Diversity is more than just a buzzword. It is a tool that managers can use to gain a broader perspective and a more robust working group. Whether your company is considering entering a contract with an overseas vendor, or simply filling a vacant position, you need to consider how new team members’ lived experiences will alter, and possibly strengthen your existing group dynamic. If you are considering embracing group diversity, here are some things you may not have considered.
Diversity is Not a Dirty Word
There was a time when hiring minority workers was seen as a positive PR move, rather than a strategic HR decision. The focus was on eliminating discrimination from hiring and removing barriers for qualified applicants. More recently, the idea of a “diversity hire” has become code for something far darker, a form of discrimination that can undercut your company’s priorities and values. But the truth is that diversity in your workforce is more important now than it ever was.
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Traditionally, the idea of workplace diversity has been framed as one of lifting up individuals that are somehow weaker, or more disadvantaged, to give them professional opportunities from which they would have otherwise been excluded. Acknowledging the inequities of modern educational and employment opportunities remains important today, but it would be a mistake not to look at group diversity for what can be gained, rather than mitigating some loss. With the economy becoming increasingly global, businesses large and small are partnering with teams overseas and remote employees to get the skills they need regardless of race, nationality, or even time zone.
Why a Diverse Working Group is Better for Business
You may fully accept the idea of embracing group diversity from an ethical or values perspective, but you may not have considered that it could actually be better for business. In addition to the positive effect on the company’s brand reputation, embracing group diversity can have a positive effect on your workplace culture and bottom line.
When a workplace focuses on and even rewards conformity, it does two things:
- Silences outside voices
- Restricts innovation and creativity
Embracing diversity, in all its forms, means opening the table for discussions about all the assumptions underlying the way you do your work. By listening to and considering diverse perspectives, your team may be able to move past obstacles that held you back. Diversity of thought and approach can lead to more effective problem-solving, which can avoid unnecessary delays and improve financial performance.
Building a Robust and Diverse Employee Base
Embracing group diversity starts with considering a broad definition of diversity in your hiring and promotion practices. Depending on your industry and your company’s needs, this could mean hiring from outside your geographic area, identifying candidates with non-traditional employment or training histories, or even valuing neurodivergent candidates for their unique perspectives. Actively cultivating a team with diverse perspectives and cognitive approaches can help you avoid “groupthink” and get your team to break down the barriers and assumptions that have limited their approaches to this point.
It isn’t enough to simply hire people with different demographics. You need to build a workplace culture that embraces group diversity over conformity. This means confronting issues like implicit bias, and teaching employees (and leaders) how their own assumptions and cultural perspectives may be interfering with open communication between team members. Group training and one-on-one coaching can be used to break down those assumptions and take full advantage of the breadth of knowledge and experience diversity brings.
It is also important to recognize that no employee is just one thing. The concept of “intersectionality” examines how a person’s different social identities (as a woman, a person of color, a parent, etc) can overlap and intersect to create unique perspectives. Acknowledging and embracing intersectionality can help break down stereotyped assumptions, while also acknowledging team members’ experiences and how those experiences can translate into insights for your team and its goals.
Using Emotional Intelligence to Embrace Group Diversity
Embracing group diversity often creates problems in communication, cooperation, and conflict resolution. Different understandings about company expectations and roles, not to mention language barriers, can get in the way of productivity and collaboration. As a manager or team leader, your job is to mediate these missed connections, using emotional intelligence and strong leadership skills to bring team members together, aligned toward a common goal.
One way to do this is through careful application of emotional intelligence. This skill helps managers and leaders understand their own thoughts and motivations while also increasing awareness and receptivity to the thoughts and emotions of others. Emotional intelligence is essential when managing a diverse group of employees because it allows you to ask important questions to get past your own biases and assumptions, and empathize with team members whose life experiences may be far different from your own. By facilitating and encouraging open communication between team members, even when that communication is critical or emotionally charged, you can build a safe working environment for all your employees, giving them a place to thrive.
David Stanislaw and Karen Sherwood are leadership and executive coaches with 70 years of combined experience. Together, they apply their psychodynamic training and extensive experience to help leaders, business owners, and employees develop leadership skills and embrace group diversity. Contact us to meet with Stanislaw Consulting today.
This post was written by a human without the use of AI. Stanislaw Consulting does not consent to the use of its online content to train large language models or other forms of artificial intelligence.
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