It’s been one year since our social media feeds saw an influx of support for social justice movements and a plea for change within our justice system or any systemic structure that perpetuates discrimination. During the summer of 2020, we saw many people challenge themselves to learn and have hard conversations; we witnessed companies holding themselves more accountable. Countless allies vowed to do better within their purview and help enact equitable change.
As I’ve discussed, businesses and company leaders have a responsibility to go beyond HR-approved statements to demonstrate their pledges of allyship. In addition to implementing and enforcing better diverse hiring practices, companies acknowledge that the facilitation of diverse thought is a pillar of change toward operationalizing Diversity, Equity, and Inclusion practices throughout the whole of an organization.
But we can’t see diversity of thought or participate in it if we’re unfamiliar with its philosophy, utility, and application. So let’s break down diversity of thought: what is it, how does it relate to DEI initiatives, and how can we foster it at work?
What is Diversity of Thought and How Is It Related to D&I
At its purest interpretation, diversity of thought understands that no one, no matter if they identify as part of a marginalized group or not, is a monolith. There isn’t an individual, let alone an employee, who lacks a story enriched by their life’s experiences. We’re shaped by many first-hand accounts, most of which have little or nothing to do with our physical appearance:
- Our birth order — Did we grow up in a big family, or were we an only child?
- Parenting — Did we have two parents in the home; did we need to care for a parent when growing up? Were we adopted?
- Class — How did our socioeconomic status impact us?
- Education — How were we shaped by the public or private school; did we pursue higher education?
As you can imagine, we each can lend a perspective that is unique, individualized, and in some respects, unexpected. For example, I may share the same complexion as a coworker, but it doesn’t necessarily mean we share the same ideals, preferences, or beliefs. When our biases allow us to embrace homogeneous norms and beliefs, we begin to lack diversity of thought in the workplace and foster exclusion and conscious discrimination.
Valuing an individual’s lived experience relates to everyday interactions. For example, my relationship with the world has influenced how I learn and retain information, process data or interpersonal interactions, and communicate and speak with those around me. And just as we need to care about our internal employees’ diversity of thought, we would be foolish and short-sighted not to apply such empathy and critical thinking to our clients. If we neglect to prioritize diversity of thought at work, we’re stunting our potential in business.
Why Diversity of Thought Has to Start At The Top to Influence Company Culture
Today, marketing leaders understand that we are at a place where we have the empowerment to design with a diversity of thought in order to broaden the DEI lens. Recently, I was listening to the Goal Digger Podcast with Jenna Kutcher. She spoke with author and former Editor-In-Chief of NYLON magazine Gabrielle Korn about professional development, the false idea of the “dream job,” and how she could influence change within fashion, specifically in the way editors were speaking to and about the queer community. When the two women sat down together, Korn offered, “I think people just get so used to certain kinds of language that they stop being aware of the implications and the effects of that language.” Now she encourages [marketers] to think of their audience or consumers as a plurality, a diverse set of people. “I sat the whole company down, and I was like, look, these are the things we’re not going to say anymore. We’re not going to say who’s your reader. We’re not going to talk about our reader as she. A lot of people didn’t understand, and it took a lot of workshops. but eventually, we all got on board.”
While it is admirable and needed for everyone to do their part in helping push change, we won’t get far without the additional strength of leaders. In the last story, we saw it took an established Editor-In-Chief to evoke change that wasn’t initially met with nodding agreeable heads and unwavering support. A similar set of apprehension or lukewarm reception could happen with your agency or client, which is why all leaders, including front-line leaders, are being called to help. Per a 2020 study done by the Boston Consulting Group (BCG), 25% of employees at large organizations do not feel their manager is dedicated to DEI efforts. The consulting firm shared, “Even when the executive team is fully committed, employees working under a less-than-committed direct manager are far less likely to feel welcome and included—and far more likely to leave for a job elsewhere.” This is why embracing diversity of thought is so critical to operationalizing DEI throughout the organization. When employers are receptive to the diverse perspectives, and lived experiences of their employees and clients, the insights inform how to approach implementing DEI hiring, training, conversations, and practices into every management tier. Starting with honoring the intersectionality of diverse voices is critical to enacting real change.
Areas of Opportunity for Diversity of Thought to Thrive
A starting point in fostering diversity of thought is first to understand what it’s not asking of you. Diversity of thought is not political. There is no reason to shy away from fostering such thought because it does the opposite of divisive politics; diverse thought aims to reach across an aisle and bridge communities and parties segregated by life experiences and labels. When done with intention and altruism, it seeks to acknowledge, understand, and embrace everyone in the room and those waiting outside the door. It’s about leading with empathy toward everyone, not a singular group.
From there, it’s crucial to understand and fully embrace a hard truth about diversity: actual change starts when we stop thinking about optics. To use the advice of Dope Mom Life’s founder and CEO, Dianne Myles, we don’t just want “Black Lives Matter this,” and think we’ve done our part once we’ve posted a Martin Luther King, Jr. quote or a black square vowing to listen and learn. For leaders to progress past optics and leverage their influence, I propose that the question, “Are we being and thinking inclusively,” will need to make its way into business meetings and company discussions.
Finally, we have to produce action plans once we have our answers. How are we going back to the drawing board, or even are we throwing out the drawing board if we find out that business operations, “best” practices, or company policies are exclusive and biased? Further, how are we now including employees in the thought process and communications? Leaders should be thinking about how they empower their clients, employees, and one another to uphold the principles of diversity, equity and inclusion. The answers to these questions can propel a company from “performative wokeness” to sustained change.
Strategies to Develop and Foster Diversity of Thought
As with any multifaceted issue, the answers to our problems aren’t solved in a single solution or action. Instead, leaders have the opportunity to design new strategies and apply their strengths in critical thinking.
For those who may be lost when searching for a starting part, consider the following steps:
- Look at “who is sitting at the table,” and fix the empty chairs – start by evaluating recruitment and hiring practices, as well equity in employee promotions.
- Identify how you’re holding space for BIPOC employees and clients.
- Seek new avenues and embolden yourself and others to learn – even consider sharing how you intend to apply your learning.
- Coach and mentor peers and aspiring leaders, with a DEI lens in mind, about the value of relationship building in business, as some lived experiences may prove unfamiliar with this skillset.
- Lead with empathy and seek to understand.
I know as we reflect over the last year, our thoughts are colored with the missteps we’ve made in business, any complacency we may have hidden behind, and even our helplessness to change the future. But for those who hope to stay in business and for those who want to live in a just society where all consumers can see themselves, it begins with the type of inclusion that embraces diverse truths.
