Why diversity is better for everyone - and better than the alternatives

Diversity isn't just about race, religion, or social dynamics like market segmentation. It goes to the heart of being human: being equitable, transparent, and minimising disproportionate experiences due to over- or under-representation, and it’s about not prejudging or excluding people unfairly. Diversity helps distribute power, resources, and opportunities in a way that is representative and in the long term best interest of people and organisations.

It's not easy to give up your place or entitlement if the status quo is on your side. So why embrace diversity? Here are a few good reasons.

Better for Everyone

Diversity leads to innovation. Because of our unique backgrounds, experiences, and worldviews we all see and analyse situations differently. Organisations find that diversity of culture and thought promotes innovation, unearthing ideas that build new ways of thinking and behaving across industries, products, and services. For more on this, have a look at Everybody's Advocate, Everybody's Voice: Stakeholder success is your success.

Diversity minimises groupthink while simultaneously reducing unproductive friction. It allows everyone to belong to a smaller group or team before those groups come together as an organisation to solve larger problems. A sense of belonging already having been established, the larger group or organisation is freed up to get to business.

Diversity promotes social cohesion. When people from different backgrounds interact, they learn from each other, build bridges, and create a more inclusive society. It also strengthens democracy by ensuring diverse voices are heard and represented. Historically, practices of marginalising minorities (such as racism, sexism, and exclusion) have been at the heart of conflict and violence and have disallowed fair representation.

A diverse society is more just and equitable. It provides opportunities for everyone to succeed, regardless of their background. When we value diversity, we work toward fairer methods of organising ourselves. A fairer organisation is a more sustainable one, with greater longevity of purpose than one that is divided. In a fair organisation, people align with organisational values while also having the right to pursue their own personal values.

Organisations that embrace diversity tend to perform better financially. Diverse teams bring fresh perspectives, leading to better problem-solving and adaptability. Diverse organisations are more representative of their customer base, and better equipped to understand what their customers do and do not value. Having diversity in the team means you already have experienced people ready to deal with new trends and understand changing customer needs and behaviours better.

Better than the alternatives

Diversity is better than all the other alternatives. Homogeneous teams lack diversity in perspective and experience. They may work well together due to shared values, but they struggle with innovation and creativity, leading to narrow solutions and missed opportunities. Intentionally excluding certain groups based on factors like race, gender, or age perpetuates inequality and stifles progress. Exclusivity limits access to talent and prevents organisations from benefiting from diverse viewpoints. Tokenism is not the answer either. Including a few members from underrepresented groups merely to appear diverse doesn’t address systemic issues or create an inclusive environment. It’s essential to go beyond symbolic gestures.

Standing up for what's right is not negotiable

Many years ago, I was responsible for filling the permanent role of Change Manager in an organisation that was homogenous in background: all managers were straight, white men. All managers in the parent company were also men, and most of the consultants and contractors were men. There were a few women around, mostly in support functions. At the Program level, there were very few other women besides me. In the branch I was hiring for, I was aware of the unspoken hints that were meant to guide my hiring decision. I ignored those undue pressures, knowing I must hire the best candidate based on skill, experience, and the ability to carry out the job successfully. I was not getting drawn into 'cute arguments' about 'cultural fit' when it came to discrimination. While the incumbent majority did not enjoy having their status quo challenged, I hired a really wonderful Change Manager who did not fit the mould. This wonderful candidate went on to be highly successful at navigating and negotiating many of these other expectations, while completing the requirements of the job brilliantly.

Diversity isn't just a word to be found on the corporate intranet, nor is it about replacing one group with another; it is about celebrating our differences and finding common ground. Diverse teams are truly better for everyone, and better than all the other alternatives. As leaders, we need to be thinking about what we can do to drive diversity in our workplaces and organisations every day.

Diversity is a fundamental strength that enriches our lives, organisations, and societies. By embracing diversity, we create more vibrancy, innovation, and compassion for everyone.

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