Let`s get out of the bubble

When was the last time you had an intensive exchange with someone who had a different opinion, worldview or a completely different social background than you? A passionate discussion, at eye level and in mutual personal esteem? If you ask yourself this question, the answer could be sobering. And you are not alone in this.

In the past, institutions such as clubs and churches, as well as inns, were places where people could meet in all their diversity, discuss with one another and learn from one another. Today, the importance of these institutions has declined dramatically, and with it, their role as meeting places and social bridge-builders in society has been partially lost.

The bubble

At the same time, the internet and social media have established themselves as a seemingly endless source of information and opinions. What initially seemed like the promise of unlimited diversity has turned out to be an algorithm-driven amplifier of our own world of thought. Instead of benefiting from a wide range of perspectives, we move in filter bubbles that only reflect what we already think and believe. And with every click and like, this effect is amplified.

Confrontation with contrary perspectives is becoming increasingly rare. The reinforcement of one's own world of thought displaces constructive exchange with those who think differently. Discussion is becoming increasingly heated and harsh, driven by trolls and agitprop bots, not least because of the perceived anonymity.

The workplace as a place of encounter

In today's society, the workplace is often one of the last places where people with different views can meet (peacefully). Ideally, it should be a refuge for constructive exchange and enrichment through others.

In an increasingly polarized society, companies also bear a growing responsibility in this regard. They are developing into crucial social hubs: the lived togetherness, the democratic discourse, the coming together of diverse individuals take place in the coffee kitchens and meeting rooms, on company outings, in meetings and in team chats.

Diversity and discourse as a prerequisite for future viability

Companies are therefore playing an increasingly important role in our diverse society – even beyond the everyday working day. This not only creates a moral obligation, but also a strategic opportunity: if we succeed in uniting people from diverse backgrounds and encouraging them to exchange ideas, it not only promotes our coexistence.

Companies also distinguish themselves positively in the highly competitive labor market and benefit from better, more sophisticated solutions. Because talented people with different backgrounds and views, with different origins and influences, find more diverse, innovative and practical solutions. And this applies all the more in the competition for customer target groups, which in turn are also becoming more and more diverse. In many cases, diversity is becoming a key success factor that is crucial to a company's future viability.

Impact on everyday work and challenges

As clear as the benefits are, companies and their managers face major challenges when it comes to promoting diversity and open exchange. It is not without consequences that employees are increasingly unaccustomed to constructively exchanging opinions, reflecting and seeking compromises in their social environment and in the overall social experience. If they are less and less responsive to others in their daily lives and work together to find the best solution, then this also has an impact on the reality in the workplace. Consequences can be increased silo formation and growing departmental self-interest or narrow communication behavior and unresolved conflicts at the expense of third parties. This is also because the willingness to take overall responsibility for an overall process or result is dwindling.

Another major challenge for managers is to find a way to manage escalating conflicts from the private sphere. If the workplace increasingly becomes the only point of contact, confrontation is almost inevitable:

How do you deal with it when Russians and Ukrainians sit across from each other in the office at the outbreak of the Russian war of aggression? How when people who come from the combat zone stand side by side at the workbench during the Hamas attack on Israel? And how do you manage peaceful coexistence when it turns out that a person from a culturally homophobic environment works closely with a homosexual person?

There are no standard answers to these questions. But it is important for managers to address them and show the way forward. Without committed managers who deal with these conflicts empathetically and actively promote greater diversity, diversity and peaceful coexistence often remain no more than empty words.

This is where the importance of value-based corporate governance comes into play. The clear will to change, curiosity and a willingness to learn must be anchored as central corporate values, and a diversity of perspectives must be recognized and cultivated as a valuable resource. And this must be demonstrated on a daily basis. Because change does not happen by itself, and a company does not automatically become more diverse and thus more colorful.

Diversity is a question of will

Above all, diversity is a question of will. It requires constant encouragement, thought-provoking impulses, but also concrete initiatives. Values must be communicated and lived every day and with every decision. Only when everyone feels they belong and can contribute their strengths will diversity become a success factor. The goal is inclusion and cooperation.

Companies are not only economic actors, but also social shapers. It is our responsibility to promote the diversity of our workforce and peaceful relations with one another – and thus contribute to an open and diverse society. Companies that take this responsibility seriously and use the strengths and potential of a diverse workforce as a strategic advantage are not only role models in society, they will also be more economically successful.

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This article “Raus aus der Blase” was first published in German this month as a guest article in the magazine Business Punk. The tension between opinion bubbles and open dialog has been on my mind for a long time. More than ever, I am convinced that we have to get out of this bubble. That's why I chose to write a guest article on an exciting platform to reach an even wider audience. The article is also published (in German) on my personal blog: https://www.ehmers-blog.de/2024/raus-aus-der-blase/