When Prioritizing Diversity as a Hiring Manager, Don’t Overlook Diversity of Thought

Prioritizing diversity in the workplace leads to increased innovation, better decision-making, greater revenue, and competitive advantage. But as organizations look to advance their diversity and inclusion (D&I) efforts, many are overlooking the importance of diversity of thought. What Is Diversity of Thought? Diversity of thought refers to the different opinions, perspectives, thought processes, and mindsets that would ideally be found within an organization’s workforce and are ultimately integral to its success. By prioritizing diversity of thought, hiring organizations acknowledge that different perspectives are valuable and important and accept that there are many ways to drive innovation and approach challenges. Before delving deeper into some of the benefits of diversity of thought, it’s important to note that advancements in this area should not be thought of as a replacement or alternative to other diversity efforts in the workplace. Hiring organizations must continue to invest in D&I initiatives that consider people from all marginalized backgrounds. In fact, diversity of thought is often a natural by-product of ensuring people of every race, ethnicity, religion, gender, sexuality, ability, and socio-economic background are provided with equal opportunities. 

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