Across human differences
Diversity, inclusion and unwelcome perspectives
My team looks diverse on paper, but in meetings the same voices dominate and everyone else delays to say what they really think until after the call.
I see sharp people dilute their message to sound “friendly” and “diplomatic”, so the uncomfortable truth never makes it into the slide deck or onto the table.
We talk endlessly about inclusion, yet the moment an unwelcome voice says something unpopular, the room freezes and the confident voices shut down.
Your team is diverse, or so you think when you look at the gender or culture balance. Still, uncomfortable voices go silent in the presence of the majority view. People with sharp, unwelcome perspectives stay quiet, or only talk in the corridor afterwards. The DEI-talk of the past years misses the point: you don’t need activists, but you need unwelcome perspectives to surface.
Based on the principles described in my book The Unwelcome Perspective, I help leaders develop inclusive skills. Very practical, and promised: we stay far from activism or typical DEI-talk. My focus is on real-life conversations, daily meetings, and weekly rituals. What can we do to ensure we benefit – rather than be delayed by – the diversity that is present.
The ‘War for Talent’ is a theme in many companies and organizations. But the false promise is that talent can only be found outside. Organizations are full of unheard talent: the youngsters are labeled “too inexperienced”, the female leaders are labeled “too feminist”, and the different perspectives are labeled “too insignificant”. Leaders should open up to learning from diversity: that’s where inclusion makes the difference, to partners and clients.
Information
You are losing value when unconventional perspectives are silenced, creating fake consensus and artificial harmony. Let’s make your next tough talk a turning point.
Learn how Unwelcome Perspectives can become a source of execution power in your team.
You are losing value when unconventional perspectives are silenced, creating fake consensus and artificial harmony. Let’s make your next tough talk a turning point.
Articles on this topic
Frank made us reflect on barriers to collaboration and our silo-attitudes. He is instantly trusted by the team, and gently confronts us with our own mindset.
Mahrou Kharazi
Product Manager at Philips Healthcare
Frank made us reflect on barriers to collaboration and our silo-attitudes. He is instantly trusted by the team, and gently confronts us with our own mindset.
Mahrou Kharazi
Product Manager at Philips Healthcare