In the world of technology and multinational corporation’s diversity and bringing together diverse individuals is a common word and discussion. For many firms, the belief and hope are that diversity will untimely increase performance and grow profits. This concept is summarized in the formula: diversity + integration=performance (D+I=P). However, studies are showing that this is not always the case. (Moran & Moran, 2014). One reason I think this formula does not always equal results is people misinterpret what diversity is. Diversity is simply “differences between individuals within a group” (PSU, 2017). Diversity does not mean that people share zero commonalities, only that there are variances between one another, broadening experiences and perspectives. Another misconception I think some have about diversity is in some cases diversity can be the cultures majority. The current make-up of a group will determine what diversity looks like for that group.
A personal example, several years ago, I worked for a retail company that is socially progressive and actively tried to include as many backgrounds as possible. At the time, I worked on a team of about ten individuals, and out of that team, 75% were women the other 25% were men. The women were a mixture of races, age, religions, and political views. Each woman had a different background and perspective, but we shared many similarities. For the men in the group, all three were gay, over the age of 45, from foreign nationalities, and a mixture of religious beliefs. For this group, diversity would be a white heterosexual Christian American male.
We were a small group that worked together over several years. We never debated our differences but no one hide or apologized for the imbalance in differences. After a year in the group, one member left the company opening a place in our team. We had the complete opposite join our team, a white heterosexual Christian American male. At first, I know some of the more liberal people in the group were hesitant to include and trust him. Thankfully, our group and company actively work to bring all kinds of people together. Ultimately, he was included, and we continued to produce results
While diversity can increase performance that alone does not advance results. Back to the formula, diversity must also be integrated properly. In my organization integration was accomplished through acknowledging our differences but never focusing on them. We also were never discouraged or ignored for being transparent in who we were as individuals, and we were valued not despite those differences but because of those differences. The focus was on the job requirements and finding the right person with the best qualifications whomever that might be.
References:
Moran, R. T., Harris, P. R., & Moran, S. V. (2011). Managing cultural differences. Chapter 6: Motivating the Global Workforce, The case for diversity and inclusion. Amsterdam: Butterworth-Heinemann, Elsevier.
Pennsylvania State University, World Wide Campus (2017). OLEAD 410 Lesson 3: Diversity.