Diversity & strategy

I recommend you read my co-author and colleague’s Medium article on the importance of diversity in strategy. 

In my 36 years at Procter & Gamble, 8 years in Asia, and 12 years as CEO and/or Chairman, I developed an appreciation for the power of diversity, and the very important nuances of effective diversity. It’s critical to the development of Playing To Win strategies and Leading To Win leadership.  

The diversity goal of a business-to-consumer company like P&G is to recruit and develop an organization that reflects and understands the diverse consumers its brands and products aspire to serve. What that means in the US is very different from what that means in other countries such as Brazil, China, France, Germany, India, Nigeria, Russia, Saudi Arabia, etc. P&G had organizations on the ground in 80 countries and sold its brands and products in more than 140. 

What we’ve found is that the most important element of diversity and inclusion… is inclusion. 

A company may recruit and develop a diverse management team and workforce, but this only results in effective strategies, behaviors and culture if inclusion becomes an organizational way of life. Through inclusion, everyone feels accepted and valued, everyone feels included, everyone feels engaged and committed to peak performance. So, inclusive and diverse teams tend to perform at their peak. 

Visible diversity is important and relatively obvious. Less visible diversity is harder to see and requires empathy. As Roger points out, regardless of the diversity source, what really matters in Playing To Win strategy is curiosity, an open mind and diversity of thought. 

And, what matters in Leading To Win leadership is the curiosity to know yourself, the courage to be yourself and the commitment to learning how to become a more effective leader.

Learn more about diversity and strategy, by reading this article by Leading To Win guest writer, Roger Martin, titled Diversity & Strategy.