Fifty years of government policy, law, regulations and diversity initiatives has not undone the real problem behind the lack of women and minorities in business and today. Embracing difference requires conversation that involves discomfort. There is no way around this. Meaningful conversations about differences among people need to become core business processes. Developing curiosity about difference is a powerful substitute for judgement and bias. Apathy toward diversity in organizations can be mitigated by asking questions that, however uncomfortable to discuss, will serve to alleviate the barrier of indifference and create engagement with the topic. And this quite possibly may be just the kind of organizational therapy that leads to healthy, productive and sustainably diverse environments.