One can be diverse. An essay on diversity.

One
can be diverse
Designing Tomorrow’s Organisational Cultures
With Company - Lisbon
21 November - 2019
Designing Tomorrow’s
Organisational Cultures
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® all rights reserved

https://
www.youtube.com/
watch?
v=tyaEQEmt5ls
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#1
#you
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Examples of personification

Myers- Briggs
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Let’s do it

Kidding.
I had to start somewhere.
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Tom Kelley
The Anthropologist
The Experimenter
The Cross-Pollinator
The Hurdler
The Collaborator
The Director
The Set Designer
The Experience Architect
The Caregiver
The Storyteller
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Scott Belsky
The Doer
The Dreamer
The Incrementalist
Salim Ismail
The Visionary
The User Experience Designer
The Programmer
The Financier

What Ray Dalio is doing
to define people:
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The Baseball Cards
and The Dots
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In creating the attributes for our baseball cards, I used a combination
of adjectives we already used to describe people, like “conceptual”,
“reliable”, “creative” and “determined”; the actions people took or didn’t
take such as “holding others accountable” and “pushing trough to results”;
and terms from personality tests such as “extroverted” or “judging”. Once
these card were established I created a process to have people evaluate
each other, with the people rated highest in each dimension (e.g. “most
creative”) having more weight on the ratings of other people in that
dimension. People with proven track records in a certain area would get
more believability, or decision-making weight, within that area.
Principles
Ray Dalio
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Adjectives + Actions + Personality

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Believability

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Real time feedback

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Algorithmic Decision Making

Are we that complex?
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You bet we are.
More complex than you think.
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#2
Diversity of mind
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Being a strong believer in the noncentralised of consciousness, in its
distributedness, I tend to think that although any individual's consciousness
is primarily resident in one particular brain, it is also somewhat present in
other brains as well, and so when the central brain is destroyed, tiny
fragments of the living individual remain - remain alive, that is.
I am a strage loop
Douglas Hofstadter
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What?
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Our experience of the world
includes the experience
of other people.

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What we are, is determined
by us in relation to others

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Situatedness.
Says Mathew Carter who wrote
“The world beyond your head”

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I am others because
I am the others

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Ask my wife.

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I’m at least
10 different
people.

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But I’m not the only one.

When people can bring different aspects of their identities
to bear on their work, they are more creative.
The progress principle
Teresa Amabile and Steven Kramer
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To avoid cognitive
entrenchment and adapt,
we take and transform.

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And we all do it
in different modes,
when defining ourselves.

#3
Modes of sensing
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We need both focused frogs and visionary birds. “Birds fly high in the air
and survey broad vistas of mathematics out to the far horizon. They
delight in concepts that unify our thinking and bringing together diverse
problems from different parts of the landscape. Frog slide in the mud
below and see only the flowers that grow nearby. They delight in the details
of particular objects, and they solve problems one at the time.
Freeman Dyson
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frog vs visionary
bird

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formal vs informal

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left brain vs right brain

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slow vs fast

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variation vs conformity

when considering people,
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sometimes it’s
not one or the other.
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It’s both.
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Like most Nobel Laureates.
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vs

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&

…or all.
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…if you’re a group.
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The 5 Strategists
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The 5 Strategists
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Rui HenriqueTiago Juliana Miguel

#4
Modes of being
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woman vs man
gender

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straight vs gay
sexual orientation

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black vs white
ethnicity

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poor vs rich
context

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left vs right
politics

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catholic vs buddhist
religion

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here vs there
location

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good vs bad
education

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loads vs beginner
experience

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59 vs 21
age

think about it.
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when considering
people - in some of these
categories - it can be
one or the other
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in a moment in time.
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it also can be all - and so much
more - throughout time.
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Life is not binary.
It’s generalist.
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#5
The generalist
company
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Companies who can
be everyone
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#6
The perfect Fit
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“But everyone doesn’t fit
our culture.”
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That’s right, but the idea that
it can, can help you think about
diversity in a significantly
different way
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IDEO
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Instead of Fit, IDEO hires for cultural contribution.
It asks, What’s missing from our culture? And them
it goes and looks for that.
“We want our organisations to get more interesting over time. That’s the
kind of cultural complexity that help us see around corners.”
Brave New Work
Aaron Dignan

PATA
GONIA
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Patagonia employees have diverse political, social, and religious beliefs.
That’s as it should be. And not everyone wants to change the world, but
we want the company to feel like home for those who do.
New employees coming into a company with a strong culture and values
may think that they shouldn't rock the boat and shouldn't challenge the
status quo. On the contrary, while values should never change, every
organisation, business, government or religion must be adaptive and
resilient and constantly embrace new ideas and methods of operation.
Let my people go surfing
Yvon Chouinard

ADOBE
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People disagree and fight for their beliefs only when they are engaged
enough to care. Those who are especially argumentative, opinionated, and
polarising therefore play an important role in your company, as they
prevent you from settling the familiar or easy solution and keep you
questioning your norms. So long as they share your mission, these
instigators, are your greatest protection from groupthink and harmful
compromise.
The Messy Middle
Scott Belsky

