Forget the Noise – Diversity Is a Superpower and Not Kryptonite

Written by Léké Adebayo, Strategic Consultant & Coach

Léké Adebayo is an experienced operator in strategic engagement, outcome-based communications, and the creative arts. He has acted in numerous UK/US productions over the years, and his two feature film screenplays are currently at early stages of production development.

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Diversity isn’t a threat, it’s a superpower that fuels innovation, collaboration, and progress. In a world quick to polarize, this article reminds us that inclusion isn’t about ideology but about bringing unique minds together to create lasting, positive change. Discover how true diversity drives growth, strengthens leadership, and transforms workplaces and communities alike.

So many different folklores and schools of thought applaud and venerate diversity:

• "Yin and Yang” (Chinese philosophy)

• “Two Heads Are Better Than One” (popular Western saying)

• “If you want to go fast, go alone, if you want to go far, go together” (African proverb)

• “A lot of different flowers make a bouquet” (Muslim origin quote)

• “All humans are created in the image of God” (a principle of Judaism)

• “Diversity, the art of thinking independently, together” (Malcolm Forbes)

• “A diverse mix of voices leads to better discussions, decisions, and outcomes for everyone” (Sundar Pichai, the CEO of Alphabet)

• “Companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers” (Josh Bersin)

• “Diversity creates change, which is the engine for innovation” (Chad E. Foster).

We grew up with some of these sayings. We exclaim them on autopilot. They have even become a kind of mantra.

Yet here we are, 25 years into the latest century, the most advanced and innovative ever known in history, and society stands ready to cut off its nose to spite its face to throw the baby out with the bathwater.

What this article is about and what it is not about

This article is not concerned with the contentious debate surrounding diversity as enunciated by political actors and culture vultures with their ideologies and agendas. Rather, it will pertain more to the idea of bringing people together around the proper concept of diversity. So, let’s go back to basics and first principles.

What is diversity?

Diversity is the reality of a wide variety of differences among people (genders, ethnicities, faiths, sexual orientations, disabilities, etc), with respect to individuals who have their own distinctive and singular thoughts, mindsets, and beliefs.

It also refers to the acts of identifying, respecting, and appreciating these differences, which can enhance both societal culture and organizations by congregating various talents, professional skills, and life experiences.

And inclusion?

Inclusion is about bringing diverse people into proverbial and real rooms where “stuff happens”, allowing them to be themselves so that they can feel valued and can contribute in psychological safety to the greater good.

Superficial diversity

Diversity for the sake of diversity does not ultimately serve that greater good. It smacks of leadership by rote pushed down from the top onto society/employees to satisfy tick-box exercises. People tend to see through these types of shibboleths and thus treat them with the contempt they may or may not deserve.

Diversity and its link to change management

Visionary leadership (on the other hand) aligns diversity with change management. It achieves this by requesting and then amalgamating a broad range of perspectives and ideas that lead to enhanced decision-making, greater innovation, increased adaptability, and more dynamic solutions.

An inclusive environment is crucial for inculcating these benefits, as it ensures workers feel sufficiently empowered to contribute, whilst reducing resistance to change and fostering greater employee engagement and commitment to the embedding of innovative practices around diversity.

4 data points that demonstrate why diversity is important

• According to McKinsey, workforces that are both diverse and inclusive have 12% higher employee productivity, are upwards 19% on staff productivity, have 57% better team collaboration and are 42% higher on team commitment.

• Grant Thornton estimated that financial consequences of having male only boards was approximately $655 billion for over 1,000 companies across three markets (US, UK, India).

• Deloitte identified an 80% improvement in business performance when levels of diversity and inclusion were high.

• The Peterson Institute (in a global study) discovered that having just 30% female representation on boards can increase net profits by 6%.

“Epic” as a slogan (every person influences culture)

The term was coined in diversity discourse by Charlotte Sweeney and the late Fleur Bothwick (authors of the seminal book INCLUSIVE LEADERSHIP). The premise is that every individual is unique with a different perspective based on influences such as “life experiences, culture, learning styles, personality type, and education.”

So, when an individual joins a company, an organisation, or any environment, he or she brings with them the full force of that uniqueness, thus amplifying the culture and, in turn, this can snowball into sustainable change. 

Consequently, optimal change may well flow from different directions.

From the top, as handed down by leaders inculcating significant behavioural patterns onto their troops, and from the bottom as an incremental groundswell cascades upwards (both methodologies operating in concert to make the transformation as impactful as possible).

5 actions to improve diversity in the workplace

1. Voluntary rather than compulsory diversity training for leaders and managers: Research has shown that compulsory training does not actually improve diversity. It may have the opposite effect of instituting more bias into the system, thus defeating the purpose of the exercise. Voluntary regimes whereby participants attend out of free will are more likely to embed positive and sustainable behaviour.

2. College recruitment programs: Data figures demonstrate that this approach improves figures for diversity in the workplace. Why? Because the message is more positive and uplifting. It is about empowering managers rather than seemingly penalizing them.

3. Mentoring/Sponsoring: The benefits of mentoring are incalculable. A mentor can be the source of much-needed advice and guidance. They can also be repositories of valuable insider information about courses and projects that help their charges develop skills and obtain much-needed visibility in any organization, leading to potential promotion.

4. Self-managed teams: These are teams in which people from diverse groups work together regularly in different functions. This tends to have the effect of reducing bias across the board because participants get to see each other as equals, all engaged in a common purpose.

5. Corporate diversity taskforces: These are special divisions in workforces comprising different sections of society, including underrepresented groups. The advantage of such diverse mini groups (according to research) is to instil an accountability that might not have existed had the group been more homogenous. In other words, human beings tend to be on their best behaviour when they know they are being scrutinized.

Final takeaways

• Diversity is not about divisive ideology, but rather about practical benefits for all.

• Diversity should be engaged with intentionality rather than superficiality.

• Ensure that measurable data about the positives of diversity is provided to stakeholders.

• Everyone has a stake in diversity, including leaders, managers, and juniors in all workforces and people from all sections of society. 

Conclusion

It is, perhaps, fitting to conclude with the words of two giants of history who best espoused the spirit of diversity.

“I do not wish my house to be walled on all sides and my windows stuffed. I want the cultures of all lands to be blown about my house as freely as possible.” (Mahatma Gandhi)

“Darkness cannot drive out darkness; only light can do that. Hate cannot drive out hate; only love can do that.” (Martin Luther King)

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Read more from Léké Adebayo

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Léké Adebayo, Strategic Consultant & Coach

Léké Adebayo is an experienced operator in strategic engagement, outcome-based communications, and the creative arts. Whilst he enjoyed the rigour and discipline of his academic legal studies, his passion now is to utilize his diverse skills and experience to ensure that Africa can become the best it can be. By way of development, investment, collaboration, and partnership, Leke hopes the 21st century will truly bring together the Global North and the Global South.