Diversity Intelligence (DQ)
There can be no Equality without Equity
Equity
Equality
Artist: Angus Mcguire
By implementing a Diversity Intelligence (DQ) strategy programme for managers, we work with organisations to help them create a more inclusive workplace that attracts and retains top talent, enhances creativity and innovation and improves business outcomes.
Traits & Characteristics
Observable vs Unobservable
IQ
What is Diversity Intelligence (DQ)
'"Just because it hasn't happened to you, doesn't mean it doesn't exist"
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According to The Great Place to Work (TGPTW) ‘Diversity is about representation or the make-up of an entity, whereas inclusion is about how well the contributions, presence and perspectives of different groups of people are valued and integrated into an environment.’
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Diversity intelligence (DQ) picks up from where Cultural intelligence (CQ) leaves off. It is the ability to understand the various dimensions of diversity, including but not limited to, race, ethnicity, gender, sexual orientation, age, ability, religion, and socio-economic status
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We live in a global world and in order to cater to their customers/user base efficiently, it is important that workforce makeup reflect customer makeup as well. This will allow companies to understand the issues and problems faced by people from different walks of life
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Although many companies try to hire for diversity, they seem to manage for similarity which means people have to adjust their styles to make others (mostly dominant groups), feel comfortable
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DQ involves being aware of one's own cultural biases and assumptions, as well as the cultural backgrounds and perspectives of others. It also involves being able to adapt and adjust one's behaviour and communication style to effectively interact with people who are different, while also respecting their beliefs, values and lived experiences
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In a McKinsey study, titled “Diversity Matters”, 366 public companies were surveyed from different countries in the western world. There were two key findings:
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Gender-diverse companies are more likely to perform 15% better
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Ethnically-diverse companies are more likely to perform 35% better
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DQ goes beyond simply recognising and accepting diversity; it involves actively seeking out and valuing diversity as a source of learning and growth. It includes developing skills such as active listening, empathy, and flexibility, as well as knowledge of different cultures and their practices
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Diversity is fact whereas inclusion is a feeling. Inclusion therefore is not a one-and-done fix; it is intentional and requires work to address and reduce bias
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When it comes to diversity and training, progress is incremental. This is often why people and organisations give up – having expected someone to come in, point out areas that need improvement, action recommendations followed by instant remedies
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Human beings are complex creatures and so whether it is inclusion or belonging, these cultures don’t just appear once there is a diverse workforce; inclusive cultures and environments are intentionally built.
"I’m very good with people…Like Me!"
Julia Middleton, founder of Women Emerging
An exodus of female leaders!
“Women leaders are leaving their companies at the highest rate in years, and the gap between women and men leaders leaving is the largest we’ve ever seen. To put the scale of the problem in perspective: for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.” McKinsey Report ‘Women in the Workplace 2022’
Tell me more...
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This exodus is often linked to a lack of support for female leaders (at organisational as well as personal levels), lack of role models, and a lack of opportunities for women to take on leadership roles - despite many companies rolling out diversity training programmes
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Reports by HBR (2019) & McKinsey (2017) found no evidence that diversity training actually leads to more diversity. Indeed, according to HBR ‘…evidence has shown that diversity training can backfire, eliciting defensiveness from the very people who might benefit most. And even when the training is beneficial, the effects may not last after the program ends…’ The HBR report goes on to say – ‘…We found very little evidence that diversity training affected the behaviour of men or white employees overall-the two groups who typically hold the most power in organisations and are often the primary targets of these interventions…’
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While it’s true that in the western world, more women and people from other marginalised groups are joining senior ranks of management, these tend to be the exceptions rather than the norm and C-suite and D levels remain predominantly occupied by white males
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It is important therefore, that companies understand and regularly review employee demographics not just at company level but across different levels all the way to leadership, as many organisations may be diverse at employee level but less so, higher up​
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Human beings are complex creatures and diversity keeps evolving. A one-off HR or L&D coaching and/or diversity training is not enough; companies should instead look for or train leaders to become coach leaders. Coach leaders who lead with EQ and CQ create the teams and (work) environments which make the implementation and adoption of DQ far easier. Click HERE or scroll down to watch a short video below which shows why diversity without inclusion is doomed to fail.
The Solution?
Leading with Diversity Intelligence (DQ)
Using our ...
The EQ + CQ = DQ Framework
DQ leaders understand that 'diversity is also about adapting men to a world in which women are more empowered...'
