Inclusion matters and stay curious

I like to define global diversity as the richness of differences and similarities that exists amongst all people. It is all the attributes that makes us human and individuals. From our gender, the place where we were born and raise, our cultural ties, our education and the individual experiences that each of us has experienced in our lives. It is this richness of backgrounds and experience that makes us similar and different from each other. Similar because we can share many things in common with others, but at the same time different because we have each experienced it individually.
In the world we live today were so many barriers that were common a few years back have been broken, and there is so much more trade and sharing of information at all levels, addressing the topic of global diversity is no longer an option for companies that want to grow in the global marketplace. I have heard comments throughout my career that it is better for teams to focus on their similarities and not their differences, that it the way that teams get along and are best able to work together. I would agree but only somewhat. While it is important for a group to focus on similarities, the richness of the contributions and insights depends on ensuring that the differences can also surface and be present in the discussions. It is by the in the fact of being able to share ideas and thoughts from our own experiences that we become more creative in solving problems and more adapt at creating new opportunities, especially when dealing with situations or markets that are new to us.
Global Diversity is the richness of experiences and cultural backgrounds that come to the table when a global team sits together on a project, on a company, or any organization. It is not limited to race or ethnicity or gender differences. It is all the combined experiences that make a group better and richer so that they build on each other’s experience and knowledge. But along with the richness of differences and experiences come also challenges as to how to work together and ensure that there is balance and the right culture
Imagine entering a new market and not having any locals on the top management of the company. The team in place has a wealth of knowledge related to the company and the products that it sells, however it lacks the experience and nuances associated with dealing with local customers and local consumers. We can have all the experience we want from the home office, 10,000 miles away, but we need to be able to also translate that experience into local solutions for the local market. I never forget the story of a very knowledgeable and experienced executive that ran the one a very successful operationin one country in Latin America of a very successful consumer products company. The executive was very well versed in the dealings of the his coun and had been very successful in his market. Due to his background he was promoted and given a larger role managing all of Latin America for the company. You would assume that the executive would have continue to be successful , but the fact is that he stumbled and made many serious mistakes by assuming that the similarities were greater than the differences amongst Latin American countries. The fact is that while there are some similar cultural themes, the business and cultural nuances vary from country to country and it is better not to assume that what works in country would work on another. This very example can apply to other regions of the world.
The best solution to avoid mistakes and errors is to ensure that you have teams in place that are knowledgeable and adaptable to local nuances and also the experience from central office to bring the essence of the company or organizational culture. A great way to achieve that is with diversity in the teams. Ensuring that is strong representation from the central culture as well as the local culture, and that there is enough sharing of ideas and concepts to ensure that all points of view are considered before critical decisions are made. This type of team would de ideal for any organization, and the other key factor to consider is how you will bring such a team together and promote the management of differences so that all feel that they can
In just two months we will be in the year 2011. It is hard to believe that it was 7 years ago that I began my professional journey in the field of Diversity. I say professional because I do feel that I have been in the journey on a personal level all my life. I have always being interested in cultures, in people and how we could all work best together. I like to define global diversity as the richness of differences and similarities that exists amongst all people. It is all the attributes that makes us human and individuals. From our gender, the place where we were born and raise, our cultural ties, our education and the individual experiences that each of us has experienced in our lives. It is this richness of backgrounds and experience that makes us similar and different from each other. Similar because we can share many things in common with others, but at the same time different because we have each experienced it individually.
In the world we live today were so many barriers that were common a few years back have been broken, and there is so much more trade and sharing of information at all levels, addressing the topic of global diversity is no longer an option for companies that want to grow in the global marketplace. I have heard comments throughout my career that it is better for teams to focus on their similarities and not their differences, that it the way that teams get along and are best able to work together. I would agree but only somewhat. While it is important for a group to focus on similarities, the richness of the contributions and insights depends on ensuring that the differences can also surface and be present in the discussions. It is by the in the fact of being able to share ideas and thoughts from our own experiences that we become more creative in solving problems and more adapt at creating new opportunities, especially when dealing with situations or markets that are new to us.
Global Diversity is the richness of experiences and cultural backgrounds that come to the table when a global team sits together on a project, on a company, or any organization. It is not limited to race or ethnicity or gender differences. It is all the combined experiences that make a group better and richer so that they build on each other’s experience and knowledge. But along with the richness of differences and experiences come also challenges as to how to work together and ensure that there is balance and the right culture Imagine entering a new market and not having any locals on the top management of the company. The team in place has a wealth of knowledge related to the company and the products that it sells, however it lacks the experience and nuances associated with dealing with local customers and local consumers. We can have all the experience we want from the home office, 10,000 miles away, but we need to be able to also translate that experience into local solutions for the local market. I never forget the story of a very knowledgeable and experienced executive that ran the one a very successful operationin one country in Latin America of a very successful consumer products company. The executive was very well versed in the dealings of the his coun and had been very successful in his market. Due to his background he was promoted and given a larger role managing all of Latin America for the company. You would assume that the executive would have continue to be successful , but the fact is that he stumbled and made many serious mistakes by assuming that the similarities were greater than the differences amongst Latin American countries. The fact is that while there are some similar cultural themes, the business and cultural nuances vary from country to country and it is better not to assume that what works in country would work on another. This very example can apply to other regions of the world.
The best solution to avoid mistakes and errors is to ensure that you have teams in place that are knowledgeable and adaptable to local nuances and also the experience from central office to bring the essence of the company or organizational culture. A great way to achieve that is with diversity in the teams. Ensuring that is strong representation from the central culture as well as the local culture, and that there is enough sharing of ideas and concepts to ensure that all points of view are considered before critical decisions are made. This type of team would de ideal for any organization, and the other key factor to consider is how you will bring such a team together and promote the management of differences so that all feel that they can
In just two months we will be in the year 2011. It is hard to believe that it was 7 years ago that I began my professional journey in the field of Diversity. I say professional because I do feel that I have been in the journey on a personal level all my life. I have always being interested in cultures, in people and how we could all work best together.