{"id":23975,"date":"2018-09-12T09:42:56","date_gmt":"2018-09-12T08:42:56","guid":{"rendered":"https:\/\/digileaders.com\/?p=23975"},"modified":"2019-03-13T12:42:24","modified_gmt":"2019-03-13T12:42:24","slug":"all-the-voices-at-the-table-the-benefits-of-diversity","status":"publish","type":"post","link":"https:\/\/digileaders.com\/all-the-voices-at-the-table-the-benefits-of-diversity\/","title":{"rendered":"All the voices at the table: the benefits of diversity"},"content":{"rendered":"

\u201cIf you are sitting in a decision room and everyone looks like you and thinks like you, you will come up with a less-than-good answer. We need all voices at the table to make the best decisions.\u201d<\/em>
\nMichelle Obama<\/p>\n

I\u2019d agree, the benefits of diversity are far reaching (especially in terms of bottom line profits and fresh ideas) \u2013 I\u2019d also say that\u00a0if everyone at the boardroom table looks the same as you \u2013 you\u2019re doing diversity wrong.<\/em><\/strong><\/p>\n

If everyone on the board is from a similar background (as is very typical in the often Eton-educated UK government) they can become victims of \u2018group think\u2019. This isn\u2019t conducive to generating the types of new ideas that will grow a company \u2013 or a country. Diversity makes us stronger, more resilient and more capable of accelerating a business, and that\u2019s beginning to be recognized by both\u00a0investment houses and large corporations<\/a>.<\/p>\n

So what does a truly diverse board look like? Well it is likely to include different genders, races and backgrounds and as a result, multiple ways of thinking. Different questions will be asked, and the answers will vary widely. In the long term, these diverse opinions will lead to a broader product and ultimately, better bottom line profits.<\/p>\n

There are many different elements to diversity, each of which offers its own benefits. Take the example of\u00a0Auticon<\/a>, an IT consultancy that employs 150 autistic people across the UK, USA, Germany, France and Switzerland. The firm has found that employing neurodiverse teams opens up new perspectives and significantly improves work output.<\/p>\n

Auticon is not the only company realising the benefits of employing neurodiverse candidates. Investment bank JPMorgan Chase has hired 70 autistic employees over the last few years. The results speak for themselves: The firm says job performances have been \u201cstellar\u201d, with the majority of autistic employees achieving 48% to 140% more work than their colleagues.<\/p>\n

Of course, gender diversity is also an important part of the workforce. US firm Frontier Communications Corporation\u00a0is among<\/a>\u00a0the 100 tech and telecoms companies which has three or more women on the board. CEO Dan McCarthy says he has \u201cseen the benefits first-hand\u201d of having a more diverse board when tackling tough issues.<\/p>\n

Meanwhile, Cisco is seen to be one of the\u00a0largest companies<\/a>\u00a0in the US actively supporting movements within diversity and equality. This process has come from the top down through its board members. Our own company Titania, supports diversity in all forms and welcomes the work technology giants such as Cisco,\u00a0Google<\/a>\u00a0and\u00a0Microsoft<\/a>\u00a0are all doing in this area.<\/p>\n

Gender diversity is an increasingly recognised issue in technology and science. According to the 2017 Frost and Sullivan report, only 10% of the cyber security workforce are women. Around 40% of women leave jobs in science and technology \u2013 twice more than the figure for men \u2013 and one third cite the working environment as central to their decision.<\/p>\n

Societal or industry bias can still be a barrier to career growth for women and it is evidenced in many subtle ways \u2013 including language. Someone described as \u2018challenging\u2019 could be viewed in a positive or negative light (dynamic vs difficult) and gender bias can tip the balance. As much as the world is changing, many women still feel they have to work harder than their male counterparts (for the same recognition) and face being labelled as \u2018hard-nosed\u2019 or \u2018difficult\u2019 as the price of success.<\/p>\n

The industry knows this is a problem, and multiple initiatives already exist aiming to encourage more women to enter, and stay in, our sector. One high profile example of an organisation fighting for\u00a0diversity in<\/a>\u00a0cyber security is the UK\u2019s National Cyber Security Centre (NCSC). Half of the firm\u2019s senior management are female, and one third of employees are women \u2013 a figure the NCSC says it\u2019s determined to improve.<\/p>\n

