Diversity of Thought in the Workplace

When considering diversity in the workplace, the first thought that may come to mind is someone’s appearance, simply because that is the quickest indicator of difference between individuals. However, while appearance-based diversity should not only be necessary, but celebrated, diversity goes far beyond skin color. It is vital that we care for and respect our employees no matter their race, ethnicity, sexual orientation, gender, etc.

 

As employers and leaders, it is our duty to set the tone for respect in our organizations. I also encourage my clients and readers to look also at the importance of diversity of thought, and how all the previous categories listed not only contributes to, but enhances our businesses.

 

What is Diversity of Thought?

Quoting Henderson Woods LLC, “Diversity of thought introduces not only differences of perspective, but also differences in approach”. Diversity of thought focuses on the different ideas, concepts, perspectives, and approaches that are brought to the table because of our individual differences. These differences assist us with not only having a more well-rounded understanding of individuals, but also with how we look at issues and solutions in the workplace.

 

Consider this: if you owned a real estate business located in a suburban area, only hiring agents who were raised and lived in the suburb their entire life, how would your business grow? You would be much better off, both personally and professionally, by hiring agents with understanding of the surrounding areas outside your suburban district. While these outside agents may have different approaches and understandings compared to you and your suburban agents, they would also be able to bring new ideas, outside knowledge, and views that you and your employees hadn’t even considered yet because they’ve had different experiences and opportunities from you. They would help you grow and expand your business to something better than you ever thought it could be. Diversity provides a business expansion.

 

Steps You Can Take to Incorporate Diversity of Thought in Your Workplace

Take a look at our top three tips to diversifying your organization:

 

  1. Focus on removing any gender-specific phrases on your application (change “he” or “she” to a gender-neutral phrase such as “they” or “the candidate”).
  2. Choose to recruit from as many universities or applicant pools as possible. If you continue to recruit from the same specific locations, eventually your business will be made up of only those individuals.
  3. Be flexible. Sometimes, the perfect applicant may have a difference that you or your business haven’t encountered before. Be prepared to consider potential accommodations you can make. Does the perfect employee need a desk located closer to the wheelchair ramp? That shouldn’t be a problem. Will the best candidate require access to a private room for maternity reasons a few times a day? Your building should be able to accommodate that.

 

These are but a few of hundreds of ways that you can begin to implement diversity in your workplace. Remember, it starts from day one. A company that hires only one type of applicant, is one that will employee only one type of individual. Look beyond what you’ve done in the past, and embrace what differences you can incorporate in the future. There is a world of incredible, diverse, qualified employees out there just waiting to accept your offer letter.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

 

 

 

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What Does Authentic Leadership Look Like?

As leaders, we often forget who our most effective instructors in business leadership were. Although we would hate to admit it, many first lessons we received on how to (or really, how not to) lead come from Hollywood. That’s right. Films are successful because they portray dramatic scandals, relationships, and situations. Consider all the popular movies displaying poor boss/employee relationships: The Devil Wears Prada, Office Space, Wall Street, and Scrooged just to name a few. These films display a successful, yet ruthless, boss who is willing to make others miserable, all in the name of power.

 

It is imperative that we remember that these fictional stories are exactly that: fiction. They do not represent how we should treat others, or expect to be treated. The leaders in these movies do not display vulnerability, honesty, or transparency and that’s exactly why their employees detest them. The most important asset an authentic leader can have is a trusting team who knows that they are in good hands. But to earn that trust, leaders must first display 3 key traits: transparency, credibility, and forward-thinking.

 

Transparency

Your employees are not naive. In times of trouble or uncertainty, they will look to you for guidance on how to react and move forward, but they are not ignorant of the circumstances. As we are all too aware, COVID-19 hit the world, therefore businesses, hard. Most employees recognized that their career would change; either by shifting to a work-from-home situation, a possible furlough, or even a permanent layoff. While leaders could not control the situation, the best thing that they could do was show transparency and make sure that employees were informed of all updates to the company and industry. As a leader, it is not your job to have all the answers. But, an authentic leader respects their employees enough to share what they can, as soon as they can.

 

Credibility

That being said, as a leader you are not expected to have all the answers, but you are expected to know how to guide the team towards finding a solution. As said by James Kouzes, author of Credibility: How Leaders Gain and Lose It, Why People Demand It:

 

“If people don’t believe in the messenger, they won’t believe the message.”

 

Credibility is established through honesty and consistency; your credibility is vital to ensuring that the team understands that they are being led by a seasoned individual who is ready to fight alongside them. Stay reliable in your words and in your actions. Your team will thank you for it.

 

Forward-Thinking

As a leader, it’s vital that you see the bigger picture. Crisis occurs, failures happen, and mistakes are made. But as an authentic leader, you must be able to look past what is and see what could be. In the words of author Willie Jolley:

 

“A setback is a set up for a comeback”

 

It is not what happens to you, but how you react to what happens that proves your leadership capabilities. Always be on the lookout for the next opportunity, even if it’s currently packaged as a problem. And often, where you see an issue, a colleague may see a solution.

 

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About Debi

Debi is a coach to high performers, leaders and business owners wanting to achieve more and grow beyond what they believe is possible. Known for her clarifying insight and a pragmatic approach, Debi brings her clients to the next step by asking the right questions during strategy development and supporting them during strategy implementation. With experience in management, recruitment and employee development for various industries, she has a wide scope of expertise and will confidently guide you towards a successful future in your career.

 

Ready to take your career to the next level? 

Let’s chat. Schedule a call to discuss innovative solutions to your specific needs.

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