A leader with high DQ is inclusive and knows that diversity shouldn't be viewed as a problem to be solved but rather, an opportunity to be capitalised on. A leader with high DQ knows that just because they have a diverse workforce this, in of itself, doesn't automatically guarantee inclusion. A DQ leader is able to adapt and adjust their behaviour and communication style to effectively interact with people who are different, while also respecting their beliefs, values and lived experiences. DQ leaders also know and understand that given exclusive environments and behaviours have been built over many years and that as a counter, inclusion itself takes time to filter through the organisation and that D&I training, is never a 'one-and-done' exercise; it requires work, commitment and resources
ON HIRING – DQ leaders don't rely on 'similar-to-me' affinity bias.
Why Diversity Intelligence (DQ) is an Important Skill
Building a culture of Inclusion and Belonging
is a marathon not a sprint.
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Diversity intelligence is increasingly important in today's interconnected globalised and multicultural world, where people from different backgrounds frequently interact and work together. It can help individuals and organisations foster more inclusive and collaborative environments and lead to more effective communication, innovation, and problem-solving
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Despite the increased attention to diversity, equity, inclusion, and belonging (DEI&B), evidence shows that the higher the job status, the less diverse the executive bench, despite many companies pushing for diversity within their leadership ranks. According to Fortune, there are fewer than 10% of female CEOs in Fortune 500 and only around 1% of Fortune 500 CEOs are black
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Gender inequality in leadership level – There is a difference in the entry of women in the workforce and their growth in their career ladders. Companies need to review or implement changes to policies, procedures, culture, and training initiatives to address this
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​In the UK for example, efforts to diversify according to gender and ethnicity appear to have had very limited results. However, global trends such as the ones outlined below, are influencing business priorities & trends:
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Changes in customer demographics & attitudes
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Diversity of talent especially younger generations who are becoming more purpose driven especially on matters relating to: DE&I, ESG, climate, conservation, the environment, social justice and more
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Diversity of markets with demand shifting to emerging markets
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Diversity of customers and workforce led by advances in technology
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Diversity of ideas
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Innovation & tech
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Much of the public especially younger generations now expect businesses to take an active role in addressing social issues. Companies that fail to do so i.e. those who see their roles as solely that of products and services could miss out on future opportunities including attracting diverse talent, customers, or scaling into new markets. A Glassdoor survey reveals that a diverse workforce plays an important role for 67% of job seekers when considering job offers
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It is not uncommon for DEI to be brought up during interviews. Questions may include your organisation’s commitment to initiatives that you already have in place. It is therefore advisable that companies get on the front foot by bringing these up themselves during interviews for example, to enable them to control the narrative
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When it comes to health and technology, the lack of diversity when it comes to designing and developing a technical solutions can have unintended serious consequences for example:
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Medicine - Pulse oximeters are less accurate on people with darker skin because of the way melanin interferes with light absorption
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Tech – Facial recognition where there is bias towards people with darker skin, older women, or women not wearing makeup. Companies therefore need to question the demographic makeup of the team(s) developing these products
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Tech’s lack of diversity could impact AI progress, credibility, trust, and uptake
- In addition, changing demographics is making diversity within organisations a reality not a choice. In the USA for example, only 50% of Gen Zs are white compared to 72% of ‘baby boomers’ who are white. So, whether it's the result of a reduction in birth rates or increases in immigration, diversity intelligence is becoming essential rather than a ‘nice to have’ strategy
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Reducing bias and discrimination: Bias and discrimination, though sometimes subtle and often unintentional, can impact decision-making and lead to discrimination in the workplace. By taking a diversity course, employees are able to recognise their own biases and take steps to address them. By doing so, they can help to create a more fair and equitable workplace
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Leveraging the benefits of diversity - Research shows that companies that prioritise diversity and inclusion perform better and are more innovative than their less diverse counterparts. Benefits include: better problem-solving, increased creativity and higher employee engagement and productivity
Building a culture of inclusion & belonging is a marathon not a sprint.​
When Diversity excludes Inclusion
In the UK, efforts to diversify according to gender and ethnicity appear to have had very limited results
PODCAST
An Introduction to
Diversity Intelligence (DQ)
Sources: ExecutiveGlobalCoaching.com, McKinsey Report ‘Women in the Workplace 2022’ Podcast created in: Google Notebook LLM
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