The benefits are clear, but it\u2019s also important to consider that diversity starts from the top \u2013 and there are challenges when turning this into reality. \u00a0Unconscious bias is one of the major culprits preventing diverse boards: Research\u00a0shows<\/a>\u00a0people tend to hire people similar to themselves \u2013 and it\u2019s often completely unintentional.<\/p>\n

People don\u2019t like to think they are biased, but society is full of messages that shape our self-image and future. Parents and carers, often give children certain toys based on gender.\u00a0 Girls are given soft toys or toys that encourage interactive play (teddies, dolls and tea sets) while boys get hard toys that encourage problem solving (bricks, trains and construction sets). This may give girls an advantage in building early language skills but at the cost of spatial awareness and problem solving.\u00a0The building blocks of an interest in STEM subjects may literally be \u2018building blocks\u2019<\/a>\u2026<\/p>\n

Diversity is something many firms strive for, but articles portraying stereotypes make things that much harder. We have all heard of gender and racial stereotyping, but with neurodiverse candidates, this can be less obvious and views must be constantly challenged or it will become accepted thinking.<\/p>\n

For example, a\u00a0recent article<\/a>\u00a0in Time Magazine was entitled \u2018The body language mistakes you don\u2019t realize you\u2019re making at work\u2019.\u00a0 Items on the list included: fidgeting, tense expressions & not making eye contact.\u00a0 These were interpreted as signs an employee was disinterested, angry or unengaged \u2013 however in a Neurodiverse person (e.g. Autism, ADD) the same body language,\u00a0may mean the exact opposite!<\/a><\/p>\n

So, what\u2019s the solution? The first step is to realise that we don\u2019t have a choice about being biased: it\u2019s simply how the brain works. As primates, humans are pre-programmed to form \u2018troops\u2019 (to prefer people who look and feel like us). It is part of our leftover evolutionary behaviour \u2013 but to gain the benefits of diversity, we must strive to overcome it.<\/p>\n

Part of this is about making moves to ensure diversity on boards and \u2018lead from the top down\u2019. Small things can make a huge difference. At Titania, we have changed our job adverts to include specific language welcoming neurodiverse candidates and removed \u2018team player\u2019 references which may intimidate people who struggle with social interaction.<\/p>\n

It\u2019s also important to have a positive outlook. \u00a0The cyber security industry is predisposed to focusing on the negative (it\u2019s how we find security holes). We know there is a talent shortage, it\u2019s been well publicised \u2013 but people are realizing increasing diversity could help solve this.<\/p>\n

There are many brilliant and diverse people employed in \u2018cyber\u2019 \u2013 many of whom work behind the scenes. Highlighting diverse role models (of all types), celebrating their successes and demonstrating best practice in supporting their needs, will encourage more talented people into our industry.<\/p>\n

As a Neurodiverse \u2018woman in cyber\u2019, I found a home in Titania. With the support of our CEO (now my husband) and a committed team, we\u2019ve built a strong company, able to support diversity at all levels. Our board is half female and our backgrounds and thinking types vary widely.<\/p>\n

In the process, we\u2019ve learnt to respect and explore wide-ranging viewpoints and opinions, we\u2019ve discovered new options, solved key industry problems and accelerated our growth.<\/p>\n

I would like to leave you with one final thought:<\/p>\n

\u201cIf you truly believe that people are your company\u2019s most precious asset \u2013 then it pays to diversify.\u201d<\/em><\/p>\n

\n

This article by Nicola Whiting<\/a> was originally published here<\/a>.<\/p>\n

More thought leadership <\/i><\/a><\/span><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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We need all voices at the table to make the best decisions.\u201d Michelle Obama I\u2019d agree, the benefits of diversity […]<\/p>\n","protected":false},"author":11,"featured_media":23986,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"class_list":["post-23975","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","topic-diversity"],"acf":[],"yoast_head":"\nAll the voices at the table: the benefits of diversity | Digital Leaders<\/title>\n<meta name=\"description\" content=\"The benefits of diversity are far reaching - I\u2019d also say that\u00a0if everyone at the boardroom table looks the same as you \u2013 you\u2019re doing diversity wrong.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/digileaders.com\/all-the-voices-at-the-table-the-benefits-of-diversity\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"All the voices at the table: the benefits of diversity\" \/>\n<meta property=\"og:description\" content=\"The benefits of diversity are far reaching - 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