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Many Silicon Valley firms are scrambling to hire executives to focus on diversity — there’s an opening at Airbnb right now for a ‘‘Head of Diversity and Belonging.’’ But at the biggest firms, women and minorities still make up an appallingly tiny percentage of the skilled work force. And the few exceptions to this rule are consistently held up as evidence of more widespread change — as if a few individuals could by themselves constitute diversity. … Why is there such a disparity between the progress that people in power claim they want to enact and what they actually end up doing about it? Part of the problem is that it doesn’t seem that anyone has settled on what diversity actually means. Is it a variety of types of people on the stages of awards shows and in the boardrooms of Fortune 500 companies? Is it raw numbers? Is it who is in a position of power to hire and fire and shape external and internal cultures? Is it who isn’t in power, but might be someday? … Over the past few years, numerous editors have reached out to me asking for help in finding writers and editors of color, as if I had special access to the hundreds of talented people writing and thinking on- and offline. I know they mean well, but I am often appalled by the ease with which they shunt the work of cultivating a bigger variety of voices onto others, and I get the sense that for them, diversity is an end — a box to check off — rather than a starting point from which a more inte­grated, textured world is brought into being. I’m not the only one to sense that there’s a feeling of obligation, rather than excitement, behind the idea. DuVernay herself hinted at this when she, too, admitted that she hates the word. ‘‘It feels like medicine,’’ she said in her speech. ‘‘ ‘Diversity’ is like, ‘Ugh, I have to do diversity.’ I recognize and celebrate what it is, but that word, to me, is a disconnect. There’s an emotional disconnect. ‘Inclusion’ feels closer; ‘belonging’ is even closer.’’