“As a learning organization continuously seeking to attain and maintain the competitive edge through innovation, your Company places an extremely high value on diversity of thought. Diversity of thought is critical to reaching the most innovative, customer-focused solutions to the many issues, problems and challenges confronting our business. As such, it is the responsibility of every manager to value and secure diversity of thought in his/her work unit by employing and developing the highest caliber individuals differing from one another culturally, intellectually, experientially, as well as by race and gender. Attaining and leveraging diversity of perspective and thought is consistent with our values as a company. The processes of securing diversity of thought and outreach are inextricably linked -- both entailing expansion of our internal and external applicant pools to attract the most qualified individuals from the broadest possible range of sources.”
This well-defined position clearly states not only the importance my company places on nurturing the diversity of thought, but also that “every manager” is responsible to ensure the sanctity of it. Further, it spells-out specifically how this is to occur, namely by “employing and developing the highest caliber individuals differing from one another culturally, intellectually, experientially, as well as by race and gender.” Specifically, the manager must demonstrate a willingness to share ideas and perspective and encourage others in the group to do the same. Sharing shows that it is acceptable; encouraging others to share embeds it as part of our culture.
For me balancing advocacy and inquiry is absolutely critical to nurturing diversity of thought. An imbalance can easily restrict an expression of ideas, and this would be unacceptable.