"Diversity is not about how we differ; it's all about how we recognize each other's uniqueness", said Ola Joseph, a Nigeria speaker and author. If we hear the word "diversity," we think of race and maybe history. For instance, when it comes to the diversity of gender, race, and culture are crucial factors. Yet, the word "diversity" in itself is a lot broader. Diversity cuts through all facets of our lives and plays an important role, as important as helping us survive.

Diversity in the workplace is all about building an inclusive atmosphere, embracing the variations of each person, encouraging all workers to reach their full potential, which, as a result, enables the company to achieve its fullest potential. If you respect each individual's differences, you encourage each individual to add their specific insights, which can have an incredibly positive effect on jobs, other workers, morale, success and customer service. Workplace diversity is not only a trend for integration; it is something that most businesses are striving to do.

There is a beauty richness that can arise when an organisation agrees that it needs internal diversity when it comes to meeting potential partners that are diverse. Those members like to connect with someone like them, so African-Americans need to interact with African-Americans. We think there's a risk that people will get pigeonholes. Board diversity matters, so it is not enough to concentrate on only one aspect of diversity. Research has shown that social diversity (e.g. gender, race/ethnicity and age diversity) and technical diversity are also critical for increasing the diversity of views reflected on the board.

Many boards often widen the spectrum of professional experiences considered for board member posts, helping them to recruit more socially diverse directors who, as one interviewee referred to it, offer "diversity of opinion." As one of the long-standing directors of the Taplow Group put it: "The challenge is how boards are shaped and how positions are filled. That may be an inherent bias. It's laziness sometimes. 'Oh, we've got an opening, who do we know?' They have expressed that many times the board members just met people like them.

Ideate together
When recruiting is done from diverse backgrounds, nationalities, and cultures, you add a new set of experiences to the table. This will contribute to advantages such as improved problem solving and increased efficiency. Something similar to a scavenger hunt: Achieving more success by sending everyone to the squad in the same direction? Or are you trying to collect information more efficiently by getting a strategically divided squad?

Some recruiting managers may feel overwhelming about the prospect of getting new perspectives into the business. People may be scared of possible humiliation or the inclusion of controversial views. But analysis should set your mind at rest, revealing that several teams see a 60% growth in decision-making abilities.

Innovation
Diversity in the workplace contributes to creativity. When you think about something, it's crucial to have a connection. If you have a homogenous group of individuals, it is possible that anything – from their cognitive habits to personal experiences to problem-solving skills – will also be identical. And the sameness would not contribute to imaginative ideas. On the other hand, a heterogeneous community of workers will add new insights that can lead to breakthroughs in philosophy.

It's the same explanation why businesses travel off-site for crucial planning sessions or why a shift of tempo will help you fix the issue you've been stuck with for days. New conditions and environments are considered to give rise to fresh ideas.

Unity
Diversity and inclusion go hand in hand. If you create a work atmosphere where workers see a picture of a range of races, experiences, and ways of thought, they are more likely to be relaxed on their own. This translates to a healthier, more active population.

On the other hand, research has shown that a large, homogeneous society can stifle natural cognitive diversity due to the pressure to conform. If workers don't feel like they should be themselves at work, they are more likely to risk failure and not do their best work.