Fortunately, there are methods available that we can apply to promote diversity in our decision-making and action.

The first competence concerns countering biases in our thinking and decision-making. Here, techniques such as Devil’s Advocate or Several Hats force us to take different points of view. By formulating alternatives in the exercises, our decision-making will be on a much broader and reality-adjusted basis. Equally important is how a decision-making process is conducted and who is part of it. Here we can actively include a person with a distinct perspective, and we will challenge and eventually improve our perception.

A second competence is to act courageously. To break (beloved) routines we need to leave our comfort zone and do things differently. One technique is, for example, to question an established process and define what we need and what we can change. This will show the importance of the process or be the basis for a new, more adjusted proceeding. Another method could be to make the renewal a routine. For example, once a month (or week) do something new. Ideally, pick a process where you see room for improvement and try a different take on it. You will learn alternatives to that specific process, and you will get used to change itself.

The third competence is encouraging others. There are many people in society and our organizations that already act courageously. For example, in the diversity, innovation, or change departments there are people who raise awareness for the concerns of groups such as women, People of Color, LGBTQIA*. Furthermore, in each organization, people belong to such groups. Be especially aware of these persons and encourage them. Encouragement can come from motivating words but also from opportunities that we can open for these people. Change processes need role models and people who actively represent and drive the change.

In the following illustration, we show some more exemplary methods applicable to our daily work routine.

To conclude, the awareness and promotion of Diversity is an ongoing process that is not completed after a single workshop. Diversity promoting routines need time and practice. Yet, it is something that can be worked on specifically and effectively. There is always a path to improvement; no matter where you start from.

If you are curious to find out how these methods can be practiced in a self-motivated and systematic manner, contact us! We are happy to learn from you and share our experience.