BLOG: Build a diverse team to see results

A close-up look at diversity: What is it? Why does it matter?

Diversity is a word that has been batted around for years. In past decades, the emphasis on diversity was somewhat limited to topics that centered around ethnicity, representing people of various nationalities, color and cultures. However, in more recent years the focus on diversity has come to embrace other categories such as gender, sexual orientation, ideology, disabilities and values. These categories are now integrated into the debate and discussions about diversity.

So why does it matter that we address the issue of diversity? One very important reason is that today we live in a global world where access to all kinds of information, ideas and people is ever present. We are no longer isolated from each other, and our differences, as well as our commonalities, are readily accessible throughout the globe. In the ophthalmic space, Ophthalmic Women Leaders (OWL) recognizes that diversity is ever present in the workforce, as well as in the patient population that we serve. OWL’s vision is to “promote and develop diverse leadership to advance ophthalmic innovation and patient care.” This vision embraces the idea that when diversity is valued, it builds strength.

Marsha D. Link

Valuing diversity: How diversity builds strength

In thinking about diversity and how it can build strength, one must approach the idea that diversity brings with it inherent differences. Much of the past dialogue about diversity has indeed centered on differences, and not all people necessarily value differences. As a child, I grew up in a rural area of the Midwest and I can attest that being “different” in that community was viewed by many as being “bad.” It was not until my high school and college days that I came to realize that differences were not only exciting and interesting, but also provided fertile ground for learning and thus developing an appreciation for others—others who in many ways were different from me.

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Although differences appear to be a familiar theme when people talk about diversity, let’s not forget the commonalities that exist among diverse categories. When we focus primarily on differences rather than on commonalities, the stereotypes and prejudices we have learned and hold about any particular category surface. This is not always conducive to building strength in a group, particularly if those prejudices and stereotypes are negative and/or inaccurate. However, when we focus on our commonalities, we begin to see the fundamental values that are present, even within very diverse groups. When the commonalities are identified, often the prejudices and stereotypes we hold dissipate. Acknowledging both the differences and commonalities will result in more effective and productive working relationships and a recognition that in diversity there is strength.

When one considers how a diverse workforce can add value to a practice, business or organization, consider the following quote by Secretary of Labor Thomas Perez: “Employers have recognized for some time that it’s smart business to have a diverse workforce—one in which many views are represented and everyone’s talents are valued.” Valuing the idea that multiple views are important and that each person brings a unique set of experiences, skills and ideas to the table is the first step in building strength. Additionally, keeping an open mind, avoiding rigid thinking and developing tolerance are all characteristics that enable teams to flourish. Not everyone has these dimensions well developed, but it is worth reflecting on where one’s personal “meter” lies in relation to openness, tolerance and ability to actively listen to others who might not share our own views but who may add great value because of their unique and varied perspectives.

Aligning your team with your business goals: Creating a more diverse team to accelerate your goals

As a business leader or owner of a practice, you must certainly be clear about the goals you want to achieve. To reach those goals, the team members you recruit and select must have the characteristics that will help achieve those goals. Being open to building a more diverse group of individuals in your team could well be a way to add innovative, out-of-the-box ideas, unique perspectives and skill sets that will accelerate reaching your goals. Entertaining the possibility that a more diverse team will add value beyond what currently exists in your organization requires a willingness to experiment and create a culture that invites rather than shuts down new ideas, alternative ways of operating and different approaches to operational processes. In the end, diversity is not only about figuring out how to work together in our respective businesses and practices, but also about developing a way to honor and value each other.

Marsha D. Link, PhD, is President of Ophthalmic Women Leaders and founder and principal of Link Consulting in Irvine, Calif.