Handling diversity as a community
Diversity has been one of the hot topics in business and workplaces for some time now. Already in the 90s, scientists researched for the perfect mix of what we call ‘constructivist learning environments’. Coworking Spaces are one of them since their members create meaning every day through the roots of social learning on a heterogeneous ground. For the most part, the consensus is that diversity does bring benefits. Whether those benefits are increased innovation, more profitability, teams with better problem-solving skills, etc. it depends on the context. Still, few would argue that diversity brings no benefits, but why is this? In my opinion:
They don’t know how to handle it.
The theory found that it is less about internalizing stable constructions of meaning than participating within a community. In society, identity and social relationships are constantly negotiated, which means:
Diverse work communities need inclusivity.
Shared office places live from their interaction and knowledge exchange throughout all vertical dimensions. Managers should be inclusive and close to their employees and students, even if its bond is created virtually. How else can we correct and reflect on our mistakes? To learn how to feel inspired by others?
Diversity doesn’t just happen.
Why? It is human nature to “play it safe”. Equally natural is the tendency to trust people that are more similar to us more than people who are less similar to us. It all begins with the recruitment process to avoid falling into the trap of an “unconscious bias”. We all tend to filter out the diverse candidates, resulting in a more or less uniform workplace. I know this sounds harsh, but proven is that when we’re confronted with a diverse pool of equally competent candidates, we instinctively lean towards the candidates that are more like us. To differentiate is critical for attracting and holding your members or employees. Even for the essential question: Whom do you want to be as a community?
Diversity allows you to shape your services.
Even if there is a market and easy buyer persona for your already offered assistance, be a sustainable reflector: Do these people promote you? Do they identify themselves with your ethics and values? Social innovators use strategic communication to solve humanitarian problems, so you can.
If people feel inspired, opinions bloom and help you create a collaborating work community. Coworking, for example, is deeply embedded in the distinct production logics of cultural and creative industries, with its project-based organization and knowledge dynamics required for constant innovation (Merkel: Capdevila, 2013). However, we must be careful about two things: If we don’t develop an activity framework that attracts our own members, collaboration is giving in short term inspiration.
Managing diversity is necessary, or you risk miscommunications and people pulling in completely different directions.
Managing diversity affects such as every management achieving goals as a group, reducing costs and optimizing resources. While you cannot change human nature, you can increase trust through strong Organizational Cultural practices. Pappus is specialized in helping communities to make diversity their strength.
Keynote take-away:
