{"id":859,"date":"2021-04-04T09:00:54","date_gmt":"2021-04-03T23:00:54","guid":{"rendered":"https:\/\/www.herrmann.com.au\/blog\/?p=859"},"modified":"2022-12-02T10:33:10","modified_gmt":"2022-12-01T23:33:10","slug":"gender-equity-diversity-and-thinking-preferences","status":"publish","type":"post","link":"https:\/\/herrmann.com.au\/blog\/2021\/04\/gender-equity-diversity-and-thinking-preferences\/","title":{"rendered":"Gender equity, diversity and thinking preferences"},"content":{"rendered":"\n[et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”3.22″ da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row admin_label=”row” _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text admin_label=”Text” _builder_version=”4.10.3″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
Simply hiring more women doesn\u2019t solve the issue of gender equity in the workplace. Diversity without inclusion leads to burnout, turnover, a lack of parity and other challenges like those we\u2019re seeing at an even more intensified level as a result of the pandemic.<\/p>\n
Naturally, the conversation around diversity in the workplace has become even more prevalent as of late. When we talk about gender equity, we are inclined to take a closer look at how our workplaces operate. One of the primary questions becomes: Does the inclusion of more women in leadership mean better outcomes?<\/p>\n
As is true for most things, the answer isn’t exactly clear-cut. Let’s unpack the conversation and explore the power in diversity of thought.<\/p>\n
Okay, that subhead is a bit misleading. There isn’t really a debate about whether or not diversity is a good thing in 2021. The conversation centres more on the kind of diversity we need to focus on.<\/p>\n
According to a review of board performances by the Wharton School, gender diversity has no impact on company performance. But this doesn’t necessarily mean the push for more women in leadership spaces is flawed.<\/p>\n
The review posits that the women appointed to corporate boards may not be very different from the men in respect of their values, backgrounds, and knowledge. It’s differences in thinking rather than differences in gender that increase diversity and, as a result, performance.<\/p>\n
Diverse thinking and gender equality have become one and the same in the minds of many concerned with these issues, and a considerable number of leaders believe that simply getting women into the mix will solve their diversity problems. But giving attention only to the skin deep elements of diversity is a mistake.<\/p>\n
Demographics may be one group of predictors of diverse thinking but there are many others. If we don’t get beyond the stereotypes of what diverse thinking is, who diverse thinkers are and how best to encourage them to have different views and perspectives, we will never affect tangible change.<\/p>\n
The key to improved performance rests on a diversity of thought. In order to link diversity to business results, we must think beyond race, gender, and ethnicity.<\/p>\n
As the name implies, different people think in different ways. Diversity of thought isn’t just about background, experiences and opinions, although all of those factors tend to play a part. Fundamentally, it’s about the differences people have in how they prefer to think.<\/p>\n
An easy way to understand this is through the Herrmann Whole Brain\u00ae Model, a four-quadrant metaphorical model of the brain. The model shows how thinking falls into four preference clusters that we all have access to. It’s like your thinking system, comprised of four different thinking \u2018selves\u2019.<\/p>\n