The importance of diversity in decision making

Diversity of thought has always been important in decision making. It’s rarely been more important than now, when the benefits of diversity are so under threat and people are more divided. Lack of diversity results in group think, in lack of understanding and lack of tolerance; resulting in tribalism, and at worst violence and war. It creates and feeds a culture of “I’m right, you’re wrong.” Respecting and valuing diversity is vital to living together in harmony, vital to making good and right decisions. It’s grounded in basic respect for others. Where would the fun be in life without a good debate about what film to watch, where to go for a day out, or what to have for the next meal? Better decisions are made by having diverse opinions and respecting other views. It’s not always easy, I admit that, especially about politics or religion today – it’s difficult. It is however vital that we strive for tolerance and accept diversity as a strength rather than running for cover in the safety of group think. We need to be out and proud about diversity in all forms.

I had intended this blog not to become a rant, but an assertion of facts as I see them. Diversity is not just a good thing generally, it’s essential for good decision making – especially in terms of housing governance and leadership. Where is my evidence you ask? I can only use my own experiences and observations of the importance of diversity.

There are major positive impacts of diversity of thought, which I have experienced. Having someone in the room when decisions are made with a different experience or a different viewpoint is so valuable. Different life experiences are as vital as different skills. It makes us pause and reflect when diversity is in the room with us.

The “have you thought about” or “have you considered the impact” type of questions you get from residents on boards and committees add a chance to reflect. I remember specific decisions about rents, service charges, investment in existing homes or building new ones when I was a CEO and NED. All resulted in better decisions after diverse thoughts being were expressed and listened to.

So, this blog is not just about the importance of diversity of the “protected characteristics”, as for me that’s a given. We need all kinds of people in this world, in our lives and involved in decision making. Everyone needs to be seen and heard. Are we really listening and learning from our residents, from our staff, and from more successful colleagues and competitors? Are we really good enough at collaborating? That’s how we achieve real diversity in housing strategy and service delivery. It’s about the diversity of thought and ideas, based on shared values, in order to achieve a shared aim and culture. Better results are achieved for the people we serve.

Sadly, I also have personal examples of where lack of diversity of thought (sometimes by me) were not welcomed or valued. Some of which resulted in bad decisions or outcomes, others just left people demoralised and demotivated.

For me, diversity of thought has thankfully come naturally, although coming out as gay was more difficult. As a young housing graduate trainee in 1980 back at Bolton MBC, I was encouraged and supported by great CIH role models to challenge the status quo, to break the mould. I have certainly done it my way, not always popular – in fact I was once compared to marmite, loved or hated. I was then and will always be diverse – and proud.  So, come on you lemmings, be brave and bold and diverse!