Redefining Diversity and Inclusion: A Bold Call for a Deeper Perspective

Diversity and inclusion (D&I) have become central to discussions on organizational success, leadership, and employee engagement. The conventional approach to D&I—focusing primarily on race, gender, and socio-economic background—has made important progress in increasing representation and promoting equity.

While these efforts have been essential in creating more inclusive workplaces, it is crucial to broaden our understanding of diversity even further. Expanding beyond external traits to encompass the full spectrum of human expression, including neurodiversity, allows us to access a more holistic view of diversity—one that embraces differences in how people think, learn, and lead.

By recognizing these unseen drivers, we align with a deeper understanding of human potential, fostering true inclusion and unleashing creativity and innovation at every level.

Moving Beyond Surface-Level Diversity: A Deeper Look

Diversity is far more than what meets the eye. True inclusion means embracing the full range of human experiences—mental, emotional, and physical. It's about recognizing the diverse ways people think and learn, the range of emotions and perspectives they bring, and the varying physical needs and ways they engage with their work. These are the motivations and capabilities that allow individuals to thrive in unique ways. To create workplaces that innovate and succeed, we must redefine D&I to go beyond visible demographics, incorporating the subtle yet powerful drivers of human behavior, creativity, and potential. In essence, it's about valuing the whole person and the unique contributions they bring.

This broader perspective is rooted in the science of human behavior and goes beyond surface-level traits. It includes understanding how individuals emotionally engage with their work, how they process information, and how their physical interactions—such as energy levels or work preferences—affect their contributions. The Seven Universal Expressions framework offers a practical way to identify and leverage these diverse drivers. By adopting this deeper, more comprehensive view, organizations can unlock the full potential of their teams, fostering environments that not only respect diversity but also actively harness it to drive innovation and collaboration.

The Limitations of Traditional Diversity and Inclusion

The traditional focus of D&I has undeniably brought significant, positive change to workplaces worldwide. Organizations have become more intentional in recruiting and promoting individuals from historically marginalized groups, contributing to a more equitable professional environment. These efforts have been crucial in leveling the playing field and increasing representation. However, both research and practical experience are beginning to reveal that this approach, while essential, can sometimes be too narrowly focused.

A study published by Harvard Business Review highlights that while traditional diversity efforts around race, gender, and socio-economic background have successfully increased representation, they can overlook other critical dimensions, such as diversity of thought, values, and working styles. These less visible elements often drive innovation and organizational success, yet they remain underutilized when diversity is viewed through a primarily demographic lens (Berkshire HR Compliance ).

In addition, while focusing on external traits helps bring attention to underrepresented groups, it can sometimes alienate those who do not fall into these categories. Whether we recognize it or not, this narrow focus can unintentionally create divisions within the organization, leaving some employees feeling excluded from D&I initiatives. When people perceive that inclusion efforts only apply to certain groups, it can foster a sense of separation rather than unity, which undermines the very goal of inclusion.

The challenge is that focusing solely on external traits can result in diversity initiatives that feel surface-level, performative, or even counterproductive. Simply having a diverse mix of individuals in the room does not automatically translate to inclusion. The real value of diversity emerges when the full range of people’s perspectives, experiences, and talents are actively engaged and empowered. Inclusion is not just about who is present but about how each individual’s contributions are recognized and integrated into the organization's success.

True inclusion should be about recognizing and utilizing every individual’s unique qualities, values, and problem-solving approaches. When we focus only on visible characteristics, we risk missing the deeper, more meaningful elements of diversity—those that truly drive creativity, innovation, and collaboration. By expanding the lens through which we view diversity, we can unlock greater potential for growth and success within our organizations.

The Seven Universal Expressions: A Holistic Framework for Diversity

Unlocking the true potential of diversity requires a framework that goes beyond surface-level characteristics. The Seven Universal Expressions, drawn from the wisdom of ancient philosophies, offer such a framework, revealing a dynamic lens for understanding individual motivations and fostering a truly inclusive environment.

Why understand the Seven Universal Expressions?

1. Foster a more inclusive and collaborative environment.
2. Identify and leverage the unique strengths of each individual.
3. Improve communication and teamwork.
4. Unlock hidden potential and drive innovation.

Importantly, this framework does not impose rigid labels. Instead, it recognizes that each person is a unique blend of these expressions across their mental, emotional, and physical dimensions. Every individual embodies a combination of these expressions differently, making them fluid rather than fixed categories.

