Diversity of thought deserves thinking about
Is your voice respected at work? Are differences valued? Is there a sense of inclusion? If so, according to recruiting
experts Hays you’re the envy of 93% of New Zealanders who want to be part of a workplace where there is diversity of
thought.
According to Hays’ Staff Engagement: Ideas for action report, which is based on a survey of 1,196 employers and employees, 93% of employees want a ‘voice’ and the ability to
share their opinions at work, while the same percentage want to work in an inclusive culture where differences are
valued.
For their part, 87% of employers said making sure staff feel like they have a ‘voice’ and can share their opinions at
work is ‘very important’ or ‘important’ in engaging their workforce. But 45% admit that they need to work on this.
In addition, 84% said a feeling amongst staff of inclusion, where differences are valued, is ‘very important’ or
‘important’. Yet 38% need to address this issue.
“Diversity of thought is starting to gain a lot of attention since a workplace that respects and encourages different
ways of thinking works more innovatively to bring new ideas to the table,” says Jason Walker, Managing Director of Hays
in New Zealand.
“Each individual possesses a range of qualities, traits and backgrounds that influence the way that they think. While
some people are creative and driven by opportunities to innovate, others are more analytical. There are people who
thrive on spontaneity, and those who are natural planners.
“Recognising the value that each person offers can lead to greater creativity and improved business productivity. It
also helps avoid ‘group think’, where a focus on group conformity and consensus can compromise thorough and
well-considered decision making.
“So a culture that encourages diversity of thought should result in improved problem solving capability and a wider
range of solutions.”
There are also benefits for employees. As Jason explains, “In a workplace that embraces diversity of thought, employees
can be themselves, know that differences are valued, feel they can share different perspectives, are more willing to
provide an honest opinion, and will contribute to new ways to solve problems. This leads to new approaches and creates
an environment where all employees can thrive and perform at their peak.”
Hays explores this idea further in its latest Hays Journal, in which it says line managers have a key role to play.
According to the Journal, “Each employee has their own unique way of being able to contribute to the company and it is
the responsibility of their line managers to know the strengths and weaknesses of their own team.”
Hays’ report Staff Engagement: Ideas for action can be viewed at www.hays.com.au/staff-engagement. The latest Hays Journal is available atwww.hays-journal.com
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