Introducing new metrics to monitor diversity in the workplace |
| In a piece for the Wall Street Journal Alex Edmans, a professor of finance at London Business School, argues that diversity in the workplace should prioritize diversity of thought over demographics, as this more effectively enhances team performance. Mr. Edmans argues that traditional markers like race or gender are poor proxies for cognitive diversity, which is better represented by varied educational backgrounds, career paths, problem-solving styles, and viewpoints. Effective implementation involves targeted hiring, valuing dissent, using behavioral nudges to foster open dialogue, and ensuring diverse opinions are genuinely heard - not just included. However, he cautions that cognitive diversity is most beneficial in complex, nonroutine work and must be actively managed to avoid inefficiency or conflict. |
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