Diversity of Thought – What Is It and How Do You Implement It as a Diversity Initiative

LEARNING OBJECTIVE: Define diversity of thought and how to implement it.

Diversity is a resource to be accessed and utilized for superior performance and innovation in part because of “more- than-one-way- thinking” which results in innovation and creates an agile workforce. Access to diversity of thought is blocked unless organizations also create an environment of fairness, non-discrimination, respect, trust and where employees feel that their voices matters. The social justice side of the diversity conversation is directly linked to the performance side, without it, Diversity of Thought is a human resource withheld. Diversity of thought allows for differing perspectives on ideas and unique insights into problems, it creates opportunities for innovation and partnerships in unexpected places where ideas will develop into newer and more forward-thinking ideas that can be implemented as successful business strategies.

At the end of this seminar participants will be able to:

a. Define Diversity of Thought Evolution

b. Examine how to create a culture and the challenges that embraces diversity of thought

c. How to measure Diversity of Thought and measure innovation results

d. Identify where companies should focus their energy to develop a Diversity of Thought program

e. List the Four Point Sequence and the Predictive model framework for Diversity of Thought

MODERATOR: Lonney Gregory, Principal Consultant, Linkage Inc.

PANELISTS: Amanda Vallejo, Diversity & Inclusion Manager and EEO Compliance Officer, Huntington Ingalls Industries

Shanna Travis, Senior Advisor to the COO, Department of Treasury