DIVERSITY is a topic that is becoming more and more prominent on Leadership agendas. But why is it so important?
The business case for Diversity is convincing: various studies have shown that diverse companies are more successful. For example, the 2015 DiversityInc report showed that the 50 companies which had the most diversity also outperformed the market. These companies had better corporate governance and created opportunities for innovation. All the same, most companies do not yet display diversity at the tops of their organisations.
Diversity is important because diversity of thought leads to better decisions and increased innovation, reducing “Groupthink”.
Organizations can consider many dimensions of diversity: gender, race, ethnic group, religion, age, LGBT, and disability.
Diversity of thought is an important staple in Organizational Culture, creating an environment where “outside-the-box” ideas are heard. When minorities form a critical mass and leaders value differences, compelling ideas have a chance of being followed through.
“If you have a brain, you are biased”
– David Rock, Neuroleadership Institute
As humans, we tend to favour those who are similar to us. It’s simply the way our reptile brain works. While many may consider themselves open-minded and open to diversity, few have taken the time to explore their own subconscious preferences which guide their everyday and business decisions.
Biases come to play when making a decision between two options which are similar, i.e. choosing between two employees with similar track records and qualifications. In order to foster a climate of true Diversity which drives Innovation, it’s important that leaders become aware of their own decision-making triggers.
Diversity of thought is an important staple in Organisational Culture, creating an environment where “outside-the-box” ideas are heard. When minorities form a critical mass and leaders value differences, compelling ideas have a chance of being followed through.
In order to survive in today’s economy and in the future, corporations have to think about the recruitment and retention of current and future talent, i.e. Generations Y and Z. These generations have a unique position in the labour market and their needs may be different to what traditional corporations are used to, but cannot be ignored.
We develop custom-made leadership development trainings that will enable your leaders to shape a diversified working environment. With our trainings and workshops, your organisation will be well-equipped to deal with the challenges of the current and future economic climate.
Themes: Gender balance, Diversity, Management of Generations, Generation’s conflict