Features Not Flaws: Inclusivity in the Workplace
At times, the traits that make us uniquely ourselves can feel like obstacles blocking our path to success. Shane Parrish, in his thought-provoking blog, reminds us that fighting against our inherent nature is like expecting a sprinter to run marathons in concrete boots. Instead, leveraging what we might see as "limitations" can transform them into powerful assets in the New Year.
Traits as Features, Not Flaws
Imagine a workplace in 2025 where everyone's distinct characteristics are acknowledged and celebrated as essential parts of the team. Your instincts, personality, and preferences aren't flaws; they're features. This insight has profound implications for neurodiverse and neurotypical employees alike. Instead of conforming to a one-size-fits-all notion of productivity, the challenge lies in finding an environment that allows natural traits to shine.
So why is that so hard?
As humans, we often make decisions based on subconscious heuristics. We are a social species that has all sorts of advantages, but there are disadvantages too.
“...People sometimes fail to empathize with those who look different or believe different things than they do…it can feel uncomfortable to try. It’s metabolically costly for a brain to deal with things that are hard to predict. No wonder people create so-called echo chambers, surrounding themselves with news and views that reinforce what they already believe- it reduces the metabolic cost and unpleasantness of learning something new. Unfortunately, it also reduces the odds of learning something that might change a person’s mind.” -Dr. Lisa Feldman Barrett, chief science officer at the Center for Law, Brain, & Behavior, Massachusetts General Hospital
Echo chambers do not make innovative environments, but neither do environments with no psychological safety.
It is a classic human dilemma. Hiring those who are most similar to you resonates with your ability to predict their behavior, but stymies diverse perspectives and abilities from coming to the table.
According to Barrett, “What we do know is that we do better at our jobs when we work with peers and managers whom we trust. Some employers intentionally foster that trust and reap the benefits.”
Strategies for Inclusive Collaboration
Redefine Roles Around Strengths: Managers and team leaders should strive to understand the unique qualities each team member brings. For example, an introvert could excel in research-based roles, where thoroughness and depth are valued. Similarly, detail-oriented employees can prevent costly mistakes by focusing on accuracy and precision. This holds true for entrepreneurs as well. When hiring, be cautious of your own biases and look for unique minds that can collaborate successfully for various roles rather than a team of those similar to you. Having a single-minded team can be a disadvantage when facing a world full of complexities. Embrace your strengths. Outsource your weaknesses. Harmony is not monotone.
Flexible Work Schedules: Not everyone's mind is sharpest at 9 AM. Offering flexible work hours can enable night owls to perform during their peak hours, while early risers capitalize on their morning energy. This approach respects personal energy cycles and fosters productivity.
Customized Workspaces: Tailor workspaces to suit individual needs. Some might thrive in quiet, secluded areas, while others benefit from bustling environments. Encouraging employees to personalize their work settings nurtures comfort and efficiency, leading to enhanced performance. Impromptu workspaces encourage employees to collaborate away from their desks and build trust and added energy from brainstorming in a low-pressure environment.
Open Communication Channels: Establishing an atmosphere of understanding and acceptance requires open lines of communication. Employees should feel comfortable expressing their needs without fear of judgment. This transparency helps create an environment where different ways of thinking are not only tolerated but actively utilized.
Questions to Spark Change
Instead of asking, "How do we fix unconventional employees?" the question should become, "How do we harness their unique traits as strengths?" By shifting this paradigm, you lay the foundation for an inclusive workplace that thrives on diversity.
Building a culture where everyone’s individuality is seen as an asset encourages collaboration, creativity, and ultimately, innovation. Embrace the quirks and idiosyncrasies that come with the territory of varied minds, and you not only stop fighting nature—you start winning with a diverse and vibrant team.
To Sum it Up
The journey towards embracing one's nature unlocks both personal and organizational potential. In workplaces designed to celebrate individuality, every employee can contribute meaningfully, transforming perceived weaknesses into robust advantages. Therein lies the true spirit of inclusivity—thriving not despite of, but because of, our differences.