Signs that indicate that your organization lacks diversity of thought

Glenn Llopis, author of The Innovation Mentality, believes that diversity of thought should be an important competitive advantage for organizations. The problem is that diversity is often confusing. In this sense, says Llopis, there is no doubt that we are a diverse and multicultural society, but when it comes to inclusion in business, talking about diversity generally promotes the opposite of inclusion: marginalization and victimization.

That is why the issue of diversity has not evolved, both at a general and personal level. It has become rather dialogues around like-minded ideas, rather than individual contributions.

The wise leader discovers related ideas through differences in others. Therefore, you can see and take advantage of opportunities faster to boost growth, strengthen competitive advantage and create distinction in the market. That is the key.

Based on this, Glenn Llopis proposes nine signs that indicate that an organization is not accepting the diversity of thought. They are the following:

• Focus only on the aspects that inspire us and not on those that disturb and create conflict.
• Leaders want control instead of influence, they want authority and obedience instead of inspiration and attitudes of impulse to improve.
• The business defines the individual, instead of the individual, defining the business.
• The workplace does not reflect the cultural demographic change.
• We feel too comfortable with the words we use and prefer not to create tension.
• The values ​​of the company do not reflect the realities of the workplace.
• The old templates and the traditional ways of acting are not challenged.
• Vulnerability is seen as a weakness.
• The departments operate in silos.

Allowing the diversity of thought to enter an organization will become a competitive advantage. This will stimulate new growth, attract new talent and generate new opportunities in the market. Only then can the organization follow the steps in the right direction to go beyond compliance and commitment. And, finally, it will evolve.