We should focus on our similarities and not our differences, because focusing on our differences causes division and not unity.
This is a perspective I consistently hear as I talk and work with people/companies. Though focusing on similarities gives us a great relational foundation, the reality is that similarities aren't what challenge us and push us toward change within our lives and work.
As Robert Alan states, “Cultural differences should not separate us from each other, but rather cultural diversity brings a collective strength that can benefit all of humanity.”
(see above image)
(photo credit: https://equity-at-work.com/theequityatworkblog/diversity-is-race-and-gender-and-so-much-more)
Highlighting cultural diversity is about understanding where the other person is coming from and the many dimensions that make up his/her/their unique cultural background. It is learning about his/her/their unique backgrounds, his/her/their positive and negative experiences, his/her/their religious and personal beliefs, and the way he/she/they view the world around them.
Focusing only on similarities does not help me (as a caucasian male) understand the perspective of a black friend and the fear he felt when he was pulled over by a caucasian police officer in the American South while we were at university. Similarities do not help me understand the experiences of a friend who recently came out of homelessness and the feelings of despair he faced during those years, or even the feelings of excitement when he was finally able to get a place of his own. Only seeing similarities does not allow me to truly understand the professional journey that a female friend had to go through to make it to the CEO position in a male dominated field of work.
As mentioned, similarities help provide a place, context and understanding from which to build. But it is only by seeing the differences of others and learning to understand those differences that we better understand who they truly are and what they can bring to the table.
Division happens when we put the focus on our own perspective and how we may disagree with the other person, or about how uncomfortable his/her/their perspective makes us feel. Unity happens when we change our mindset to be that of a learner…a student per se, of the other person (who they are and where they come from). This doesn't mean that we agree with them 100 percent, but it does mean that we must be okay with being uncomfortable as we may learn things about ourselves and our background that we don’t like.
Through these differences (whether racial, socio-economical, gender, religious, etc.) we are challenged to grow, to adapt, and to change. We see new possibilities and opportunities for innovation. And this is where we can see significant implications in and for our businesses.
McKinsey & Company shows that there were 43% higher profit possibilities for companies with culturally and ethnically diverse boardroom leadership.
According to A. G. Lafley, former CEO and Executive Chairman of Procter & Gamble, “A diverse organization will out-think and out-perform a homogeneous organization every single time.” Companies with greater racial diversity are likely to have 15 times the sales revenue than companies without such diversity. (Both quote and statistical info found at: https://connecteam.com/further-workplace-diversity-tips/.)
Along with other benefits, cultural diversity within an organization brings a better understanding of the diverse marketplace and how best to engage one’s target and potential clientele.
When it comes down to it, cultural diversity will help to better understand yourself, your team, your company, and your clientele. It will help to better understand areas of strength, areas in need of growth, and areas where innovation can thrive…which is done through the people you have on your team. By understanding where you are and who you have on your team, you have a clearer picture of where you could go in the future, and the possibilities that could help you get there.
Embrace the similarities, but engage the differences.
Traver Butcher
CEO/All Shores Consulting
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