Abstract

Diversity and inclusion are often identified as key drivers for business performance. It is an area that is transforming how human capital professionals demonstrate value for organizations and clients. Yet the power of what diversity can do for an organization is not well understood. Embracing diversity means more than changes in hiring patterns. Diversity needs to be intentional. Not only does diversity need to be intentional, it needs to be the heart and soul of a culture. From the moment a new hire joins the organization to the vision cast by the leader, diversity must be communicated in an individual’s values, beliefs, attitudes, and behaviors. As a collective, diversity must link the daily processes, methodologies, and decisions that empower the workforce to explore, create, and innovate in every aspect of their job. Understanding the impact of diversity in organizations lies in recognizing that there are various faces of diversity, each of which impacts organizational effectiveness and change. This paper will explore the story of diversity: the traditional view, cognitive diversity, and experiential diversity. The central premise of this presentation is that organizational leaders who promote self-directed learning and empowerment at all levels of their organization are harnessing diversity leadership. Diversity leadership combines the powerful concepts of diversity, empowerment, innovation, and leadership to bring about sustained organizational change.