What is diversity?

It sounds simple to try and define diversity. But the reality is that it’s most certainly like the idea presented in the Shrek movie where Shrek uses the analogy of an onion with its multitude of layers. An organisation trying to define diversity will become confused by the fine layers. So, from an organised diversity system the question becomes: which group does everyone fit into?  

Broader diversity

This intersectionality of the various sub groups poses a challenge to organisations that espouse a policy of embracing and encouraging diversity. In Australia, over the last few years, the diversity movement has been based around three broad categories, namely: race, gender and age. It’s a great place start, however it fails to recognise some of the more subtle characteristics of diversity. Diversity programs are about recognising the differences between people and embracing these differences.The second question revolves around what is diversity intelligence?

Diversity Intelligence

DI (Diversity Intelligence) is loosely defined as the ability of organisations to synergise the diversity of culture across an organisation, to make the organisation stronger and more efficient. In the military, for reasons of command and control, people from diverse background are pushed through a “sausage machine” in order to make them all the same. The rationale is that in a military situation, it is critically important that the soldiers all respond to a given command in the same manner. Conversely, in the corporation we would hope that the leadership are issuing “commands” in such a way that it embraces the different strengths and diversity of the team. Diversity intelligence harnesses these differences rather than trying to normalise them. The idea of diversity and inclusion looks to make organisations stronger in terms of relations internally within the teams and externally with other stakeholders.

Should race, gender and age be the criteria?

For more than the last decade, I have spoken in public around a variety of topics, some of these related to finance. One of my favourite comments, especially when speaking in the evening, is posing the question of “how is it that I can still speak with such enthusiasm about a mundane subject such as finance this late at night?”. I answer by saying that I am excited by challenges, and each person in the room presents a unique set of circumstances and challenges. It is that uniqueness that provides me with the excitement and enthusiasm in my presentations.Just as each person in that room would present a separate set of financial circumstances, each one would also be represented by a different spot on any measures of diversity.

Hidden depths of diversity

Surface level

One of the most iconic symbols of Australia, and particularly the red centre, is Uluru, known in English as Ayers Rock. The interesting aspect of Uluru is that it is 348m tall. However it is considered that it actually stretches 2.5km or more into the ground.Above the ground we see the obvious and not so obvious differences. These are broadly classified as gender, skin colour, race and age.  This could further be broken down into categories such as dress style, appearance etc.

Ground level

Then, there are the diversity measures on the ground level. Depending on the particular day  and other conditions, sometimes these are visible and other times hidden. Some of these would include nationality, ethnicity, religion, wealth, social status, sexual orientation and the list goes on.  A simple understanding of this could be around religious symbols or statements of faith or ethnicity. Someone wearing a burka, Sikh Turban or Jewish skullcap (Yarmulkah) would all be expressing outwardly some level of religious or cultural  affiliation. By the same token there are undoubtedly many more people who share the same religious or cultural affiliation but do not display the outward signs. This is where the ground level becomes increasingly murky.

Sensitivity and diversity

In the mortgage industry, there is increasing pressure on lenders to be responsible.  If a potential mortgage client is being interviewed, is female and appears, from physical signs, to be pregnant the challenge is to ascertain the information without asking bias based questions. The lending challenge is that in most cases when a woman gives birth, there is a period of time when they are not in the workforce. This time period may adversely affect their ability to meet their financial commitments. The questions asked are phrased in terms of “do you foresee and short or medium term changes in income or employment?”A rather embarrassing incident happened in the early 2000’s when I was a rookie finance broker. I asked a client, at the first meeting, whether she was pregnant. Her attitude changed and she left the room, at which time her partner explained that the baby was 6 months old and that she had been struggling to regain her pre-baby figure. Needless to say, my insensitivity ensured that I did not get the business.

Below ground

Below the ground the hidden characteristics and criteria differ vastly. The ideas can range from values, to heritage, to family status, to education. Every writer around this topic lists a multitude options for the diversity below the ground. These are no less important than the above the line characteristics. However many of these are subjective and could potentially revolve around attitudes, beliefs and feelings.

Diversity at the forefront

A current, very topical debate in Australia has been around the 2017 plebiscite on whether the constitution should changed to allow for same-sex marriage. This cost $122m and was voluntary and non-binding on the government. Essentially, it was a way for the government to avoid the direct issue of having a conscience vote rather than the traditional votes along party lines. In my own direct reporting team of 11, there was some animated debate various team members and their preferences.  The team itself is incredibly diverse, with team members from 5 countries and almost even gender split. It also encompasses racial and ethnic diversity. Regarding the plebiscite, there are many reports of pretty intense debates in companies, where the leaders wished to support one of the viewpoints as a corporate. I think the actual benefit of the process is that it has helped to highlight diversity, and in many cases assist in getting people communicating about the under the waterline issues.The challenge for you is to step back and look at your organisation. How much do you know about the below-ground issues of your team?In the next few blogs, I will be exploring more on the diversity as well as strategies for looking at diversity in your organisation or workplace.I finish every blog with “why am I writing this?”The answer is BECAUSE –

• Because I want to share the ideas, stories, anecdotes and business tips and traps.
• Because I want to pay it forward.
• Because I want to help people grow their businesses.
• Because I want managers to become better managers.
• Because I believe that I can “Give your business the EDGE”

The attached link  is a short extract of a keynote address looking at Diversity management and Diversity intelligence.  If you would like to explore the keynote address as an option for your company or organisation, please email me at rael@bricker.com.au  or call +61 408 600 330Climbing to Diversity – Keynote Address