Organisational development, unconscious bias and diversity, Part Three

Back in the 1970s, less than 10 per cent of musicians in US orchestras were women. This had nothing to do with a feminine talent deficit it was more about unconscious bias and diversity. Major orchestra directors believed they were making rational decisions based on performance skills at audition. However, when curtains were introduced, visually […]

Organisational development and the role of diversity, Part Two

Last time, I began delineating the need for and role of diversity diversity in the process of organisational development. Given that none of us can be entirely free of presupposition, the task of cultivating a bias-free organisation may seem like an impossible one. However, without resorting to fairy tale idealism, I think there are some […]

Organisational development and diversity, Part One

Linking organisational development and diversity may seem incongruous, sort of linking goat’s milk and lettuce. However, it’s a highly salient relationship. Organisational development aims to enable organisations to navigate the changes necessary for survival and growth in changing times. While obvious change will inevitably sponsor resistance and fear amongst the workforce, certain organisational characteristics can […]

Why difference ranks with diversity in organisations

Diversity in organisations needs to include intra-personal difference and a tolerance for constructive conflict. If an organisation’s future depends on its leadership pipeline and its staff’s talents, the right lenses for spotting potential really have to be in place. Last time, I suggested that diversity in organisations that didn’t force people to become clones of corporate identity […]

Why difference eclipses diversity (Part One)

Conventional wisdom holds that truly agile, adaptive organisations encourage diversity amongst their talent pools. While efforts to reflect a wide range of diversity demographics in an organisation’s profile are essential (e.g., gender, age, ethnicity, religious conviction, sexual orientation, culture), it is also important to consider another facet of diversity for genuine organisational evolution and innovation. […]