Diversity of thought or Clone Army?

In recent times, there has been a lot of talk about diversity (gender, race, culture) and the many benefits for an organisation in embracing that diversity, but what about diversity of thought and experience?  These benefits range from increased financial performance to driving innovation.  A quote from Stephen Covey captures it nicely: “Strength lies in differences, not in similarities.”

Diversity has to be applied to experience where this can be of huge value to the organisation in bringing in alternative thoughts, knowledge and views. This is because that experience sits outside of the industry in which the organisation currently plays.   So why are we still seeing organisations limiting the required experience for new hires to the same industry? when within existing teams there is already that ingrained industry knowledge and experience (usually many years worth), so you want more of the same, a clone army perhaps?

Same Same but not different

Must have experience in…blah blah blah…………what has happened to diversity of thought and experience?  This will be especially relevant if others within the company have plenty of industry experience. Why does the organisation need another person with the same industry experience?  For CIOs, it is essential they have a broad range of industry experience that they can bring to a company as well as new thinking to the leadership team from a variety of different industries.

Ok, for some careers you really do need to have relevant experience (unless you can blag your way into a position like Mike Ross from Suits, who works as a law associate, despite never attending law school), such as a doctor, lawyer or teacher.  But when it comes to working in a Technology team within an organisation, must you have experience in the industry in which you are applying?

Recruiting people from the same industry (is that lazy or unimaginative?) has the danger of equalling the same results with no fresh thinking, especially if the candidate can do the job without having worked in that industry. Surely you need to look at the person, their experiences and the value they can bring to the thinking, culture and diversity of the organisation.  We must not blind ourselves to the possibility of the right person being from a non-related industry, now is the time to think outside the box when recruiting talent.

Recruiting for diversity of thought

For organisations to succeed in this digital age, not only must they disrupt their business models but they must also disrupt the way they recruit.  Long gone are the days when you should look for those who are similar in skill and experience to the teams you already employ.  It must now be all about diversity of thought where differences in experiences and industries are key to generating new and innovative ways of thinking and working. 

The benefits of diversity of thought will be lost if new employees are recruited based on similar experience and industry background to those already in the organisation.  You don’t need clones – you need people who are willing to challenge the status quo and bring their diversity of thought and experience to the table.

Why Diversity?

A recent study by Forbes found that “a diverse and inclusive workforce is necessary to drive innovation, foster creativity, and guide business strategies”.     A diverse and inclusive workforce is therefore critical in encouraging different perspectives and ideas that ultimately drive innovation.  This is a conclusion that was backed up by a Forbes Insight on Global Diversity and Inclusion”, where 85% of respondents agreed with this view on diversity.

Diversity of thought brings a multitude of benefits to any organisation or team, driving enhanced problem-solving, creativity, and innovation. When individuals from different backgrounds and perspectives come together, they can tackle challenges from various angles, leading to more innovative and effective solutions. This diversity also fosters a more inclusive and engaging workplace culture, where employees feel valued for their unique contributions, resulting in higher satisfaction and retention rates. Furthermore, teams with diverse viewpoints are better equipped to understand and engage with a broader range of customer experiences, therefore providing the organisation with a competitive edge in the market.

Think outside the square

I think Simma Lieberman sums it up nicely when she says: “A benefit of a diverse workforce is the ability to tap into the many talents which employees from different backgrounds, perspectives, abilities and disabilities bring to the workplace”, (Excerpt from The Benefits of Diversity).  

So, next time you are looking for someone to join your team/organisation don’t be afraid to think outside the square and instead insist on a variety of experiences, personality/cultural fit, EQ etc…. don’t be lazy and settle for the same. Overall, embracing diversity of thought not only improves decision-making and team performance but also enhances organisational adaptability, resilience, and reputation.

Don’t create a Clone Army, as we all know what happened there…….

Looking for a new job? Check out my article on 10 of the Best Job Interview Tips to Land Your Dream Job to help you on your job-seeking journey.