As is always the case when I return from Delhi my head is filled with thoughts on alternative ways and solutions for…everything!
As we are seeing an increasing global trend in people of Indian heritage in leadership roles in global businesses, I wonder whether there is any connection to this opening of my mind and senses experience and the diversity of thought, innovation, and inclusion many companies strive for. I do not know the answer but I can share the following.
In Delhi, diversity of thought and innovation are the natural default position and is simply part of life. It would be a challenge, in fact, to narrow thoughts, curtail innovation, or exclude.
I notice that many of the everyday matters we perceive to be problems and seek solutions to are not perceived as problems in the first place. I also notice that when matters are perceived to be problems, there are so many more ways available to resolve them. The solutions tool box is so much fuller.
In Delhi, in any short period and regardless of where I am or what I am doing (from having a coffee, going for a walk or enjoying a roof top bar in the evening), I come into very close contact with babies, children, teens, young adults, frail elderly, and disabled people. Very often, I am also within a few centimetres of a cow and other animals. All present and all making themselves heard..! They present in endless combinations of colour, styles, ages, religion, gender, and health. Nothing is perceived to be inconvenient, a nuisance, irritating, or annoying. There is a pervasive feeling of freedom, optimism…and possibilities – ironically in the same situations that we would seek to avoid out of a perceived fear of losing exactly that feeling.
Differences are the norm. Uniformity is rare. Little surprises.
I wonder whether it could be that the less we encounter, the more obstacles we create and the less tools we have to overcome them? Has our challenge to include and innovate and to discourage group think been made greater by what we have believed to be progress and development, and the order and quiet and the inevitable exclusion of many from our daily existence that that brings?
Uniformity is the norm. Difference is rare. Many things surprise.
So back to the workplace. How can we achieve diversity of thought and innovation (in substance)? I would welcome any thoughts on this and have set out some initial ones.
- When a team is being established for a project, really mix it up in terms of backgrounds and cultures (as opposed to obvious differences such as gender that do not necessarily mean difference backgrounds). Look at the business as a whole not at the team, department, floor or any other divisions that have been created;
- Spread recruitment decisions across the organisation and internationally if possible so that the same few people are not the only gateway;
- Assign sponsors, mentors and buddies from across borders and cultures;
- Create employee relations teams that are represented from different parts of the world;
- When employees are struggling, connect them to employees as far removed from their world as possible in every way. They may find some comfort in that their problem is not a problem in a different place or find that even if it is, it is smaller or there are so many more solutions available. Make the mental health first aiders straddle as many cultures and encourage those in need to reach out to those furthest from theirs;
- Retain the older, senior and more experienced employees in some capacity;
- Let people define and grow roles and avoid overly prescriptive job descriptions that restrict contributions and innovation;
- Really consider what policies and rules are needed by your business to avoid unnecessary processes and regulation; and
- Encourage responsibility without fear.
Allow fewer differences to surprise.
– Tania Tandon
