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The Diversity Reckoning: Can HR Survive Without New Perspectives?
- 5. One of the biggest mistakes we make is assuming that other people think the way we think. -Morgan Freeman
- 6. Thought Diversity Leaders and organizations must let go of the idea that there is one right way and instead focus on creating a learning culture where people feel accepted, are comfortable contributing ideas, and actively seek to learn from each other. -Susan Woods Thinking About Diversity of Thought
- 7. Thought Diversity Definition: differences in perspectives, experiences, and ways of thinking beyond just physical traits.
- 8. Thought Diversity Thought diversity is the next frontier. A concept that we know intuitively and experience throughout our lives. A unique blend of identities, cultures, and experiences that impact how we think, interpret, negotiate, and accomplish a task. A focus on realizing the full potential of people by acknowledging and appreciating each persons unique perspective and different way of thinking.
- 9. Thought diversity goes beyond traditional diversity discussions, tapping into diverse viewpoints for better solutions, creating an inclusive environment where employees feel safe to express ideas. It aligns with evolving customer/stakeholder expectations.
- 10. Intersectionality of Thought Diversity Different aspects of identity influence thinking and perspectives. Cognitive or thought diversity is often a result of these intersecting identities and experiences that can drive innovation. Cultural Add" versus Cultural Fit Cultural Add: is a more progressive approach that focuses on how a new employee can bring unique perspectives, experiences, and ideas that will enhance and diversify the existing organizational culture. Cultural fit" is a traditional approach that focuses on finding individuals who align well with an organization's existing culture, values, and ways of working.
- 11. Limitations of Traditional Diversity Discussions A narrow focus on surface-level, demographic diversity. Does not consider how people think and work. Demographic Diversity A focus on broader factors that shape our thoughts and behaviors. Broader Diversity
- 12. Factors Shaping Our Thoughts and Behaviors Upbringing and Cultural Background Family values, social norms, and life experiences How we were taught to communicate and problem-solve Education and Life Experiences Field of study, training, and professional expertise Travel, hobbies, and exposure to different ideas Personality Traits and Cognitive Styles Introversion vs. extroversion, analytical vs. creative Preferred decision- making approaches
- 13. The Value of Thought Diversity Improved problem-solving and innovation Combining diverse perspectives to generate new ideas. Challenging assumptions and status quo. Better understanding of diverse customer/stakeholder needs Empathizing with varied backgrounds and viewpoints. Developing more inclusive products and services. Fostering an inclusive work environment Employees feel heard and valued. Increased job satisfaction and retention.
- 14. Thought Diversity Benefits of diversity of thought: Diverse thinkers help guard against groupthink and expert overconfidence. Diverse thinkers help increase the scale of new insights. Diverse thinkers help organizations identify who can best tackle their most pressing problems.
- 15. But what keeps us from embracing thought diversity?
- 16. Barriers to Thought Diversity FEAR LACK OF AWARENESS PROGRAMMING
- 17. Unconscious Bias The attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. The automatic, implicit associations that influence our judgments. Our biases are influenced by our background, cultural environment, and personal experiences.
- 18. Strategies to Mitigate Unconscious Bias Self-awareness and reflection Acknowledging our own biases and blind spots Asking for feedback from diverse colleagues Inclusive hiring and promotion practices Structured interviews, standardized evaluation criteria Diverse hiring panels and decision-makers Fostering a culture of open dialogue Encouraging employees to voice diverse viewpoints Addressing biases and microaggressions when they arise
- 19. Creating Psychological Safety Importance of a safe environment for sharing diverse perspectives Leaders modeling curiosity and active listening Benefits: Increased employee engagement Higher levels of trust More innovative ideas and solutions
- 20. Encouraging Active Listening and Respectful Debate Ground rules for constructive disagreement: Focus on understanding different viewpoints Maintain a spirit of mutual learning Facilitation techniques for effective discussions: Encourage all voices to be heard Manage power dynamics Summarize and synthesize diverse perspectives
- 21. Leveraging Thought Diversity for Organizational Success Cross-functional collaboration Bringing together diverse expertise and backgrounds Fostering mutual learning and problem-solving Idea generation and problem-solving Challenging assumptions Considering multiple angles and creative solutions Strengthening relationships with diverse stakeholders Understanding different needs and perspectives Developing more inclusive products, services, and initiatives
- 22. Key Takeaways Thought diversity drives innovation, customer-centricity, and inclusive cultures It aligns with evolving societal and organizational expectations
- 23. So What do you think?