Research shows that we automatically think in categories, whether we want to or not. Our brain categorizes situations, behaviors, and appearances without us noticing. According to research, a secure existence would not be possible without this neuropsychological effect.
How can this circumstance be reconciled with the concepts of "diversity" and "inclusion" in the workplace?
In a rapidly changing world where terms such as globalization, demographic and climate change, talent shortage, and digitalization create a new reality, the integrated coexistence of diverse individuals has become an existential factor for success. It seems that we are working against our own nature towards achieving maximum diversity and equal opportunities, which naturally prefers to categorise everything into uniform and conformist boxes. This leads to further complexity in an increasingly complex world, regardless of how well our ethical compass is designed. This leads to further overwhelm in our complex world. No matter how well our ethical compass is designed.
The unfamiliar diversity and equality force us to discard old patterns and learn new ones: Breaking free from outdated stereotypes of thinking and behavior is necessary. Failing to recognize this leads to difficult and dysfunctional dynamics. New competencies in dealing with "diversity" and "inclusion" must therefore be systematically developed at both a personal and organizational level. Failure to do so or simply blindly following a trend can quickly lead to frustration and overwhelm instead of improving performance.
How do I get to the deeper layers?
However, how does one approach this topic without just scratching the surface? How can I prevent myself from getting lost in misunderstandings, frustrations, and conflicts despite all the motivation and good intentions?
The starting point is always the question of why: it must be clear why you advocates for a diverse composition of teams and organizations. A clear and objective presentation of the reasons why diversity and equal opportunity provide a better foundation for success and growth for each individual and the organization as a whole should be provided without subjective evaluations. It is of great importance to provide a clear representation of the goals and why these can only be achieved through the implementation of new disciplines, skills and locations. Without this awareness, there is no basis for the necessary and demanding change outside of the comfort zone.
Reflecting on existing company culture and values is the next necessary and very important step towards establishing more diversity and equal opportunities. Values such as curiosity, respect, and tolerance are essential and must be highly valued. If these behaviors and attitudes are not adequately cultivated and practiced, then acceptance, patience, and understanding will be lacking. This also eliminates the will to adapt our established ways of thinking and behaving that are a barrier to successful collaboration. An environment must be fostered where openness, patience, understanding, and acceptance of diversity in thinking, appearance, and communication is possible. This includes training flexibility and adaptability.
Creating these spaces is an essential leadership task, requiring the systematic implementation of methods and processes. Values must be exemplified, with corresponding behaviours actively developed and enforced. In my view, this is not an easy task, but rather a growth process that must be guided systematically .