Embracing Deep Level Diversity: A Holistic Approach to Organizational Growth

Much has been said, researched and discussed when it comes to diversity and there are not many companies where the theme of diversity is not on the agenda of the board. This is a good development and has led to increased awareness of the topic.

However solely focusing on diversity in the form of gender balance or other directly measurable impact may no longer be sufficient. The conversation around diversity has evolved from a focus on visible traits to a recognition of the profound impact of deep level diversity. This encompasses the myriad of values, beliefs, and experiences that shape an individual's worldview and approach to work. As organizations strive to create inclusive environments, understanding and leveraging deep level diversity has become a cornerstone of sustainable success.

The Essence of Deep Level Diversity

Deep level diversity goes beyond the surface-level characteristics of race, gender, and age, delving into the less observable but equally significant attributes such as personal values, cultural experiences, and unique perspectives. It is these attributes that drive innovation, foster creativity, and enhance problem-solving within teams. When individuals from diverse backgrounds come together, they bring a wealth of ideas that can lead to groundbreaking solutions and a competitive edge in the marketplace.

Strategies for Promoting Deep Level Diversity

Organizations can promote deep level diversity through various initiatives. Inclusive recruitment practices that prioritize a candidate's unique experiences and perspectives, diversity training that educates employees on the benefits of a diverse workforce, and mentoring programs that facilitate the exchange of ideas are just a few examples.

Measuring the Impact of Deep Level Diversity

Measuring deep level diversity involves both qualitative and quantitative approaches. Employee surveys can provide insights into the workforce's values and beliefs, while diversity audits can evaluate the diversity of thought within teams. Inclusion metrics, such as the diversity of candidates interviewed and retention rates of diverse employees, offer quantitative data on the organization's diversity efforts. Measurements can be done via various psychometrics tools such as Hogan but do require a careful reflection first on the composition of your current teams and consequently what is needed for this future. This is a detailed task but a worthwhile one to consider.

The combined Effect of Diversity and Deep Level Diversity

The combined focus on topics such as gender balance ( or other related measurable topics) and the deep level diversity within an organization is profound. It leads to a more inclusive culture where every employee feels valued and empowered to contribute their best work. This, in turn, results in a more dynamic and resilient organization capable of navigating the complexities of the global market. By embracing deep level diversity, organizations can create a workplace where innovation thrives, and diverse perspectives drive progress.

I am curious to understand how you think about this topic and how you organize for this important topic on the board agenda. Please feel free to share your thoughts, comments and reflections in the comment box.