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Zusammenfassung von Difference Makers

Name: Difference Makers
Rating: 4 (70 reviews)
Author: Nicky Howe and Alicia Curtis

Nicky Howe and Alicia Curtis

A Leader’s Guide to Championing Diversity on Boards

4 (70 Bewertungen)

16 Min.

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Diversität & Inklusion

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What’s in it for me? Learn what diversity can do for your company.

Most people agree that diversity in the workplace is a good thing. The problem, however, is getting there. Corporate bids to improve the representation of minorities by means of quotas often lead to controversy. Worst of all, new appointees end up feeling like they’ve been hired to make up the numbers rather than because of their talents.

So what’s the solution? Well, that’s the question two of Australia’s top entrepreneurs and diversity champions set out to to answer in these blinks. The best place to start, Nicky Howe and Alicia Curtis argue, is to redefine the term itself. What really matters aren’t visible differences between people but their unique perspectives on the world – call it “diversity of thought.”

And creating a corporate culture that’s committed to fostering open-ended, inclusive dialogue is something that begins long before applicants’ résumés land in your inbox. The key is to change the way you think and behave in the boardroom. Luckily, there’s a wealth of cognitive tools out there to help you do just that. So read on to learn how to start making your company more diverse!

Along the way, you’ll learn

why diversity is so important in today’s world;
how our biases prevent companies becoming more inclusive; and
why “groupthink” is responsible for poor decision-making in the boardroom.

Diversity is about more than visible differences, and it’s essential to success in today’s market.

What is diversity? Lots of people answer this question by making reference to visible differences such as gender or race. That’s an okay start, but it doesn’t tell the whole story. Just think of what makes you unique. Chances are, intangibles like your personality, life experiences and beliefs would rank pretty high, right? Well, that’s pretty much the point: there’s more to people than meets the eye.

That’s why the Oxford Handbook of Human Resource Management shifts the focus from obvious markers of difference to the wide variety of qualities of people within organizations. Diversity, in other words, is about recognizing that every person is a rich tapestry woven together from multiple threads. Age, education, abilities, disabilities, culture, experience, ideology, profession and, of course, race and gender – to name just a few factors – all shape who we are.

Unfortunately, we often focus on what we can see and ignore the invisible threads. That leads to the common fallacy that people who look alike have the same views. Nothing, however, could be further from the truth. And that’s the foundation stone of a broader, and more accurate, understanding of diversity: what really matters is diversity of thought.

And why does it matter to companies? Well, equal representation is not only good in its own right, it’s also an essential part of doing business in today’s world. That’s because we live in an age which is increasingly Volatile, Uncertain, Complex and Ambiguous – call it “VUCA” for short.

The world is constantly changing. Just think of Asia. By 2050, two thirds of the global middle class and 20 of the largest 50 cities will be Asian – up from only eight cities in 2007. Then there’s digital innovation. Once iconic household names like Kodak and Blockbusters have been eclipsed by upstarts like Uber, Facebook and Airbnb. Globalization has meanwhile created a business environment in which companies have to scout for top talent across borders and organizations, not just across the city.

If you want to keep pace with those changes and capitalize on the opportunities they present, your company’s board and management needs to be every bit as diverse as the markets in which they operate. And that’s all about being open, adaptable and flexible – something that’s a whole lot easier if you’re drawing your leaders from the largest possible pool!

Bias is a major obstacle to diversity, but it can be unlearned.

Diversity pays. That’s the view of the business world’s leading analysts. Take management consultancy McKinsey’s 2014 report Diversity Matters. It shows that highly diverse companies are 35 percent more likely to enjoy above-industry-average returns than their less diverse counterparts.

That’s hardly surprising. According to the same report, women and minority groups make the majority of consumer decisions, so it stands to reason that companies which better represent these groups are good at attracting their business. But if it’s such a no-brainer, why aren’t more companies cashing in?

Using different “thinking hats” can help you avoid falling into the trap of groupthink.

So we’re prone to favoring people like us and forming small, like-minded groups. In this blink, we’ll take a look at one of the most dangerous effects of this phenomenon – groupthink – and how to overcome it.

Groupthink is the tendency of highly cohesive groups to favor consensus and make bad calls when they’re under pressure. The term was coined by psychologist Irving Janis, the author of a 1972 study analyzing US foreign policy fiascos, such as the failed Bay of Pigs invasion of Cuba in 1961 and the escalation of the Vietnam war.

Recognizing your mood can help you take charge of emotional situations.

Emotions play a huge role in the day-to-day life of boardrooms and the decisions made there. Just think of how often you intuitively sense that something’s up. That’s a physical reaction triggered by the limbic system, the part of the brain that controls emotional reactions. That means simply trying to suppress your feelings won’t work – in fact, your best bet for improving your decision-making is to learn to observe and manage your moods.

So how do you do that? Well, let’s start with a definition. A mood is basically a filter that determines the way you see and respond to the world around you. According to life coach Alan Sieler, there are six Basic Moods of Life. These come about as the result of negative or positive responses to what he calls Facticity, Possibility and Uncertainty. Let’s break those down.

Frank conversations and an avoidance of “tokenism” are the best ways to build a diverse board.

So far, we’ve looked at some personal strategies to become more open to diverse ways of thinking. In this blink, we’ll be shifting our focus to collective boardroom game plans that you can use to help your company commit itself to becoming a champion of diversity. So where do you start? Well, the key is to make sure the entire board is on the same page. That means you’ll need to start a conversation.

Diversity, as we’ve learned, has plenty of advantages, but there’s more than one way to get there. If you want to find the policy that’s right for your organization, you’ll need to generate ideas that suit your needs. This is known as a speculative conversation – an attempt to figure out where you are right now and where you want to go. In other words, does the governance of your organization reflect the diversity of the communities and customers which it serves?

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Worum geht es in Difference Makers?

Difference Makers (2016) makes a compelling case for the value of diversity at the top of today’s companies. Written by two leading champions of inclusive leadership, these blinks guide readers through personal and boardroom strategies to overcome bias, foster open dialogue and spark innovation by getting more voices to the table.

Bestes Zitat aus Difference Makers

How can we effect change in the world when only one half of it is invited or feels welcome to participate in the conversation? – Emma Watson

—Nicky Howe and Alicia Curtis

Wer Difference Makers lesen sollte

Founders and entrepreneurs
Team leaders, company managers and directors
Anyone interested in best business practices

Über den Autor

Nicky Howe is a CEO who specializes in helping individuals, organizations and communities reach their potential. She holds degrees in business administration and management and teaches at the School of Business at the University of Notre Dame Australia.

Alicia Curtis is one of Western Australia’s leading social and business entrepreneurs and an award-winning speaker and leadership facilitator. She holds a degree in business leadership and was named in the Australian Financial Review and Westpac’s 100 Women of Influence List in 2014.

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Unternehmenskultur Management & Leadership

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