Reflecting on the Six Degrees of Separation for Diversity & Inclusion

I came across this interesting article recently labelled: “Six Degrees of Connection: A mathematical Take on Social Ties” and it got me thinking about its implications for the future of work and inclusion. This article discusses a recent study that uses mathematics to explain the social phenomenon of six degrees of separation. The researchers found that our universal six degrees of separation results from individuals trying to balance the costs and benefits of their social connections.

What is the Six Degrees of Separation?

The Six Degrees of Separation is a theory that suggests any two people on Earth are, on average, separated by just six social connections. In other words, you're just six introductions away from any other person on the planet.

This idea was popularised by psychologist Stanley Milgram's experiment in the 1960s. He asked participants to send a letter to a stranger using only their social connections. The results were astonishing - most letters reached their destination in just five to seven steps.

What might this mean for diversity in organisations?

As someone that is fascinated by psychology, neuroscience and anything related to human behaviour, I constantly wonder and observe how we connect with other people. Having worked in the space of diversity and inclusion, I did a lot of work on creating environments that build a culture that encourages connections with people different from oneself. As most professionals in this area will tell you, that is easier said than done, as most people tend to be drawn to those like themselves.

Even in super diverse companies with international cohorts, people tend to connect with those that are from the same country and even region within countries. Why is this? I suspect that people seldom go beyond one or two connections in their social connections.

For example, when was the last time you asked a colleague in your social network to find you diverse candidates for a particular job? ?We often resort to the traditional online job boards (even LinkedIn) and continue to search within quite homogeneous networks.

Key Reflections on the Future of Work:

1. The Ripple Effect of Ideas: The study reaffirms the power of the 'Six Degrees of Separation' theory, suggesting that ideas, trends, and even diseases can spread globally within just a few steps. Reflecting on this, I can't help but marvel at the potential it holds for workplaces. Imagine the speed at which innovations could spread, the efficiency of problem-solving, and the seamless collaboration it could foster. We just need to reach beyond our own echo chambers and kick start the ripple effect. For example, next time you’re working on strategies to diverse your leadership team – why not ask your leaders to create new connections with ‘out-group’ people and kick start the ripple effect for diverse talent?

2. The Dance of Social Connections: The researchers found that individuals in a network are constantly engaged in a delicate dance, balancing the costs and benefits of their social connections. In the context of in-groups and out-groups, the "costs" and "benefits" could refer to the perceived psychological and social advantages or disadvantages of associating with certain groups.

For instance, aligning with a particular in-group might provide a sense of belonging and security (benefits), but it might also require conforming to group norms or participating in group activities (costs). Similarly, distancing oneself from an out-group might help maintain a positive social identity within your in-group (benefit), but it could also limit one's perspective and lead to bias or prejudice (cost).

Actively connecting with those different to us opens up new ‘diverse pathways’ that provide greater opportunities for growth, innovation and of course, more diverse talent. ?So actively lean into the discomfort of connecting (on a deeper level) with people different to you.

3. The Centrality Dilemma: The study also highlights the drive for social centrality - the desire for a central position in a network that balances the drive for prominence with the constraints of maintaining connections. This insight resonates with me deeply. I have often worked in organisations where minoritised ethnic staff & women are at the periphery of ‘networks of power’. Trying to connect and penetrate these networks means reaching a central set of individuals with influence and power.

In the future workplace, finding the right balance of connections could be the key to greater influence and success. But it also raises questions about the cost of reaching such centrality, both in terms of resources and emotional investment. If you’re in a position of power – how do you pull people in? Open yourself up to new connections and share the power!

Final thoughts

I see the 'Six Degrees of Separation' theory as more than just an intriguing social phenomenon. It's a powerful lens through which we can view and understand the dynamics of our workplaces and society. As we look to the future of work, I believe this interconnectedness will continue to shape our workplaces, driving innovation, collaboration, and inclusivity. It's a future that excites me, and I look forward to exploring it further.

#inclusion #behavioralscience #leadership #diversity #talentacquisition #uae #londonjobs