NASA
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The experiments showed that an effective problem-solving culture was one
that balanced standard practice - whatever in happened to be - with forces
that pushed in the opposite direction. If managers were used to process
conformity, encouraging individualism helped them to employ
“ambidextrous thought” and learn what works in each situation. If they
were used to improvising, encouraging a sense of loyalty and cohesion did
the job.
The trick was expanding the organisations range
by identifying the dominant culture and then
diversifying it by pushing in the opposite direction.
Range - How generalist trumps in a specialised world
David Epstein

Hire for contribution;
for what’s contrary; for
polarisation; for the opposite.
For Diversity.
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#7
You man world
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The Glass Pyramid
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You’ll know what this is, right?

Getting
the numbers right.
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The World Economic Forum’s 2018
report noted that the economic gap
between women and men changed
little in 2018 versus 2017 and will still
take more than 200 years to close.
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The World Economic Forum’s 2018
report noted that the economic gap
between women and men changed
little in 2018 versus 2017 and will still
take more than 200 years to close.
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Create a Gender-balanced Workplace
Ann Francke

Over 80 per cent of FTSE 350 companies
now have a gender diversity policy.
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Over 80 per cent of FTSE 350 companies
now have a gender diversity policy.
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Ann Francke

Only 15 per cent report them.
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An MIT study found that professional
services firms that switched from the all-
male or (more rarely) all-female offices
boosted their revenues by 41%. As Dame
Cilla Snowball, Chair of the Women's
Business Council, said, "The bottom line is
that diversity is good for everybody.
Women and men."
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An MIT study found that professional
services firms that switched from the all-
male or (more rarely) all-female offices
boosted their revenues by 41%. As Dame
Cilla Snowball, Chair of the Women's
Business Council, said, "The bottom line is
that diversity is good for everybody.
Women and men."
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Ann Francke

Gender because…
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If you “get” gender, you more readily “get” other forms of diversity
Dame Helena Morrissey
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A recent study showed
that companies in the top quartile for gender
and ethnic diversity were 15 percent
and 35 percent more likely to outperform
those in the bottom quartile respectively.
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Brave New Work
Aaron Dignan

As you seen, there’s some
good and -mostly- bad news
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#8
For good,
in and out
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An inclusive and diverse business is not just a good thing to do. It is also
a business imperative. A more diverse workplace is not just a better place
to work. It makes us a better business, too
CEO of Diageo
Ivan Menezes
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IN
Creativity
Engagement
Better Business Decisions
Attraction
Retention
Flexibility of Thought
Openness
Better teams
GOOD

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IN
Creativity
Engagement
Better Business Decisions
Attraction
Retention
Flexibility of Thought
Openness
Better teams
OUT
Market Fit
Branding Boost
Financial Performance
Differentiation
Innovation
Less Risk
Recognition
Social Concern
GOOD

Innovation happens at the edge of reason, and you can’t reach the edge
with a team of similar people.
The Messy Middle
Scott Belsky
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but it’s difficult
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Gender, racial, and cultural differences do make having Radically Candid
relationships harder. It’s scarier when people look different, speak a
different language, or practice a different religion. We are all more likely
to be “ruinously empathetic” or “obnoxiously aggressive” or
”manipulatively insincere” toward people who are different from us.
Learning how to push ourselves and others past this discomfort, to relate
to our shared humanity, can make a huge difference.
Radical Candor
Kim Scott
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So how to do it?
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Be intolerant with business
practices behind the times
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if you’re are ahead of time.
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and then,
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#9
Make progress visible
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People can’t argue
with data.
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Even if it’s good or bad,
like some of the numbers we’ve
seen before,
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define targets,
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define and treasure
what you want to mesure,
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Ann Francke

and keep an achievement log.
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While doing that,
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avoid your predictable
irrationality
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b i a s
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and, as an example,
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hire invisibly.
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The Boston Symphony Orchestra increased its number of female
performers simply by introducing a curtain to prevent the assessment
panel from seeing who was playing. They focused instead on the music, and
the proportion of women in the orchestra rose from 5.5 per cent to 35
percent. More and more firms are promoting gender, social, and ethnic
diversity through blind CV recruitment.
Ann Francke
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#10
Why words matter
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Lead
Analyse
Competitive
Confident
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Support
Responsible
Understanding
Committed

Lead
Analyse
Competitive
Confident
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Support
Responsible
Understanding
Committed
MaleFemale

Lead
Analyse
Competitive
Confident
Support
Responsible
Understanding
Committed
MaleFemale
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Why Pink?
Be aware of your choices.
Be aware of the past.
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b i a s e d
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By the matter called society.
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Well, one leading UK job site analysed the most
commonly used male - and female-gendered
words in more than 75000 job ads.
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They produced a "gender bias decoder" you can
use to check your job ads - and there are other
apps as well. The Linkedin website enables
recruiters to see how men and women respond
differently to emails so that they can adjust
their language and imagery.
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Ann Francke

