I have read many publications on diversity and the benefits that companies can expect in their financial performance. First, however, we must remember that diversity is important for much more relevant reasons.
When we speak of diversity, we must embrace and celebrate the rich dimensions of diversity contained in each individual. We must positively value their perspectives, work and life experiences, and all the cultural and socio-economic pluralism they offer.
Companies must be committed to maintaining the strategy, policies and responsibility to create and sustain a diverse workforce and an inclusive environment. They must commit to making people feel respected and valued for whom they are as an individual or group, and that everyone is culturally and socially accepted and welcome, and that they are treated in the same way, regardless of their background.
Therefore, it is easy to understand that when there is a legitimate commitment to diversity and inclusion, companies are prepared to reach the greatest of all dimensions of diversity, which is cognitive diversity.
Cognitive diversity is that one which brings the beauty of diversity of ideas, diversity of perspectives and diversity of thoughts. Cognitive diversity comes from the ability to bring different people together, regardless of their origin, for the good that they represent; stems from the ability to have individuals capable of thinking differently, pointing out different paths, because they have had different experiences and, together, will seek different, innovative and unique solutions.
As important as talking about cognitive diversity, it is talking about psychological safety: it is necessary for companies to offer an environment in which people can express themselves freely, without fear of being retaliated or even exposed to embarrassing situations. It is useless for a company to defend the banner of diversity and inclusion, if people are not free to express their ideas and opinions. Likewise, it makes no sense to encourage diversity and inclusion if there is no accountability and reflective thinking in place.
The combination of cognitive diversity, psychological safety, accountability and reflective thinking are the main hallmarks of innovation, which characterizes a company with an entrepreneurial spirit.
Nevertheless, although we know that, we still see that most companies are still looking for people who express themselves and think the same way. Why does it happen? Do promotion and stimulation environments of this nature give more work? Do companies think they already have enough work in managing people on a daily basis?
This is exactly the point I would like to highlight in this article: diversity and inclusion has been regularly discussed and pointed out as a means for better financial performance; they should be seen as the means to achieve cognitive diversity and psychological safety, aspects that will better reflect the culture of organizations.
Fact is that cognitive diversity is less visible than other forms of diversity, which is perhaps why we should try harder to talk more about it. When we apply the cognitive diversity associated with the other hallmarks of innovation, we are bringing the opportunity to build a different company in essence, because it thinks differently and plays differently.
Thus, I think we should start talking more about cognitive diversity and psychological safety, which go far beyond the discussion about diversity and inclusion. Cognitive diversity and psychological safety are the pillars that define the type of corporate environment and the relationship we want to have with and among our associates. They define the type of culture we want and can have in our companies and also define the innovation DNA of our organizations, which ends up reflecting on financial performance.
For this reason, only when we really understand the importance of addressing cognitive diversity and psychological safety as essential mechanisms for defining organizational culture and innovation, should we refer to the potential that diversity indirectly ends up offering to financial performance.
