Intentional D&I

Online science class in the background: “Unlike poles attract each other. Like poles repel…”
Too bad, humans are not magnets.

The homophily bias refers to the human tendency to be drawn toward others who are like us in significant ways. Which is why plan for diversity- in our networks, our teams, our social circles etc.
But why do we need diversity in a group?
Why seek diverse perspectives?
What’s the problem with a homogeneous group?

Several.
E.g., At work, for complex problems, not one person has all the answers. And we all have blind spots, gaps in our understanding.

Now, similar people with similar perspectives most probably share the same blind spots. So, not only does challenging blind spots become difficult, but confirmation bias is likely to set in.

They say, the whole is more than the sum of its part. Guess what – there’s a science to it.

There’s a science to building successful teams.
Of bringing on board minds with rich and diverse perspectives that will
not just add but augment the value,
not just chair but challenge ideas,
not just bundle but build solutions.

Strategies designed to Build and Leverage diverse teams (and not just check the list on D&I) will ensure the competitive advantage of organizations .

Hiring for diversity will build the team.
Cultivating inclusion will leverage the diversity.