Other examples
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ACCEN
TURE
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Accenture made the language it used to recruit IT professionals more
female-friendly, and saw a greater share of female applicants.
Ann Francke

ATLA
SSIAN
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The Intriguing start-up Textio uses AI software to identify words that put
women off. When the Australian software giant Atlassian used Textio's
software, it saw an 80% increase in the hiring of women in technical roles
over a two-year. Once you've got the language right, make sure you get a
balanced list of candidates.
Ann Francke

“We value diversity of all kinds. In the United States, women hold nearly
50% per cent of upper management positions. We don’t do as well in
Europe and Japan for a variety of reasons; primarily the culture resists it,
and we have not made it a priority to trim and mentor our best women
employees to be managers. We hope to do a better job at this.
Yvon Chouinard
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words.
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#11
Changing what
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People, Culture, Processes, Journey, Tools,
Mindset, Values, Mission, System, Conditions,
Norms, Facts, Context, Structure, Legislation,
Quotas or Affordances?!
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I believe that believingly creating the right
conditions or affordances will support
diversity and stimulate behavioural change.
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And then, measure because
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“When the facts change, I change my mind”.
John Maynard Keynes
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As a leader, no matter what you change,
you need to change to change the facts.
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As a leader, no matter what you change,
you need to change to change the facts.
And then get ready because it will be
happening again, and again, and again.
Continuously.
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#12
All over again
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We’re gender biased
with machines.
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Do You Speak Human?
The study from Space10
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Siri, Alexa, Cortana,
and Google Home have mostly
women names and voices
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This is not good news.
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If technology moves faster
than human ethics,
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we’re…
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#13
Looking back
to look forward
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V U C A
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L U C A
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L U C A
Last Universal Common Ancestor
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With everything that lives
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With everything that lives
adapts and evolves.
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Like every human who had the
same common ancestor.
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#14
It’s everyone’s
business
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Calling out, challenging and changing behaviours to improve culture is
everyone’s business, not just the CEO’s, If you shrug your shoulders, say it’s
just the way it is around here or it’s just Ted being Ted, then you’re
complicit in saying it’s okay. So don’t. Set a new norm. It really is everyone’s
responsibility to lead by example on this.
Ann Francke
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And like Mari and Eva said
in the morning, if you are the
company
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Help your company design itself
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And,
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Change
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Instigate change
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Incentivise continuous
participatory change
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Ensure ever-growing diversity
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Because in the end it comes
down to leadership.
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Sharon Ament - Director of the Museum of London

Breathing.
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Closing.
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Do you know what Canadian
Prime Minister Justin Trudeau
famously replied when asked
why his cabinet was 50%
female?
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#15
“Because it’s 2017”
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#15
“Because it’s 2019”
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If “one can be diverse”.
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Diversify.
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Thank you
rui@with-company.com
www.with-company.com
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https://medium.com/@ruiquinta

JUN 2019
with-company.com
transformative by design
lisbon 2019
Francisco
Full Stack Designer
PT
Tiago
Strategic Designer
PT
Lena
Anthropologist
AU
Marta
Anthropologist
PT
Rui
Strategic Designer
PT
Sofia
UX Designer and Researcher
PT
Ayuso
Visual Designer
and Illustrator
PT
Klemen
Motion and UX Designer
SL
Henrique
Creative Strategist
BR
Juliana
Brand and Design Strategist
BR
Maria
Multidisciplinary
Designer
PT
Rita
Psychologist
PT
Luis
Writer and Musician
PT
Miguel
Strategist
PT
Thomas
Product Designer
UK
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Books:
Brave New Work
Aaron Dignan
Six Simple Rules
Yves Morveux and Peter Tollman
The World Beyond Your Head
Matthew Crawford
Strengths Based Leadership
- Great leaders, teams
and why people follow
Tom Rath and Barry Conchie
ReWork
Jason Fried and
David Heinemeier Hansson
Radical Candor
Kim Scott
Trans
Rogers Brubaker
The progress principle 
Teresa Amabile and Steven Kramer
An Everyone Culture 
Robert Kegan and Lisa Laskow Lahey
Range - How generalist trumps
in a specialised world
David Epstein
CREATION - The Origin of Life
Adam Rutherford
The Messy Middle
Scott Belsky
The 10 Faces of Innovation
Tom Kelley
Making ideas Happen
Scott Belsky
Exponential Organisations
Salim Ismail
Principles
Ray Dalio
Subliminal
Leonard Mlodinow
The Penguin and the Leviathan
Yochai Benkler
Zero to One
Peter Thiel
Ann Francke
Yvon Chouinard
I am a strage loop
Douglas Hofstadter
Links:
www.youtube.com/watch?v=tyaEQEmt5ls
https://www.youtube.com/watch?v=folETlLz3FM
https://space10.com/project/do-you-speak-human/
https://www.fastcompany.com/90369924/the-
effectiveness-of-blind-recruitment
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References.

One can be diverse. An essay on diversity.

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