Is there such a thing as optimum diversity within a team? Do diversity targets make any sense at all?
Wadé: It’s about changing people’s mindsets, not fulfilling a certain target. Rethinking starts in people’s heads. Here at Audi, we are looking to redefine the issue of equal opportunities in the context of the ongoing cultural change. For us, diversity encompasses a person’s age, gender, cultural background, sexual orientation and involves inclusion. You have to be open to differences and use these to positive effect. Only then will we witness authentic change.
Sander: You should always consider how much diversity is sensible and in what contexts. Indeed, some professions might not benefit in any special way from having exceptionally diverse teams. In a hospital emergency ward, for example, the procedures are always the same and decisions have to be quick and correct. Diversity and reflection do not offer many benefits here. In an innovation department, however, diversity and different perspectives are extremely important in the process of creating new solutions for customers. It’s important to define the level of diversity specifically for each department.
In conclusion, one could say that if we tackle and question our fear of lions, this can have a positive impact on our mindset and our decisions.
Sander: Exactly.
Wadé: Well summarized.