The Seven Universal Expressions:

1. Leader: Visionaries who inspire and motivate, with a natural ability to guide others towards a common goal. They thrive in roles that demand bold decision-making and strategic thinking.
2. Teacher: Passionate about sharing knowledge and empowering others to learn and grow. They excel at mentorship, creating engaging learning environments, and fostering a culture of continuous improvement.
3. Builder: Creative problem-solvers with a knack for turning ideas into reality. They are adaptable, resourceful, and driven to achieve tangible results.
4. Connector: Masters of building bridges between people and ideas. They excel at out-of-the-box thinking, fostering collaboration, creating harmonious relationships, and ensuring everyone feels heard and valued.
5. Analyst: Logical and insightful, with a keen eye for detail and a talent for strategic thinking. They thrive in environments that require critical analysis, problem-solving, and data-driven decision-making.
6. Devotee: Driven by a deep sense of purpose and commitment to a cause. They are passionate and dedicated and thrive in environments where they can contribute to something meaningful.
7. Magician: Masters of structure, order, and precision, transforming chaos into systems with a focus on execution and detail. They bring efficiency and clarity to complex situations.

These expressions are not meant to confine individuals to a specific role or label. Instead, they allow us to appreciate the complex and nuanced ways in which people combine aspects of each expression to shape their personalities, behaviors, and contributions to the workplace. Understanding this blend enables organizations to leverage the full range of human potential, promoting a truly inclusive and innovative culture.

Practical Integration of the Seven Expressions into D&I Strategies

By incorporating the Seven Universal Expressions into D&I strategies, organizations can move beyond a surface-level focus on external differences and begin to leverage the deeper internal motivations and talents of their people. This approach not only unlocks individual potential but also drives collective innovation, engagement, and success.

Here’s how companies can begin integrating this deeper understanding of diversity into their practices:

Rethink Talent Assessment: Traditional hiring practices often prioritize hard skills, educational background, and demographic quotas. While these factors provide insight, they rarely capture the full scope of a candidate’s potential. To build truly engaged, high-performing teams, organizations need to assess how individuals think, connect, and execute. By understanding a person’s unique archetype blend—whether they lead, analyze, or build relationships—companies can uncover core motivations and drivers beyond the resume. Equally important is evaluating whether these deeper motivations align with the organization's culture and values. This alignment ensures not only stronger performance but also long-term engagement, as employees feel a sense of purpose and belonging that fuels their success.

Tailor Leadership and Development Programs: Leaders and employees are not monolithic groups. By understanding each individual's core expressions, managers can tailor leadership development programs to align with their strengths. A Teacher may excel in mentoring or coaching roles, while a Builder might be more suited for project management or operations. Customizing development paths based on these core drivers can maximize employee satisfaction and organizational impact.

Foster Cross-Expression Collaboration: Teams perform best when they draw from a wide range of strengths and perspectives. Leaders should intentionally construct teams that bring together diverse expressions—Leaders who drive vision, Analysts who focus on details, Connectors who foster collaboration, and Magicians who spark creativity. When teams are built with this kind of diversity in mind, they are far more likely to innovate and solve complex problems.

Shift How We Measure Success: Traditional D&I metrics often focus on representation and quota-based goals. While important, these numbers do not capture the quality of inclusion within an organization. A more meaningful approach is to measure how well individuals are contributing based on their core motivations. Are employees engaged in work that aligns with their natural inclinations? Are they collaborating effectively across different expressions? By focusing on these qualitative metrics, companies can gain a clearer picture of how well they’re fostering inclusion.

Create a Culture of Understanding: True inclusion is rooted in understanding and appreciating what makes each person unique. Incorporating the Seven Universal Expressions into workplace training can help employees understand their own strengths and those of their colleagues. This promotes a culture of empathy, respect, and collaboration—key ingredients for sustained innovation and engagement.

The Future of D&I: A More Holistic Approach

The world of work is evolving rapidly, with remote teams, global collaboration, and constant technological advancements becoming the norm. This demands a new approach to diversity and inclusion. Focusing solely on race, gender, or socio-economic background is no longer sufficient to drive the innovation and engagement required in today’s complex, fast-paced world. We must shift our focus to a more holistic understanding of diversity—one that includes the unseen qualities that drive human behavior and potential.

The Seven Universal Expressions reveal a powerful framework for broadening the scope of D&I efforts. By moving beyond external characteristics and embracing the diverse ways individuals think, collaborate, and create, organizations can unlock new levels of performance and engagement. This deeper approach will not only lead to more inclusive workplaces but also position organizations to thrive in a world where adaptability and innovation are paramount, fostering greater collaboration, creativity, and overall success.

The future of work depends on recognizing the full potential of every individual—not just based on what they look like but also on how they think, act, and contribute. By integrating the Seven Universal Expressions into D&I strategies, organizations can unlock new levels of success, creating teams that are not only diverse in appearance but rich in thought, talent, and creativity.

This is the next frontier of diversity and inclusion—one that goes beyond the visible and taps into the full spectrum of human potential. The question is: Are we ready to embrace it?

Conclusion

It’s time to challenge the conventional definitions of diversity and inclusion and embrace a more holistic, nuanced perspective. By recognizing that diversity extends far beyond external characteristics and by focusing on the unseen drivers of human behavior, organizations can create environments that are not only inclusive but also highly innovative and dynamic.