Fostering a creative and constructive dynamic between groups is a recipe for success.
). White participants often presumed that their Black peers were less competent and thus failed to learn from Black participants’ experience. The researchers then tested two exercises to try to change this. In the first intervention, white participants were told about the prior successes of Black participants in solving the puzzles.
Managers need to do more than just highlight the good work done by minority groups in the workplace; they should do as much as they can to make sure other employees are also witnessing their successes. This isn’t yet the norm, minorities often report that their contributions are undervalued.
There is no automatic relationship between diversity and innovation. Companies must develop a culture that fosters a creative and constructive dynamic between groups. This involves challenging established practices. Consider, for example, the rugby team in England that started doing ballet to increase their posture and reduce injury rates. They understood the importance of challenging convention.
The potential of a diverse workforce can be nurtured by a work culture in which employees feel it’s not the end of the world to fail. This concept is often called ‘psychological safety’ and I came across a example when I met the manager of a dairy company in Norway. He spoke about how he wanted to launch a Coca Cola-flavoured milk on to the market. It failed, but afterwards his company launched a museum of failed innovations.
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