LEQ Part III of V | LEQ + Lived Experience Intelligence | Why Diversity of Thought is NOT Enough
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LEQ – Lived Experience Intelligence: An introduction to an untapped intelligence, and the important implications of this transformational perspective for organizations in their journey to increase diversity in the workplace.
In Part I of V, we discussed the concept of LEQ + Lived Experience Intelligence™ and how LEQ answers the all-time million-dollar question. Do I hire based on diversity? In Part II, we discussed Defining the Spectrum of LEQ. In today’s article, we get to talk about Part III: Why Diversity of Thought is Not Enough.
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According to a Forbes article, Why We Need To Stop Talking About Diversity of Thought, the concept, diversity of thought, is the idea that people in a group don’t need to look different or identify with an underrepresented group to bring varying, diverse viewpoints to the table. The longer our firm works in diversity recruiting, the more we have been confronted with the notion of diversity of thought and whether it challenges the need to increase diversity.
It doesn’t.
Diversity of thought argues that the way we think and express ourselves is not attached to demographics like race, gender, sexual orientation, and status. We have found diversity of thought to be used as a good enough diversity strategy by decision-makers who are seeking quick alternatives and check-box methods to demonstrate that they support a diverse workforce. In this way, diversity of thought is often used to sidestep real action and avoid accountability around bias, unchecked privilege, and systemic discrimination that has been proven to exist in organizations.
“It has been alarming to witness the number of organizations creating distractions with the words “diversity of thought” and hiding behind the concept to justify hiring candidates that look the same. The best way for organizations to reduce the blind spots, remove hidden biases and reap the benefits of a diverse workforce is by making sure people from all kinds of lived experiences and demographics are given a seat at the table – and a position of actual power. Especially those from historically underrepresented groups.” – Jenn Tardy
In context to diversity of thought, LEQ + Lived Experience Intelligence™ becomes an even stronger mechanism because it demonstrates how power and privilege create a level of primary LEQ that is inaccessible by white individuals. Here is why. Diversity of thought ends where power and privilege begin. One cannot think or learn their way into a primary lived experience of a marginalized population. The issue is that decades of systematic inequalities bring a whole new level of lived experiences for marginalized groups – and the truth is, these groups still don’t have a seat at the table or hold positions of power. They are severely underrepresented.
The LEQ concept understands that in any given society, people’s lived experiences vary so widely that the diversity of thought that can come from secondary and tertiary LEQ could never truly represent or understand the lived experiences of those outside our usual sphere of influence, such as marginalized groups. A desire to build cultural competency is an important example of how intentionally and proactively acquiring relevant LEQ could benefit organizations. They would then be better connected to the culture around them.
Hiding behind the diversity of thought concept as a good enough strategy hinders the real efforts behind bringing to organizations different perspectives and the true value of diverse representation.
“If organizations believe top candidates only come from ivy league colleges, must have MBAs, and come from specific backgrounds, they are creating a barrier for those who may have all the skills the role requires, but they don't have that particular stamp on their resume. They are missing out on the value and the “it factor” a candidate’s lived experiences from underrepresented backgrounds brings to the table.” – Jenn Tardy.
In our recently released paper, LEQ – Lived Experience Intelligence™ I discuss the LEQ concept in detail and the potential and application of this innovative perspective in the workplace, outlining its unique benefits for employees and employers alike. In our commitment to support organizations in their mission to increase diversity and untapped voices in their mission to advance their career, we are offering this paper free of cost.
We invite you to:
Download a free copy of the report at http://www.livedexperienceintelligence.com/ and share it with your peers.
Follow our Increase Diversity newsletter on LinkedIn (2.22.22 – 3.22.22) – where we will be breaking down the most important concepts regarding LEQ.
Join our 5-part LEQ series on LinkedIn Audio (live discussions)
