Diversity without performance? Tutorial

Explore the intriguing reality behind diversity and performance in the video "diversity without performance?" Discover why mere diversity doesn’t guarantee efficiency and innovation. This compelling discussion delves into the essential roles of inclusion and effective communication in harnessing the true potential of diverse teams. Don't miss out on uncovering the nuances of successful collaboration!

  • 06:19
  • 3 views
résultat(s)
00:00:06
between diversity and financial performance,
00:00:09
but what if we took a closer look?
00:00:12
Do you feel like you're more effective at first glance when you work with someone
00:00:17
with a 30 year age gap,
00:00:18
with someone whose culture you don't share,
00:00:21
with someone who thinks radically different from you?
00:00:24
At first glance,
00:00:25
seriously?
00:00:26
No.
00:00:28
In this video,
00:00:29
let's look at the different reasons why
00:00:30
diversity doesn't immediately lead to increased efficiency,
00:00:34
performance,
00:00:35
and innovation,
00:00:36
as we would like to think.
00:00:38
Reason number one,
00:00:40
the spontaneous creation of groups.
00:00:42
Diversity does not generate performance when groups
00:00:45
are created between people who are alike.
00:00:48
I work with you because we understand each
00:00:50
other without having to explain ourselves too much.
00:00:53
I hired you on my team because we share more similarities than differences.
00:00:58
Our differences are so slight that they don't bother me.
00:01:02
This is how affinities are formed in a company,
00:01:05
then groups and even clans.
00:01:07
We choose our work groups based on the people with whom we find it easy to work with.
00:01:12
The saying goes,
00:01:13
birds of a feather flock together.
00:01:16
Naturally,
00:01:17
starting all the way back from the school playground.
00:01:20
Diversity reinforces the risk of creating small groups,
00:01:24
clans,
00:01:24
and communitarianism.
00:01:26
Hence,
00:01:27
there is the need to combine diversity policy with an in-depth work on inclusion
00:01:33
so that Paul can work with Sophie,
00:01:34
who is 30 years older,
00:01:36
Mary can work with her Japanese colleague Hisako,
00:01:39
and Anton can work with Fred,
00:01:41
who is visually impaired.
00:01:43
Reason number 2,
00:01:44
the discomfort of difference.
00:01:46
Many people feel uncomfortable around people who are different.
00:01:50
Your difference makes me uncomfortable and even challenges me.
00:01:54
If you are outspoken about what you think
00:01:57
and I'm careful not to hurt anyone's feelings,
00:01:59
then either you are wrong and need to change,
00:02:02
or you are right and I need to make an effort.
00:02:06
In a binary world,
00:02:07
white and black,
00:02:08
good and bad,
00:02:09
true and false,
00:02:11
whoever isn't in the opposite camp
00:02:13
bothers us,
00:02:15
and we would prefer the other to change in order to facilitate communication.
00:02:19
Especially if the rest of the group is like us,
00:02:23
the culprit is then quickly found.
00:02:25
The one who must adapt and change is the one who is the part of the minority group.
00:02:31
We then try to shave off the differences that diversity has offered us on a platter.
00:02:35
The more we feel secure in our inner self-esteem,
00:02:39
the more we are open to difference in age,
00:02:41
physical appearance,
00:02:42
gender,
00:02:43
culture,
00:02:44
sexual orientation,
00:02:45
religion,
00:02:45
etc.
00:02:47
Feeling secure with proper self-esteem,
00:02:49
we no longer think we are superior to the other group.
00:02:53
We no longer need our close colleagues to be like us,
00:02:56
to think like us,
00:02:58
to confirm that we are right,
00:02:59
that we are good people.
00:03:01
When different people meet,
00:03:03
they either oppose each other by defending their belief system,
00:03:06
their values,
00:03:07
or they enrich each other by opening up to another.
00:03:11
Inclusion obviously helps the prevalence of mutual enrichment.
00:03:16
An inclusive organization helps its employees to feel safe in their differences.
00:03:21
It's OK to be young or old,
00:03:23
male or female,
00:03:23
white or black,
00:03:24
heterosexual or gay,
00:03:26
Christian or Muslim,
00:03:27
disabled,
00:03:28
or with an Arabic or Asian sounding name.
00:03:31
An inclusive organization helps its employees to have confidence in themselves.
00:03:36
No need to go and find comfort in the cocoon of those who are like us.
00:03:40
An inclusive organization reduces the natural fear of difference
00:03:44
and helps its employees to do the same with their colleagues and customers.
00:03:49
In fact,
00:03:50
diversity does not lead to performance when communication is not optimal,
00:03:55
because diversity is indeed extremely challenging.
00:04:00
As explained in the article,
00:04:01
how diversity makes us smarter from scientific American.
00:04:05
Research has shown that social diversity within a group can cause discomfort,
00:04:09
rougher interactions,
00:04:11
distrust,
00:04:12
increased interpersonal conflict,
00:04:14
weaker communication,
00:04:15
less cohesion,
00:04:17
more.
00:04:17
Anxiety about the lack of respect,
00:04:20
among other problems.
00:04:21
So yes,
00:04:23
to reap all the benefits of diversity and make it
00:04:25
a real factor of well-being and performance at work,
00:04:28
you need to know how to communicate well,
00:04:31
despite,
00:04:32
or rather with the differences.
00:04:34
According to a study conducted by MIT's Human Dynamics Laboratory,
00:04:39
the way a team communicates has more impact on performance than
00:04:43
individual intelligence,
00:04:45
personality,
00:04:46
team members' competencies,
00:04:47
and the content of discussions all combined.
00:04:51
The data from their extensive studies showed
00:04:54
that 3 key dimensions of communication could strongly predict team success.
00:05:00
Number 1,
00:05:01
energy.
00:05:02
The total amount of interaction and communication between all team members.
00:05:08
Number 2,
00:05:08
commitment.
00:05:09
How well the energy in the team is distributed,
00:05:12
how inclusive each member is.
00:05:15
Number 3,
00:05:16
exploration.
00:05:18
The ability of the team to seek out diverse perspectives from outside the team,
00:05:22
from other departments or organizations.
00:05:26
Teams that score high on all three of
00:05:28
these communication traits are high performing teams.
00:05:32
In these model teams,
00:05:33
all members speak and listen in roughly equal measures,
00:05:37
concisely and respectfully.
00:05:39
Members also have a lot of face to face communication,
00:05:42
whether that's in person or on video.
00:05:45
All team members interact directly with each other,
00:05:47
not just with the manager.
00:05:49
About half of the communication is done at team meetings,
00:05:52
and the other half is face to face.
00:05:55
Team members regularly go outside the team
00:05:57
to explore practices and exchange information.
00:06:01
To conclude,
00:06:02
diversity is an asset when accompanied by an inclusive
00:06:06
approach and even more so by high quality communication
00:06:10
within and outside the team.
00:06:13
Without these voluntary steps,
00:06:15
diversity only generates
00:06:17
discomfort.

No elements match your search in this video....
Do another search or back to content !

 

Mandarine AI: WHAT YOU SHOULD KNOW

An Error Has Occurred

Unable to save your progress. Please reload the page, log in, and try again. If the problem persists, please contact an administrator.

Close

Reminder

Show

/

Join Live Training Session