Why Leadership Needs Diversity
Years ago I worked on a leadership development programme where I was the only woman in the room. One of the men commented that I was very much one of them, that they didn’t really see me as being different; he intended it as a compliment. However, the impact on me was one of not being seen, and indeed valued, for myself as a woman and what I could bring that was different.
Although it may not often be seen as a strength, our individual differences can enable us us to stand out, give us an edge, and provide a set of unique perspectives and thoughts. What makes us different can influence creativity and drive results.
This month, I have chosen the theme, diversity. It is a month in which my dear friend and colleague, Lucy Kidd, and I were exhibiting at the d&i Leaders Global Forum. The annual event which takes place in May is an opportunity for industry leaders to come together and connect with one another in order to understand and enhance the way in which we can lead diversity and inclusion.
The importance of bringing diversity to the forefront of leadership conversations and interactions, lies in its potential to help build and nurture psychological safety within teams. When we contribute to creating a safe working culture we feel able to be open, to give and receive candid feedback, without fear of retribution. This can lead to honesty, openness, and strength within a team, resulting in increased creativity and collaboration and best practice outcomes. But how do we bring diversity to our leadership and what are the real benefits of doing so?
How do you bring diversity?
I invite you to take a moment to be curious and to think about the thing that makes you different from the rest of your team - your faith, your sex, your gender, your nationality, your upbringing, or something else that is different from your colleagues - that difference is the power you bring to the team.
The things that make us different can often be seen to be negatives, the things that make us an outsider, not part of the ‘us’ group. However, if we approach it from a slightly different angle, we can perhaps see this, not as a weakness but as a strength. That thing that makes us different is the same thing that brings diversity of thought and feeling to a group or a team - through that difference we can offer a perspective or thought process that no one else can.
When a team brings a varied set of thought processes, perspectives, approaches, and opinions, there is a lessened likelihood that a team will become stuck on a problem. Diversity helps to allow for the removal of hurdles and hindrances, boosting outcomes and productivity. With diverse teams there is more likely to be findable and workable solutions.
However, diversity cannot thrive on its own; it requires a culture of care and connection - one in which our voice is valued, we feel seen and see others, our ideas and feedback are heard, and our opinions and feelings respected. As leaders, it is our responsibility to create and curate environments where empathy and compassion are not just buzzwords, but rather guiding principles that inform every decision we make. By prioritizing the well-being of our teams, we cultivate and nurture spaces where trust flourishes, fostering authentic connections and a sense of belonging.
What are the benefits?
When diversity is at the forefront of leadership it leads to greater creativity and collaboration.
There is a commitment to collaboration, an acknowledgment that true innovation emerges when diverse voices work toward a common goal. By bringing together individuals with varied backgrounds and viewpoints, organizations can tap into a wealth of insights, sparking creativity and driving collective problem-solving.
This collective drive to bring results to a team can really only happen when each individual team member feels included, cared for, nurtured, and safe to be and think like themselves, when there is a strong foundation of psychological safety. When this is established, this is when teams can grow and flourish to their fullest potential.
How do we bring diversity when we feel different
It is part of being human, to feel like we don’t fit in, or belong, from time to time; it is a feeling that almost everyone will experience or be made to feel at some point in their life. My early experience of feeling very different was at school.
Aged 10, I went to a school where I spoke very differently from others. I had what would be described as a broad West Yorkshire accent, unlike any of the other students or teachers. I felt different. And, wanting to fit in and be accepted, I listened carefully to how others spoke, and experimented with speaking like them. The knock on impact of this is that my friends, local to where I lived, thought I was ‘posh’ and with my school friends I never quite felt ‘posh enough’. It took a great deal of courage to overcome feeling different.
Likewise, it takes a great amount of courage to embrace the diversity that we can bring to a team; it first requires a foundation of curiosity and care to be present on which courage can then be fully utilised. Without the curiosity to question things as they are, and without the care to want to change things for the better, then there is no chance of courage being present. These three tenets need to be inextricably woven together in order to create a culture of psychological safety in which diversity can thrive to produce its best results.
Why We Need to Embrace Diversity
By embracing diversity and nurturing a culture of care, curiosity, and courage, we can create organisations where every individual can thrive, and where diversity and inclusion is celebrated as a source of strength.
How can you bring diversity to your future leadership?
