Strategic Diversity

How to implement strategic diversity in your diversity strategy

Diversity, an important and also sensitive topic in the current climate. Besides ethnic, geographical and age diversity, strategic and cognitive diversity is also very important. How can diversity benefit businesses? Good strategic diversity within an organisation ensures that team members become more creative, but they also challenge and complement each other. In short: diversity in a team ultimately ensures that the strategy can be implemented more efficiently.

Do you also want to include strategic diversity in your diversity policy? Or do you want to know what we can do for your organisation? Give us a call!

Strategic diversity, also called strategic use of cognitive diversity, focuses on the difference in how people think and process information. A high level of diversity within the team allows for more perspectives and understanding of each other’s ideas. Teams are more creative and solve problems more easily. More diversity in teams also creates loyalty and satisfaction among employees, which leads to higher psychological safety. Have you already included strategic diversity in your diversity policy?

"A diversity policy is made to recognise and value the differences between employees. These differences are used efficiently in order to jointly implement an organisation's strategy and goals. This policy is part of your diversity strategy, in which strategic diversity is getting more and more important.”

Talent development

We believe that people are naturally eager to learn and want to develop. Our insights help them to discover their full potential and connect this to strategy.

Sustainability

Our insights ensure that organisations have continuous insight into team performance, diversity and contributions. This allows organisations to (continue to) build sustainable teams.

Measurable diversity

Our tools and insights make strategic diversity measurable. On the basis of this, teams and organisations can be better classified.

Performance improvement

We help organisations to align strategy with people and team, which will improve individual, team and organisational performance.

How to implement strategic diversity within your diversity policy?

In an organisation with a good diversity policy, the qualities and talents of employees are better brought out. These organisations are also better at recruiting a more diverse workforce. This in order to promote equality and diversity in the workplace. Still, striving for diversity in a team turns out to be difficult. Organisations often do not know exactly how to implement a diversity strategy correctly.

Research on strategic diversity

Based on more than 30 years of research on diversity within teams, several insights have been gained. It has been shown that organisations, especially teams, benefit from strategic diversity within teams when solving complex challenges.

Solving problems faster through cognitive diversity

Teams with high levels of cognitive diversity solve problems faster. Why this is so, you will discover in the research on Harvard Business Review. Using the AEM-Cube, it measures strategic diversity within teams and organisations.
The three teams that completed the challenge in good time (teams A, B, and C) all had diversity in both knowledge processes and perspective, as evidenced by a larger standard deviation. The three that took longer or did not complete (D, E, and F) all had less diversity, as evidenced by a lower standard deviation. (HBR, 2018)

How to manage diversity in teams?

There are different strategies for managing diversity in the workplace. First you have to think about how to implement a diversity policy and what is important for you, your team and organisation. After that you need to look at how to maintain, assess and track diversity in the workplace.

A pitfall for leaders is the natural tendency to select people with the same way of thinking or processing information. We often tend to choose someone who has many similarities with us, rather than someone from whom we differ a lot. Awareness of this is step one. The next step is: how do we ensure that we let go of this natural way of acting?

More than 30 years of research have shown that teams that are more strategically diverse can more easily handle complex situations in uncertain or rapidly changing times.

How to increase diversity in recruitment

Most organisations include more strategic diversity in the workplace in their diversity policy. After all, it has its advantages. But you won’t reap these benefits if you don’t know how to recruit diverse staff and what to look for in recruitment and selection.

It is important to first find out who is in your current team and how they deal with growth and change, among other things. Then you can look at what areas you are missing and what type of people they are.

Do you want more strategic diversity within your team, but don’t know where to start? We would love to help you!

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Leverage and manage the natural contribution of others. That is the core concept of diversity.

Do you want more diversity in the workplace or to tackle your diversity policy? Get in touch with us via the contact form.

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