{"id":7536,"date":"2022-12-08T17:37:54","date_gmt":"2022-12-08T22:37:54","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=7536"},"modified":"2023-12-11T10:16:41","modified_gmt":"2023-12-11T15:16:41","slug":"acquired-diversity-varied-life-experiences-create-stronger-team","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/acquired-diversity-varied-life-experiences-create-stronger-team\/","title":{"rendered":"Acquired Diversity: Varied Life Experiences Create a Stronger Team"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Some folks believe that diversity initiatives aren\u2019t for them. They think diversity only includes inherent traits such as race, gender identity, or sexual orientation. However, acquired traits like education, veteran status, socioeconomic class, places lived, and age are also dimensions of diversity. And eventually, all of us will assume one or more of these identities. Diversity really does include everyone. Both inherent and acquired diversity drive processes critical to business success. You\u2019ve likely heard the statistics about inherent diversity: companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile and top-quartile companies in ethnic and cultural diversity outperformed those in the fourth by 36% in profitability. But have you considered the benefits of acquired diversity? There\u2019s limited research tying acquired diversity directly to quantitative outcomes, as acquired diversity is difficult to measure due to its malleable nature. However, we can logically deduce several benefits.\u00a0 Let\u2019s take places lived as an example. Imagine you are a global company headquartered in the United States with clients throughout Europe and Asia. Folks who have lived in these places and are multilingual would be a huge asset to your company. Such employees can be a critical link between U.S.-based executives and foreign-based clients. Veteran status is another strong example, as veterans gain several desired skills through their service, including leadership capabilities, problem-solving, loyalty, discipline, and quick decision-making. Veterans who have been deployed overseas also gain cultural competence and are likely to be multilingual \u2014 both highly desired traits in today\u2019s global business world.\u00a0 Groups with varied educational backgrounds drive innovation and problem-solving. Diversity of thought is the core of what makes diverse teams successful. Different perspectives and views of a problem enable teams to consider several vantage points before coming to a decision. They also lead to rich brainstorming sessions that drive creativity. For example, when solving critical business problems, you may want to speak with team members who are analytical, who are customer-oriented, and who are solution-driven. Having these three perspectives allows you to assess the root of the problem, keep your clients top-of-mind, and prioritize moving forward. Acquired diversity and inherent diversity must both be prioritized to gain maximum benefit from your diversity initiatives. But, how do organizations intentionally form teams with acquired diversity? Expand awareness. The first step in driving acquired diversity is ensuring company-wide understanding of what it is and recognition of its benefits. Recruit culture \u201cadds,\u201d not culture \u201cfits.\u201d Many companies prioritize recruiting new hires that fit into their existing culture. However, they should instead prioritize recruiting new hires that bring new perspectives and ways of thinking. Hiring for acquired diversity goes hand in hand with hiring culture adds. Broaden your network. Look past your typical recruiting platforms and consider where you might post instead to obtain acquired diversity. Consider partnering with your local veterans association, community colleges, or cultural centers. Reevaluate your hiring requirements. Have you always required a college degree? Proficiency in English? Traditional career trajectories? If so, consider if these are truly requirements for your job openings or if they are simply traditions or preferences. These \u201crequirements\u201d may alienate otherwise highly qualified candidates who can bring new perspectives to your organization.\u00a0 Use inclusive language. Recruiting diverse talent is one thing; retaining diverse talent is another. Make sure that you are using inclusive language for all dimensions of acquired diversity. For instance, be mindful of using metaphorical words and phrases such as \u201cgo to war,\u201d \u201cPTSD,\u201d or \u201cdrop a bomb on\u201d as they make light of the real, lived experiences of your veteran employees. To learn more about inclusive language for acquired diversity, purchase our book, The Inclusive Language Handbook. Expanding acquired diversity within your organization should be as much of a strategic priority as expanding inherent diversity. And due to people\u2019s multifaceted identities, these priorities and the strategies to achieve them often overlap. Ready to jumpstart your diversity, equity, and inclusion program? Contact us today.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Some folks believe that diversity initiatives aren\u2019t for them. They think diversity only includes inherent traits such as race, gender identity, or sexual orientation. However, acquired traits like education, veteran status, socioeconomic class, places lived, and age are also dimensions of diversity. And eventually, all of us will assume one or more of these identities. Diversity really does include <\/span><i><span style=\"font-weight: 400;\">everyone.<\/span><\/i><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7537 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-1024x725.jpg\" alt=\"Woman looking at her work laptop while her colleagues discuss, joke and laugh.\" width=\"1024\" height=\"725\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-1024x725.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-scaled-600x425.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-300x212.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-768x544.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-1536x1087.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1210785868-2048x1449.