Diversity in Leadership

Why is it necessary to talk about diversity in leadership? For starters, research has shown us that having a diverse leadership team increases the bottom line in your organization. From creativity and innovation to retaining staff and generating better decision-making, organizations that have a diverse leadership team prosper more than those without diversity in their leadership teams. Furthermore, diversity in leadership shows all stakeholders that your organization values differences, and differences help us become stronger. As Stephen Covey has said, “Strength lies in differences, not in similarities.” Organizations that develop this simple understanding within their organizational culture, set themselves apart from their competitors.

To understand diversity in leadership, it is important to note that it is not all about our physical differences, it’s also about diversity in thought. Too often we stress the importance of having diversity in how we view each other with our eyes (which is still very important), but we also need to look at diversity through our heart. What I mean by this is that we need leaders that think differently as well. If we only seek out leaders that think like us, we easily stumble into a Groupthink organizational culture. Diversity in how leaders think only makes your leadership team and subsequently your organizational culture, better. You are able to bring different perspectives, different beliefs, different ideas, etc. into the discussion. Leadership teams are able to include points that are unique to the discussion by having diversity of thought.

Diversity is a term that is used a lot in our society. By really exploring this term, we can customize leadership teams that understand how to lead our diverse staff, communities, and societies. Diversity is nothing to be fearful of, but of great importance when incorporated successfully in our organizations.