Tag Archives: diversity

Diversity FAQ’s No 19: How is diversity connected to Business Strategy: Part III – ‘Decision making’


 “All human beings are necessarily products of their environment” – Burrhus Fredic Skinner, Professor of Psychology, Harvard University

The above statement by Skinner, though true, implies a limitation: that human beings are limited by what they know. Indeed, what they know, and that which limits them, is derived from the socio-economic, cultural and political interactions they have within their specific environments. But it is also true to say that of all living things on the planet, human beings constitute that species which has the ingrained ability to constantly overcome these apparent limitations – through the effective use of intelligence – and herein lies the key point our topic of discussion attempts to answer:

It is my thinking that at the heart of effective decision-making lies the question of intelligence, that rational ability all human beings use to overcome their natural limitations so as to aspire toward greater levels of intelligibility and hence higher strategic clarity. The process of overcoming Skinnner’s environmental constraints, I suggest, necessarily involves engaging a varied number of ‘intelligencies’ – and by implication their related range of experiences – using these as strategic building blocks during the decision-making process to access higher levels of intelligibility. Continue reading

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Is there a place for diversity professionals in the ’21st century organisation’?


As a ‘diversity professional’, some may question the reasons for engaging the chosen topic as it may appear to inadvertently question the very profession I have chosen as my area of expertise – which ultimately puts bread and butter on my table every day. Indeed, given reported cuts to the ‘diversity agenda’, diversity training programs, coupled with the fact that a good number of diversity jobs were amongst those cut off the back of restructuring programs in response to prevailing economic conditions, should this be a topic that we address at this time given clear sensitivities??

I think so. Indeed, the demise of diversity managers as explained above, itself serves as the precise reason for taking a step back to reflect on what may have gone wrong with regard the actual value organisations perceive diversity brings, which may have lead to the cutbacks in the diversity profession, and by implication, its initiatives and key services.

But before proceeding, there may be a need to address a key aspect of this question: What is the ‘21st century organisation’? What does it look like and what are its prevailing needs?

The 21st century organisation is symptomatic and characteristic of the following post-modern realities: Continue reading

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Diversity FAQ’s No 19: How is Diversity connected to Business Strategy? Part 1


By deliberately seeing (new) ways to more effectively reach a broader range of customers, (businesses like)…IBM have seen significant bottom-line results” – David Thomas, Professor of Business Administration, The Harvard Business School.

It may be important to begin with a clarification of terms: What actually does ‘business strategy’ mean? What are its essential components that make it ‘tick’ and remain sustainable? Indeed, how are the ‘components’ intertwined with strategic diversity, thus ensuring the continuity of the ‘ticking process’ leading to business growth and sustainability?

There are a range of suggested ‘components’ put forward by a number of business professionals, entrepreneurs and academics, all of which are arguably key to ensuring sustainability, however I feel that those suggested by Ian Heller, and which I have adapted below, are very pertinent. Heller suggests five components of business strategy – I have added a sixth: Continue reading

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Diversity FAQ’s No 18: How is Diversity connected to ‘Globalisation’?


Globalisation refers to the process of the transnational circulation of ideas, languages, or of ‘popular culture’ through acculturation (or the assimiliation and association of cultures), driven by economic unification – making the world move into the proverbial ‘global village’.

Diversity is connected to globalisation through the following 4 main 21st century realities or drivers:

  • The Phenomena of ‘World Immigration’,
  • New Technologies
  • The Internet
  • The breaking down of geo-political borders between countries

The Phenomena of ‘World Immigration’

In the 1980’s and the early 90’s, most ‘talk’ on immigration tended to focus and convey pictures in our minds of ‘refugees’, ‘asylum seekers’ and those that were ‘economically displaced’ as a result of war, etc.

This thinking has now radically changed: With globalisation now a full reality of the modern world, the migration of people from across all cultures driven by the ‘processes’ of globalisation as they interconnect with the social, political, economic and cultural dimensions of countries across the world, what I call ‘world immigration’ has naturally sprung up and gradually replaced the traditional conceptions of immigration we previously tended to have. Continue reading

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Diversity and the Idea of ‘Difference’ – Same or Different??


I was raised in a family that really loves and enjoys a good, tasty meal! I think that my experience of seeing my Mother cook, the ‘natural’ precision with which she added key ingredients to ensure taste, lead to the passion I have today for food and cooking food. I remember in my very early twenties, and whilst abroad on holiday, which was a good number of years ago (!), I was told by friends and acquaintances from other nationalities that the UK compared to other countries had a very bland and basic palate, and was only known for cooking Fish and Chips, and even that, my acquaintances suggested, we cooked badly! Not something I was happy to hear, though at the time, I must admit, there was some truth in it…

Well, I challenge those friends and acquaintances now to re-examine their thinking: In London alone, there now exists over 70 different cuisines, all serving great food as part of the British identity. In fact, a leading analyst has declared that London in particular has been undergoing a “golden age” with more restaurants launched than ever before in its history. Continue reading

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Diversity – The Absurdity of Non-Practice: A Reflection


I liken the above topic to the following story:

Two friends, Jack and Jill were on their way home from a party in the early hours of the morning. As they sat in their cab ride home Jack said to Jill, “Remind me to get some milk at ‘The 24hr Shop’ around the corner from home”. Jill replied: “We’re at least 30mins away from home, its 2am, will it be open?” Jack looked at her disbelievingly and responded: “What kind of a question is that Jill? It is called ‘The 24hr Shop’. Of course it will be open!!”

I have often wondered why many organisations remain hesitant at placing Diversity at the very heart of overall business strategy. Indeed, many organisations request a business case for diversity to further justify reasons for ‘engaging’ it as a business area. What this may point to, I suggest, is a gap in understanding. It is not business that creates diversity rather it is the very fact of diversity that creates business. Diversity is the coming together of different individuals from cross socio-cultural backgrounds and the different creative ideas they possess that leads to the development of new and fresh strategies needed to create, and keep businesses afloat so that they remain sustainable and competitive.

It is little wonder then that organizations that do not see the fundamental connection between diversity and overall business strategy commit a fundamental flaw in the logic of business strategy akin to the story above: Just as ‘The 24 hrs Shop’ implies within its title that it ought to be open for 24hrs, so too business practice ought to imply the practice of diversity as fundamental to its very existence. Indeed, a 24 hrs shop that is not in fact open for 24 hrs creates a logical absurdity in our minds regarding the choice of the name of the shop. In the same vein, I argue, businesses that do not have diversity as fundamental to business practice commit a logical absurdity in understanding business creation, development and continued sustainable operational success. Continue reading

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On: A Philosophy of Diversity…


In attempting to develop an understanding of the meaning of the concept of ‘diversity’, it is arguable to suggest that the best place to begin is by attempting an answer of the following 3 core philosophical questions: “Who am I?”, “Where am I going”?, “What does existence mean?”

Attempts to answer these questions can be traced back to a number of known philosophical thinkers:  Aristotle, Thomas Aquinas, St Augustine, Rene Descartes, Immanuel Kant, John Locke, Martin Heidegger, Tielhard de Chardin, John Paul Sartre, etc – all of whom dominated the ancient, medieval and contemporary and modern philosophical periods.

But what was the common denominator running through the varied arguments each thinker posed? Arguably, I suggest it was attempting an understanding of the meaning of ‘existence’: What was it? What did it mean? Indeed, how am I connected to it?

I remember when studying philosophy at university, I was particularly interested in the theories of ‘identity’. The existentialist philosophy of Jean-Paul Sartre took my particular fancy. Continue reading

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