Thought Diversity: Is It What You Think?

Diversity of thought, or "thought diversity" is still an emerging field that is quickly becoming the new frontier of diversity, revolutionizing how we view it. Diversity has expanded beyond the traditional categories of race and gender, to include people from various cultural backgrounds, with different work experiences, who are retired, who have been rehabilitated with criminal records, and who are on the autism spectrum. All of these individuals bring different experiences, upbringings, challenges, etc. to the table impacting how they problem solve, resolve conflict, spearhead innovation, create new ways of working, etc. This collage of differences represent the competitive edge organizations will need to set themselves apart. As the world continues to diversify, organizations will have to do the same to stay competitive and keep their advantage over others who vie for market share.
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So what does this mean? Thought diversity will be critical to moving work forward. From a human resource perspective, thought diversity applies to talent management—attracting, keeping, and developing talented workers that generate creativity and innovation, out-think competitors, and meet market demands in new and improved ways.  Leaders should look to surround themselves with people who challenge them, and think differently than them. Not only does this make them better leaders, it makes the team and organization stronger. We’ve all heard the old adage that “two heads are better than one.” This has never been more accurate than in today’s workforce. 

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​Employing strategies to increase thought diversity in your organization isn’t easy and may require a paradigm shift in your approach. It takes commitment and an understanding that different is good—we shouldn’t be afraid of those who are not exactly like us. Below are some ideas on how you can increase thought diversity in your organization:

​Hire the unconventional candidate. Instead of hiring the candidate that had the highest scores, look to hiring the candidate that brings a different way of thinking to the table.

Know your team, and leverage their unique talents. Assess your team. Who's a creative thinker? Mathematically inclined? Good with words? Strong managers know which particular skills their employees have, and use that knowledge to assign work that plays to specific employee's strengths. Having a staff of employees who each contribute in unique ways and maximizing the value of their individual talents will bolster the company as a whole.

Rephrase your questions to encourage honest feedback. It's important for managers to ask clear, specific questions that are designed to elicit constructive criticism and diverse opinions. Rather than asking employees what they think, for example, a manager could ask something like, "What part of my proposal did you like the least?

Encourage "reverse mentoring" on your team to get a mix of perspectives. This process of "reverse mentoring" helps younger employees feel like their ideas are valued and provides a fresh perspective for more established office members. Managers can help encourage reverse mentorship among their teams, or company leaders can put a formal program in place.

Create a culture that is open to new ideas, and start with yourself. Thought diversity is about how people think, and that's a reflection of who they are. If your employees don't feel comfortable being themselves in the office, then their varied ideas and ways of thinking won't come to the fore. It's important for managers not to stifle conversations or be close-minded to suggestions, even on their own ideas.

Adapted from SHRM.org