Why Diversity Really Matters

The topic of diversity today seems to be mostly concerned with the inclusion and visibility of groups of people previously under-represented.

Fundamentally that's a good thing. However, you can easily miss an equally if not more important attribute of diversity. An attribute that is a success imperative in a complex and fast changing world. Better thinking together.

Prior to this recent focus on the meaning of diversity which emerged in the 1990’s, diversity simply meant a difference in character or quality. Unfortunately difference sometimes underpins the potential for conflict or fragmentation. Even at the preference level of personality psychology this can be the case.?

‘Thinkers’ tend to see ‘Feelers’ as fluffy, and ‘Feelers’ tend to see ‘Thinkers’ as lacking empathy. Those who have strengths for seeing the big picture tend to have an allergy for too much detail. Those that have a strength for detail tend to accuse the blue sky thinkers of having their heads in the clouds. And so it goes on.

You have an inclination towards your way being more valid than the other, and then miss the inherent opportunity of difference in the process

It is a more sensitive affair when you start to consider differences of race, culture and gender. And yet the opportunity resides here as well, if only you could stay with the conversation in a kind and meaningful way.

Diverse teams are smarter

If you see difference and diversity as an opportunity to not only understand, but also access knowledge and innovation, you can recognise unique perspectives and experiences that might contribute to more expansive thinking. In fact you would seek it out because that's how you establish competitive advantage or accelerate progress.

Studies have shown that diverse teams are smarter and create better results. So your goal is to support diversity in a way that makes all people feel included and valued, and cultivates good business.

Avoiding conflict and fragmentation

It is your assumptions and unconscious biases that often inhibit your ability to reframe difference and diversity as a positive strength. Challenging these assumptions in a critical way will most likely result in increased conflict and fragmentation.

The productive alternative is dialogue. In an environment that fosters deep listening and non-judgement, you are able to become aware of your assumptions and biases, and potentially change your thinking and behaviour as a result.

Diversity is good for your brain

It is through communication you establish your identity. By taking a position and having an opinion you reveal that which matters to you. You reveal aspects of yourself, aspects of your identity.

You might also evolve your identity by evolving your opinions, values and beliefs through verbal exchanges. This is what Leon Festinger referred to in his work on Social Comparison Theory. You self evaluate based on the thoughts and opinions of others and what they think of your thoughts and opinions.

This is how your values, beliefs and identities change over time and it is very healthy. When you do this, you kind of calibrate your brain and you might even become a better person!

The opposite is like a bee that flies round in ever decreasing circles until it disappears up its own backside. Decreasing points of contact in the ageing is believed to be a contributing factor in Dementia.

Losing sight of the whole

When you defend your way as the right way (and often this is through silent internal beliefs and subtle disguises), you lose sight of the whole. Or perhaps more accurately described, you never get to see the whole. When you make no attempt to see the whole, your thinking will be at best a partial awareness or solution. At its worst it will be overly simplistic and irrelevant. It's a precursor for extinction!

Thinking about your thinking when you are thinking together (Dialogue)

The practice of dialogue provides a psychologically safe space for you and others (it’s a group thing), to come together and explore thinking. Not only your own thinking, but also the thinking of others and the group. In this space you are able to voice, listen and learn from and with each other.

This is how you might think together. This is how you might access the sort of collective intelligence required to solve the increasingly complex challenges your organisation is confronted by.

Three things to think about...

??Would you, your team or organisation benefit from better thinking together?

??What is the biggest thing you see getting in the way of better thinking together?

??How might you create the conditions to enable better thinking together?

Do you have a group or team that would benefit from better thinking together? I'd love to explore that with you.?