Diversity in the workplace goes further than having representation from different identity-group affiliations. It should be understood as the varied perspectives and approaches to work that members of different identity groups bring. When we value differences, we recognize the value that different perspectives and cultures bring to an organization.

Valuing differences creates a work environment where people can and want to do their best. Working effectively in this diverse world starts with self-awareness – considering how we handle bias, poor treatment, and conflict, and demonstration that we value others.

How to Develop this Competency

Examine your biases. Part of being human is having biases and making assumptions, and these processes may be conscious or unconscious. The Implicit Association Test from Harvard is one of the best-known tools for getting implicit bias out in the open. Once we know the prejudices we’ve internalized, we can watch out for them more closely in our thoughts, words, and actions.

Seek out different perspectives. Innovation arises from multiple perspectives. Having a deeper understanding of what drives these different perspectives allows us to start leveraging the vast wealth of knowledge that comes from the many different individual experiences around us. With this wealth, we can begin to create new thoughts, ideas, products and experiences that will enrich us all.

Participate in diversity initiatives. If you are naïve about people different from you or unsure about how to work with people who have a different background, take advantage of Duke’s efforts to promote diversity and inclusion. These efforts will build your awareness of your biases, reactions, and how they play out in the workplace and beyond. Further, you will receive ideas and skills for working with others effectively.

The process of intentionally including diverse personalities, values and attitudes in the workplace is not an easy one — it is hard. However, when managers and leaders know how to draw out diverse perspectives, build on them, and be inclusive of all the perspectives available on their teams, they get better ideas, question assumptions, identify blind spots, develop new approaches, and create better solutions. As a result, they see massive team innovation, performance, and growth.

When we value differences, we experience:

  • Decreased groupthink
  • Increased creativity and innovation
  • Broader range of skills and knowledge
  • Improved decision-making
  • Enhanced problem-solving
  • Global perspective and cultural competence

Valuing differences will help us learn and benefit from the wealth of knowledge and experience that diversity brings. It opens doors to new ways of thinking and new opportunities for building the success of the organization.

If you are interested in developing this competency, consider taking a Valuing Differences course from Duke Learning & Organization Development. Click HERE for more information.

 

References:
Harvard Business Review (1996, Sep-Oct) David A. Thomas and Robin J. Ely: Making Differences Matter: A New Paradigm for Managing Diversity
BetterUp (2023, May 24) Allaya Cooks-Campbell: What Diversity Really Means, and Why It’s Crucial in the Workplace
Idealist (2020, December 11) Amy Bergen: How to Recognize & Conquer Unconscious Bias