Diversity works. I know this from personal experience, I’ve always sought to hire people from a range of backgrounds. I know I don’t have all the skills needed in my team so there’s no point hiring more of me. To be specific I’m not great at fine detail; I can go through massive ugly spreadsheets but it’s not my strength. I hire people into my team who have those skills and I value them – partly because I admire the skills and partly because I’m so grateful. In addition for me it’s more fun to hear about Romanian culture, Spanish idioms and Turkish cuisine over lunch than all Dutch stories.
But you don’t have to take my word for it. McKinsey’s research reports a “diversity dividend” of 15% for companies that are gender diverse, and a rocking 35% for companies with ethnic diversity. Correlation does not equate to causation; it may be that high performing companies choose diverse workforces and executive teams rather than diverse teams causing improved performance.
Harvard Business Review unpacks behaviours around diversity a little further and reports on some behaviours that point to diverse teams being smarter. Apparently diverse teams focus more on facts, which contributes to better decision making. Diversity also contributes to innovation.
The studies mentioned so far focus on gender and cultural diversity, but we should look at other personal characteristics such as national origin, age, gender identity, sexual orientation, and ability/disability. I’ve also heard one argument that the NASA team responsible for the first moon landing was more diverse than today’s team; back then there weren’t specialised astronautical studies programmes so the team was the best they could find from a range of fields. Which suggests we should be open to different training and work experience backgrounds (when the role allows it; don’t hire a plumber to a medical team!)
For a very light-hearted look at diversity, in fact an experiment in diversity, listen to the Global Pillage podcast. Each episode takes on a theme and opens with contestants identifying the ways they are diverse – gay, transgender, brown, immigrant, multi-lingual, vegan, left-handed all get a mention. The format is then a quiz between two teams of two people, with the audience able to give their answer. Spoiler alert; the audience (a bigger and presumably more diverse group) usually wins.
To get a more diverse team you have to change how you hire and how you work. Here are some ideas to get you started.
- Writing the vacancy notice
Use gender neutral words, define the role in human language, state your diversity policy (don’t have one? write one). More tips here.
- Place the vacancy where it will be visible to diverse groups
Look for publications, online communities and organisations associated with a range of groups. Reach out to Women in Tech groups for example.
- Interviewing across cultures
Take some time to understand what cultural differences might exist between you and your interviewees. Habits of eye-contact may differ, some cultures show more deference which may seem like a weakness through an anglo-saxon filter.
- Flexible working environment
Are you ready to accommodate someone with disability needs? What about someone who observes Ramadan? Or who celebrates Easter a week later than your company does? Are you able to allow people flexible hours and working from home options? The more you can answer “yes” to these hypotheticals the easier it will be to hire a diverse team.
- Culture of inclusion
It’s not enough to just hire a cast of diverse colleagues, you need a workplace culture that is inclusive – where, as a colleague put it, “everyone can be their best selves”. The more widespread this is, the better. But you can have it in place in your own team, after all, you’ve got to start somewhere.
I’ve lived in several different countries, I’ve learnt several languages, my influences are from different sources. For me diversity is an important part of the work environment and yet from the outside I appear to be of the majority. Maybe diversity practices are good for us all.