Intellectually, it’s easy to promote the value of diversity in our organizations. We endlessly proclaim pithy sayings about the added benefit of a diverse and varied constituency of employees, espousing the importance of mixing genders, races, generations, and lifestyles. In our minds, we “get it,” and for good reason — it seems almost self-evident that a variety of perspectives makes our collective decisions stronger.
But in practice, leveraging the obvious benefits of diversity is, well… really hard. We “understand” how important it is, but many (if not most) organizations aren’t truly capitalizing on a diverse workforce as powerfully as they’d like to be.
Why is this?
The dirty secret of diversity is…