When was the last time you reflected on the differences among people in your team? Differences in appearance, in how they work, how they react, and what each of them brings to the table. Differences can be seen as obstacles. In reality, they are opportunities. Diversity and inclusion—do you address them in your workplace? I mean truly. And actively.
Tolerance Is Not Enough
Some people need more time to adapt, others learn faster. Some set a goal of moving up the career ladder within two years, others give themselves twice as long. Some make use of every benefit available, others need just a fraction and are satisfied. Some need silence to work, others need music or social interaction… and the list could go on. The point is: this is a good thing.
I see real business value in it.
Diversity creates space for:
- Competitive advantage
- Innovation potential
- Long-term resilience
Inclusion creates space for:
- Employee satisfaction
- Higher productivity
- Lower turnover (thanks to psychological safety…)
And I also see a social dimension. When you give people fair opportunities, they will contribute their strengths on a whole new level. Because they feel like valued, accepted members of the team.
Leadership Mindset, Diversity, and Inclusion
Your team may include people of different backgrounds, and the age gap might be as wide as 30 years. The important thing is that they all feel included. I notice this most clearly when it comes to mistakes.
I take mistakes in stride. If they don’t escalate into something catastrophic and we learn from them, then the team gains a sense of belonging and psychological safety. That’s a win-win for everyone.
Of course, there are people who wait for others to make mistakes or point out when a task was completed differently than recommended. But that isn’t about age…
Age does, however, play a role in building a business. You need seasoned professionals with years of experience—and you need young talent. You also need to attract them. But if inclusion is missing, they’ll sense it and leave. Very likely.
“Sometimes I get tired of how much business thinking overlaps with these topics. 🙂 But I can clearly see how workplace atmosphere influences business. And I’ve had the chance to compare across different workplaces. So yes, work hard on diversity and inclusion.”
When Differences Lead to Coexistence
Leaving aside for now the topics of men and women in leadership and pay, ethnicity, and gender identity, we come to one undeniable fact: diversity in business is delivered to us in the form of generational variety. A big one. Because four generations meet at the workplace: Baby Boomers, Generation X, Millennials (Y), and Generation Z.
Their coexistence can be intense, but it can also strengthen a company, even create power. By that I don’t mean diversity and inclusion are only about welcoming people of different ages. I mean we should acknowledge their uniqueness and co-create an environment where employees are willing to step out of their comfort zones. Not by force. On their own.
That’s what you want—or at least I think so. Because most likely, you want to open doors to new perspectives.
Rethink Your Approach, Don’t Accept Bias
Active listening, constructive feedback, fair opportunities—a team is a mirror of the decisions made within it.
If you’re serious about diversity and inclusion, don’t settle for having a “colorful” team. Strive to recognize and leverage the potential of every member. Make sure everyone feels engaged and respected. And set up the kind of culture where people are motivated to go the extra mile.
“Diversity requires commitment. Achieving the superior performance diversity can produce needs further action – most notably, a commitment to develop a culture of inclusion.” – Alain Dehaze
