Diversity: The third principle

Your experiences in life up to this moment have altered your perspective of reality.

Based on how you were raised, where you are from, and what you were taught, you may see the world entirely different than I do. And that’s terrific.

Your brain focuses on what it wants and what it knows. It can be as simple as someone’s hobbies or interests consuming their mental energy. Here’s an easy example, let’s say you were a car enthusiast. You may focus solely on the cars on the road whereas my attention is drawn to the trucks that others are driving. Although we both ventured on the same street, our recollection of what other vehicles passed by can be entirely different.

The unique recollection and contribution to life by others is intriguing to me. I love to learn about the hobbies, interests, and the upbringing of others. Whether it be discussing their passions, culture, religious beliefs, or strengths, I am infatuated with their view of the world. I am able to borrow from the perspectives of others and build upon my own understanding of reality. I find myself feeling more well-rounded when I learn from others.

The same applies to companies. By combining the experience, perspectives, and strengths of others, the organization is more likely to be equipped for success. Properly utilizing diversity and inclusion within the workplace enables faster growth and meeting the needs of the masses.

Diversity drives innovation

Think of a toolbox only containing basic tools. Perhaps multiple hammers and screwdrivers but no power tools to quicken the process.

Let’s pretend you have a large home project but must use the few simple tools in your box. The process would be both difficult and agitating. Without a myriad of tools, you may not finish the job at all.

Successful companies strategize the development of a diverse toolbox. They strive for diversity and inclusion in their hiring processes. By obtaining all necessary tools, projects are completed efficiently and effectively.

One of my favorite books on diversity is Driven by Difference by David Livermore. His writings focus on how great companies fuel innovation through diversity. He describes diversity as not only the combination of age, gender, orientation, and race but also a collaboration of minds. By utilizing a diverse subset of individuals, ideas, and solutions can be generated faster.

As I reflect on a few of my most efficient meetings, it’s no surprise that a diverse collection of individuals was involved. Like a well-oiled machine, I have seen solutions provided to major problems simply by cultivating the unique skills of the group. Isn’t that the whole point of hiring the right people?

Diversity within the workplace opens doors of opportunity. Strides of innovation are made when successful companies embrace the different expertise of others. It is easier to experience rapid market share when properly cultivating diversity.

Consider the facts

Diversity alone does not produce results. Only when a culture of inclusion is instilled within the company can diversity flourish. Inclusion starts from the top. If the act of embracing the talents, beliefs, and differences of others is not already present, then hiring a more diverse team will not have an immediate outcome. Rather, when inclusion is built into the core values and morals of the company, a diverse team will propel expansion and therefore maximize profits.

According to research performed by Josh Bersin, companies are 1.7x more likely to be innovative leaders in their field when employee inclusion is present. Josh also found that these same companies are 1.8x more likely to be adaptable and change-ready. This enables a competitive edge.

The company Cloverpop conducted a white paper disclosing that teams with more inclusion are 87% more likely to provide better solutions than the alternative. It was also found that these decisions are made in half the time when compared to teams that do not have a diverse collection of employees and skills. Ultimately, resulting a higher metrics.

Harvard Business Review has provided us with statistics regarding the overall growth of diverse companies. It was found that companies successful in employee inclusion and diversity are 70% more likely to capture new markets. This is due to a greater ability to adapt and address the needs of the market, regardless of geography.

As mentioned in my previous newsletter regarding company engagement, employees are more likely to feel purpose and care while at work when leadership provides avenues of collaboration. Thanks to Deloitte research we are reminded of the importance of engagement. When organizations or teams foster inclusion, goals can be surpassed through buy-in and purpose. Deloitte found that 83% of Millennials feel more engaged when companies put forth efforts to drive the collaboration of others through diversity and inclusion.

Fuel innovation through encouraging diversity

It’s never too late to create a diverse toolbox at your own company. Given the facts, there are endless benefits to cultivating a diverse workforce.

Combine talents. Combine backgrounds. Combine perspectives. Combine experience.

Through learning more about the topic, I have found several common themes and practices for the internal promotion of diversity.

Promote an inclusive culture

• Encourage open dialogue —> Create platforms (like town halls, forums, or online discussion boards) where employees can share their ideas and perspectives openly. Technology is your friend.

• Inclusive leadership —> Train leaders and managers on the importance of diversity and inclusion, and how to manage diverse teams effectively. If you need to, hire an outside consultant on the topic!

Recruit a diverse workforce

• Broadening recruitment channels —> Use a variety of recruitment channels to reach a wider pool of candidates, including job fairs, community organizations, and online platforms.

• Bias-free hiring practices —> Implement blind recruitment processes to minimize unconscious bias and ensure a fair hiring process. This will also eliminate any reverse bias.

Create diverse teams

• Cross-functional teams —> Form teams with members from different departments, backgrounds, and skill sets to bring a variety of perspectives to problem-solving and innovation. The combination of perspectives will bring forth results.

• Employee Resource Groups (ERGs) —> Support ERGs where employees from similar backgrounds or with common interests can connect and generate ideas. This alone builds community in the workplace.

Leverage diverse perspectives in decision-making

• Inclusive meetings —> Ensure meetings are structured to include input from all attendees and make a concerted effort to solicit feedback from quieter or minority voices. If you aren’t open to the perspectives of others, you’re wasting their time and talents.

• Diverse advisory boards —> Form advisory boards or committees with diverse members to guide decision-making processes. Even a diverse party planning committee will be a good way to start.

Celebrate and learn from diversity

• Cultural events —> Organize events that celebrate different cultures, backgrounds, and perspectives within the workplace. Give others the opportunity to learn!

• Storytelling —> Encourage employees to share their personal stories and experiences to foster empathy and understanding among colleagues. This also builds trust and understanding.

Put your own spin on things. Analyze your company and its’ current state of diversity and inclusion. Based on your findings, ponder your own solutions to enhance diversity.

If not you, then who?

It’s easy to think that someone else will step up and make a change. Let’s be real, most people are afraid to solve problems when the solution includes a large group of people. Most individuals find it easier to keep to themselves and hope that management will have a random and sudden enlightenment on the topic. You and I both know this is a false hope.

By reading this all the way through, you are likely fit to make the change. It’s likely that you had a few ‘aha’ moments while skimming through this page. I would only hope that you attempt to apply your own inspiration to your team and surroundings.

You have your own perspectives. Your talents are different than those of your team or your management. USE THEM. Don’t waste what you’ve worked hard to earn.

Your attempt to drive diversity and inclusion just might be the most impactful thing you do.

I hope you enjoy the rest of your day! If you need me, you know where to find me.