ABSTRACT
This chapter explores challenges to the Leveraging Difference paradigm about Diversity and Inclusion. This paradigm positions differences as strategic opportunities to drive desired results, in contrast to the traditional United States 'managing diversity' paradigm, which has usually positioned diversity as a problem to be managed. These challenging behaviors suggest a need for nuanced customization that involves and is transparent to the client. Such client involvement may offer increased self-agency and empowerment as the clients themselves co-create the interventions and learning designs, and may help further organizational empowerment. Perhaps an updated, more inclusive version of the paired learning practices of the bet midrash, the Jewish study hall, offers a useful analogy to forms of conversation for use in Leveraging Difference work. Working from Leveraging Difference approaches, any difference relevant to the client group's desired outcomes is legitimate to address.
