How do we surround ourselves with cognitive diversity?
Do we set targets and quotas to hire people specifically with different backgrounds, life experiences or with protected characteristics?
Some do.
But, if we’re not also investing in creating a safe environment where anyone can say “I have an idea” or “I don’t agree”, the result is the same “boy’s club” with those individuals unable to contribute.
Every leader’s role is to create those safe, purposeful environments.
To create spaces where everyone can contribute without fear of ridicule or punishment.
To encourage, embrace and utilise cognitive diversity. To create inclusion.
Because diversity is the output of inclusion – not its starting point.
