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"Diversity" is merely a synonym for variety, but in recent years the term has become a social-political philosophy and, among many, a pseudo-religion. The ferocity with which the disciples of diversity defend their beliefs is rivaled only by that of the cause's fellow-travelers on the hard-left: the doom sayers of global warming. At the risk of drawing the ire of the movement's minions, there is a vast difference between authentic (that is, natural) diversity, and "diversity" of the superficial, political sort. The former is a cultural asset, the latter, a liability.

An example of superficial diversity comes to us from FedEx Freight, where "Diversity Week" was celebrated earlier this month. Like many major corporations, FedEx evidently believes it must shout from the rooftops its commitment to diversity in order to appease the self-appointed, bean-counting overlords of race and gender. Like most diversity initiatives, however, FedEx's festivities probably did more harm than good.

Managers, for instance, were urged to schedule a "Meet & Greet" one day during Diversity Week. On the appointed day, employees were greeted at the door and thanked for their efforts. This is a commendable gesture. But managers were also encouraged to give employees a "Celebrate Diversity sticker and maybe some other small token." Isn't it odd — if not condescending — to hand out balloons and stickers to grown men and women?

It seems appropriate that the corporate memo from which I quote (supplied by an anonymous source) mentions the term "token," which is what minorities become under a diversity regime. Rather than independent, accomplished individuals, blacks, women, immigrants, gays and lesbians become representatives of this or that aggrieved faction: tokens of diversity. The highest compliment employers can pay to minorities is to treat them exactly like everyone else: Give them equal opportunity and fair pay. This would demonstrate a company's commitment to authentic diversity. Handing out balloons and stickers while making a ceremonial fuss over gender, race, sexual orientation, etc., demonstrates a commitment to pandering — a commitment to superficial diversity.

Public education was long ago duped and overrun by the advocates of diversity. Guilford's Board of Education, for instance, is establishing a committee that will "recommend ways to increase the percentage of minorities working on large construction projects" within the system. As reported last week, "the district has made an effort to reform its practices, including boosting the minority participation rate target from 10 percent to 12.5 percent." Why only 12.5 percent? Why not 50 percent? Clearly, the objective is to issue a platitude that will demonstrate the board's commitment to "diversity" and insulate its members from charges of racism; therefore, aim high. Alas, state-sponsored discrimination is not a remedy for the lingering effects of state-sponsored discrimination, regardless of the alleged nobility of one's motives.

Excessive devotion to ethnicity and the assorted superficialities of "diversity" is inflammatory and divisive. Then again, perhaps that is the objective. Speaking in Atlanta recently, Minister Louis Farrakhan warned his followers "not to be distracted by the successes of recent decades" and "urged black Americans to separate from mainstream culture to establish and support their own community." If the minister's vision were to become a reality, would we call it "diversity," "multiculturalism" or something even worse? At what point does diversity become ruinous to cultural cohesion? The minister's utopia is another example of superficial, insidious diversity.

Authentic diversity, on the other hand, is a cultural asset. And most of us see it all around us, day after day. In addition to other white males, I work with several black men and women, a Puerto Rican gentleman, a young Israeli woman and several white females. We work together remarkably well. In fact, as a direct result of their dedication, experience and expertise, several minorities have risen to positions of authority. But we don't patronize them with balloons and stickers, and we don't issue sanctimonious press releases about our dedication to diversity. The real world is far more congenial to minorities than diversity zealots would have you believe.

Consider this: The commander of space shuttle Discovery is Pamela Melroy, who will rendezvous at the international space station with Commander Peggy Whitson. Never before have two women been in command of two spacecraft at the same time. But Melroy and Whitson are not diversity tokens; the historic event is a coincidence. According to Melroy, "That's one of the best parts about it. This is not something that was planned or orchestrated in any way." Imagine that. Whitson and Melroy find themselves on top of the world — literally — without the assistance of a diversity task force.

Charles Davenport Jr. (daisha99@msn.com) is a freelance contributor who appears alternate Sundays in the News & Record.