|Letters to a Young Manager|
|Asking about how to get more diversity on your IT staff is a good question. It's more than seeking gender and ethnic diversity.|
I was proud of the fact that my IT team had seven nationalities and a balance of men and women. The gender balance is rare for an IT department. How did I get there? To be honest, I inherited most of the team. I was lucky that my managers hired a variety of people. That's the first principle: hire to the culture you want to create.
Now here's the "more" part: a culture of diversity is beyond a diverse group of ethnicity and gender. It gives you a diverse set of opinions. Without the later, you're only ticking the HR box.
Having a group that thinks alike means you won't get asked challenging "poke in the eye" questions. And that means you always have to be right. Fat chance. The second principle is: hire people that are not like you.
Focus on diversity of opinions
1) How many nationalities are on your IT team? How many men and women? Do you want to change this?
2) Who on your team will ask you a tough "poke in the eye" question? Who tells you the truth?
3) With these points in mind, what are the disadvantages and advantages of a group interview?
|For Further Reading: |
Fons Trompenaars, Riding The Waves of Culture: Understanding Diversity in Global Business, McGraw-Hill; 2 edition, December 1, 1997