocating for people. This hasn't necessarily done wonders for my career, but I think what it has done (quite accidentally ... certainly I didn't plan it this way) is to show the people I work with that I'm willing to sit in the fire with them. I've also gotten really, really good at apologizing for mistakes and speaking the truth. I once had an African-American woman come to me and thank me for helping her understand how white people view life.