Understanding Cognitive Diversity
This post on Cognitive Diversity is , an effort to understand cognitive diversity better, based on my reading.
Peace is not unity in similarity, but unity in diversity, in the comparison and conciliation of difference- Mikhail Gorbachev
1) Why the need for diversity?
If the environment changes, as it does, a species has a considerably increased chance of survival if it has a diversity of traits. Evolutionary adaptation cannot happen if everyone looks, acts, and thinks the same? Unity is not uniformity. Importantly, you can’t have selection without variation. Diversity is about recognizing that every person is a rich tapestry woven together from multiple threads.
What really matters aren’t visible differences between people but their unique perspectives on the world–call it “Diversity of thought.” Cognitive diversity means including a variety of people with different thought patterns, ideas, problem-solving methods, and mental perspectives.
Foremost, visible diversity is not the same as cognitive diversity. Unfortunately, we focus on the visible differences.
Second, cognitive diversity comes from thinking about problems differently, not from race, gender, or sexual orientation.
2) Why is Cognitive Diversity important?
We surround ourselves with people we identify with in appearance, beliefs, and perspective. This subconscious habit, known as homophily, occurs because it’s validating to have our own ideas reflected back to us.
Temple Grandin’s work is a wonderful testament to the power of a uniquely brilliant mind. A photorealist, visual thinker. Her work is driven by a passion, manifested beyond theory into practical application.
Diversity of thought has extraordinary power. In our parlance, many of the brilliant minds considered "successful" have thought differently, have flourished in their field. It can be a monumental force once it receives the respect and place it deserves.
3) How does cognitive diversity help?
Cognitive diversity helps us avoid blind spots and adapt to changing environments.
Many times, everyone working on a problem thinks about it in the same way. Cognitive diversity can lend a fresh perspective on the problem at hand.
4) How do we make acceptance of cognitive diversity a reality?
Acknowledging different minds exists and educating them differently. Equality achieves this through treating everyone the same regardless of need, while equity achieves this through treating people differently dependent on the need. It makes more sense to acknowledge the differences, and to provide opportunities that will enable them to realise their potential. Having a school system that encourages exploration and early exposure to career skills. To quote Grandin, “Well, the thing that's really important is we need all the different kinds of minds, and I'm worried that in some school systems we're screening out some of these kids because they can't do algebra”.
5) How does this translate into inclusivity practices?
This means hiring for culture-add rather than culture-fit. Some thoughts, here on navigating the workspace.
Using empathy and trust as beacons to guide us on the path of inclusion.
Ensuring psychological safety. The ideas of brain writing – where employees contribute ideas by writing them down anonymously and then voting on the best idea. These ideas then fraternize with a broad community.
Not to do things merely as tokenism. It often does more harm than good. The appointees then believe they were not selected for their skills, but to carry out a DEI mandate. Inclusion practises work best when the people are given real responsibilities.
We stand to gain by acknowledging and accepting cognitive diversity, more so by the millennials who are open to collaborations and fresh perspectives.
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