Embracing radical openness and generational differences proves to be beneficial for businesses worldwide, writes Anja van Beek, talent strategist, leadership and HR expert, and executive coach.
In today’s fast-paced and interconnected world, leaders in businesses are increasingly recognising the importance of diversity in the workplace, and rightly so. A diverse workforce is not just a nice-to-have, but has become a strategic imperative for businesses seeking sustainable success.
Diversity is essential for businesses. Leaders should encourage radical openness among their teams to harness the full potential of a diverse workforce.
Understanding the basics
Diversity, equity and inclusion are closely linked, and leaders need to understand the meaning and connotation of each.
McKinsey & Company defines diversity as who is represented in the business. This refers to gender, age, and ethnic diversity, but also thinking preferences and neurodiversity. They define equity as the fair treatment of all people. “Equity takes into consideration a person’s unique circumstances and adjusts treatment accordingly.”
Inclusion refers to how employees experience the culture and workplace. It is the degree to which leaders embrace all employees and enable them to make a meaningful contribution.
Breaking barriers and driving innovation
Diversity in the workplace, therefore, goes beyond representation; it’s about embracing differences in age, gender, ethnicity, sexual orientation, physical abilities, and more. Research has consistently shown that diverse teams outperform homogenous ones, leading to better decision-making, improved problem-solving, and increased innovation.
When teams bring unique perspectives and varied life experiences to the table, they challenge conventional thinking and foster creativity. Different viewpoints help to identify blind spots, leading to more comprehensive and well-rounded solutions. Additionally, diverse teams tend to attract top talent, enhance employee satisfaction, and improve overall business performance.
Overcoming artificial harmony
Despite recognising the benefits of diversity, many workplaces struggle with a phenomenon known as ‘artificial harmony’. This occurs when team members prioritise the need to belong over expressing their genuine opinions and ideas. As leaders, it’s crucial to create an environment that encourages radical openness, where individuals feel safe to share their thoughts without fear of judgement or repercussions.
One practical way to foster radical openness is by establishing clear rules for meetings. These rules can include active listening without interruptions, ensuring all viewpoints are heard (even from quieter team members), and allocating sufficient time for discussions. By doing so, leaders set the tone for open and honest communication, leading to more productive and collaborative team dynamics.
Moreover, radical openness is not limited to the top of the organisational hierarchy. Every team member can contribute to creating a culture of awareness and openness. Practising mindfulness and being aware of one’s observations, thoughts, feelings, and desires can enhance interactions and lead to a more inclusive and productive work environment.
Embracing different leadership styles
Effective leadership in diverse workplaces requires the ability to adapt to different situations and personalities. Leaders should be aware of when a directive and when a coaching style is most appropriate.
One can also distinguish between a masculine and feminine leadership styles. A feminine leadership style is characterised by bringing people together, showing compassion, and encouraging collaboration. Balancing firmness, assertiveness, and compassion in interactions fosters a culture of respect and trust, whereas a more muscular leadership style tends to lead by ranking.
Generational differences
Generational differences in the workplace are another aspect of diversity that leaders should welcome. Today’s workforce comprises five generations, each with unique perspectives, work styles, and expectations. To create an ideal work environment, companies need to build a culture of awareness around generational differences.
Organisational cultures must be flexible enough to accommodate the diverse needs and preferences of different generations. Embracing mobility, acknowledging delayed retirement and leveraging technology as a competitive advantage are some of the trends that can shape workplace cultures to be more inclusive and forward-looking.
By fostering an environment of openness and understanding, leaders can bridge generational gaps and create a workplace where all employees feel valued and engaged. Celebrating generational diversity can lead to improved collaboration, better knowledge sharing and increased employee retention.
Final words
In conclusion, diverse workplaces are not just a trend; this is a fundamental requirement for businesses that aim to succeed in today’s competitive landscape. Leaders play a vital role in promoting radical openness, where team members feel empowered to contribute their authentic perspectives. Embracing generational differences and creating an inclusive culture will position businesses for success in an ever-changing, technology-driven world.
It’s not just about ticking boxes; it’s about recognising the inherent value of diverse perspectives and experiences that enrich our organisations and propel us into a thriving future.
