What is “Diversity of Thought?”
Diversity of thought is the idea that there is more than one way to flourish. This notion is based on the common principle that people in our organizations have different frames of reference and world views, informed by their identity, background, culture, experiences, etc.

When well managed, diversity of thought can bring to an organization: innovation, enhanced performance and collaboration. It can, however, lead to conflict if mismanaged. It’s a well known fact that employees who are ignored or tolerated in meetings, not heard, passed over for promotions and recognition programs often feel undervalued. This behaviour, whether overt or subtle, will produce the same impact. However, when an organization actively welcomes all points of view from their employees, they are more comfortable expressing their perspectives without fear of negative consequences.

Benefits of Diversity of Thought
Research has shown that organizations that embrace diversity of thought tend to outperform those that do not. When it is seen as a corporate opportunity and embraced and valued as such, diversity of thought can:

• Lead to innovation therefore having a positive impact to the bottom line;
• Help build our interpersonal skills and tangible relationships with colleagues that are different from us;
• Expand our markets by encouraging innovative thinking and solutions from a diverse and inclusive workforce;
• Ensure that all opinions are considered and heard by not allowing a single opinion leader to monopolize the conversation; and
• Reduce errors and result in “smarter ideas.”

Tips for Encouraging Diversity of Thought in Your Organization
Our society has been conditioned to consider uniformity in thinking as positive and often reiterate this in meetings with phrases like, “Great! We are all on the same page.” Too often, outside-the-box thinkers are viewed as “odd balls.” The character traits that fuel their unique perspectives and unconventional thinking often present a challenge for traditionally-trained managers. Therefore if an organization is to leverage diversity in thinking, it needs to create an environment which encourages the diversity of opinions among its employees.

Below are some tips to help your organization maximize idea sharing and diversity of thought:

1. Create an environment where employees are willing to share their ideas – Embed diversity perspectives at all levels of the organization by encouraging all employees from senior leaders to new hires to acknowledge and accept ideas and opinions that are incongruent with their own. That does not mean they have to agree; it means they have to listen and accept, perhaps agree to disagree. At no point is it acceptable that an employee should not be heard because of a variance in opinion. The differences between employees offer these types of important insights; respect, recognition, trust, fairness, safety and reward are vital to diversity of thought.
2. Create environments that encourage people to learn from one another – These conditions include: allowing free flow of interaction, reduced hierarchy, cross-cultural teaming, information sharing practices, suggestions, idea generation, problem solving and feedback.
3. Train employees and leaders to be bias-aware – So many times, our mental models are built on stereotypes which often inform how we see and perceive others. Value employee’s opinions. An organization should shift their focus away from “whether the divergent opinion is similar to their traditional views” to “whether the opinion merits further consideration.”
4. Review and modify job descriptions and how they are being used – Eliminate language that alienates non-traditional applicants; ensure that job descriptions focus on areas that qualify candidates for soft skills, intelligence and even non-industry experience.
5. Use cultural sensitive tools – Such as a behavioural assessment that measures more broadly, instead of the typical narrow set of parameters.
6. Provide leadership training – Train leaders on how to identify, hire and ultimately maximize the potential value of candidates who think differently.

Evaluating ‘Diversity of Thought in Your Organization’
Does your organization practice diversity of thought? Consider the following questions when evaluating diversity of thought in your workplace¹:

1. What can be done to further make the environment one which encourages these exchanges of differences?
2. How ready is my organization to leverage diversity of thought?
3. What behaviours are encouraged, supported, rewarded and valued?
4. Is there an opportunity to:
   • Develop interpersonal skills?
   • Facilitate learning and communication?
   • Dialogue and resolve conflicts?
   • Share information?
   • Build consensus and accountability?
5. Is diversity of thought embedded on all levels of the organization (board, operational, marketing, HR etc)?
6. Are there avenues present to allow people from various levels and functions to offer their ideas, suggestions and insights?
7. Who talks to whom about what?
8. Is information freely communicated up, down and across the organization?
9. Are there processes in place to allow for interaction, participation and influence?

Given the importance of diversity of thought, small to large organizations should take steps to create environments and practices that maximize idea sharing and learning within the workplace. Organizations that explore diversity and inclusive practices stand a better chance of attracting, selecting, integrating and retaining the best talent in their workforce and furthermore, increasing their creativity, innovation and bottom line.

¹Adapted from Susan Woods, Thinking About Diversity of Thought, working paper, Henderson Woods, LLC, 2008; Audra Bohannon, What Is Diversity of Thought? Retrieved 18 April 2011, from Diversity Executive Website: www.diversity-executive.com; Randy Hain, Diversity of Thought: The Next Frontier, Retrieved 18 April, 2011 from: www.BellOaks.com

 

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