Dear Lucy,
The 'like me' forces are no less active in the workplace and organizations have a role in reducing this - of course that is why diversity programs are key to many firms and organizations L & D. It makes good business sense - as well as social sense - to break down these prejudices. That is difficult, however, which is why I was so pleased in the case study in the blog that we did get real increases in diversity behaviors (which was the reason wellbeing increased).

In a mature organization, certain kinds of disagreement with the bosses are welcomed. That is how growth and development happens. But not always, because not all views about what is right can be equal (e.g. some people have more experience, more knowledge, more influence etc.). The difficulty is in knowing when the disagreements have value and when when they do not. Unfortunately, some employees are not inclusive in their considerations either (e.g. of what bosses needed to do). So the need is at all levels, both up and down.

I have found that the same maturity is needed with friends too - there are some people who are too inflexible and cannot hear views outside their own narrow range. Others are more open. But it is not right to just ditch the first type - perhaps with time a friend can help views change, perhaps they have other real values. So care needs to be exercised because diversity of types of friendships and different levels of toleration in one's friends also helps us to develop......But friendship is two way and we don't decide for both sides, only ourselves. So even if we want to keep friends with different views they may not want to themselves......
Again, I look forward to a world where many different views can be expressed from many different kinds of people and will be evaluated for their worth. We are a long way from that for some good and for some bad reasons - mainly because we are also animals.....(as you said in your first comment)....
Best,
Ben

Best,
Ben