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/725;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Both inherent and acquired diversity drive processes critical to business success. You\u2019ve likely heard the statistics about inherent diversity: <\/span><a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins-how-inclusion-matters\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability than companies in the fourth quartile<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-wins-how-inclusion-matters\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">top-quartile companies in ethnic and cultural diversity outperformed those in the fourth by 36% in profitability<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">But have you considered the benefits of acquired diversity?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There\u2019s limited research tying acquired diversity directly to quantitative outcomes, as acquired diversity is difficult to measure due to its malleable nature. However, we can logically deduce several benefits.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s take places lived as an example. Imagine you are a global company headquartered in the United States with clients throughout Europe and Asia. Folks who have lived in these places and are multilingual would be a huge asset to your company. Such employees can be a critical link between U.S.-based executives and foreign-based clients.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Veteran status is another strong example, as veterans gain several desired skills through their service, including leadership capabilities, problem-solving, loyalty, discipline, and quick decision-making. Veterans who have been deployed overseas also gain cultural competence and are likely to be multilingual \u2014 both highly desired traits in today\u2019s global business world.\u00a0<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-7538 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-1024x683.jpg\" alt=\"disabled man working on a tomato farm indoors in greenhouse alone.\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2022\/12\/iStock-1003998462-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Groups with varied educational backgrounds drive innovation and problem-solving.<\/span> <a href=\"https:\/\/trainingindustry.com\/magazine\/may-jun-2019\/the-importance-of-diversity-of-thought\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Diversity of thought is the core of what makes diverse teams successful<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">Different perspectives and views of a problem enable teams to consider several vantage points before coming to a decision. They also lead to rich brainstorming sessions that drive creativity. For example, when solving critical business problems, you may want to speak with team members who are analytical, who are customer-oriented, and who are solution-driven. Having these three perspectives allows you to assess the root of the problem, keep your clients top-of-mind, and prioritize moving forward.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Acquired diversity and inherent diversity must both be prioritized to gain maximum benefit from your diversity initiatives. But, how do organizations intentionally form teams with acquired diversity?<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Expand awareness.<\/b><span style=\"font-weight: 400;\"> The first step in driving acquired diversity is ensuring company-wide understanding of what it is and recognition of its benefits.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Recruit culture \u201cadds,\u201d not culture \u201cfits.\u201d<\/b><span style=\"font-weight: 400;\"> Many companies prioritize recruiting new hires that fit into their existing culture. However, they should instead prioritize recruiting new hires that bring new perspectives and ways of thinking. Hiring for acquired diversity goes hand in hand with hiring culture adds.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Broaden your network.<\/b><span style=\"font-weight: 400;\"> Look past your typical recruiting platforms and consider where you might post instead to obtain acquired diversity. Consider partnering with your local veterans association, community colleges, or cultural centers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reevaluate your hiring requirements.<\/b><span style=\"font-weight: 400;\"> Have you always required a college degree? Proficiency in English? Traditional career trajectories? If so, consider if these are truly requirements for your job openings or if they are simply <\/span><a href=\"https:\/\/fortune.com\/2017\/02\/10\/ey-simple-effective-diversity-inclusiveness-strategy\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">traditions or preferences<\/span><\/a><span style=\"font-weight: 400;\">. These \u201crequirements\u201d may alienate otherwise highly qualified candidates who can bring new perspectives to your organization.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Use inclusive language.<\/b><span style=\"font-weight: 400;\"> Recruiting diverse talent is one thing; retaining diverse talent is another. Make sure that you are using inclusive language for all dimensions of acquired diversity. For instance, be mindful of using metaphorical words and phrases such as \u201cgo to war,\u201d \u201cPTSD,\u201d or \u201cdrop a bomb on\u201d as they make light of the real, lived experiences of your veteran employees. To learn more about inclusive language for acquired diversity, purchase our book, <\/span><a href=\"https:\/\/theinclusivelanguagehandbook.com\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">The Inclusive Language Handbook<\/span><\/i><\/a><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Expanding acquired diversity within your organization should be as much of a strategic priority as expanding inherent diversity. And due to people\u2019s multifaceted identities, these priorities and the strategies to achieve them often overlap. Ready to jumpstart your diversity, equity, and inclusion program? <\/span><a href=\"https:\/\/thediversitymovement.com\/contact\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Contact us today<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8041 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-A.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Some folks believe that diversity initiatives aren\u2019t for them. They think diversity only includes inherent traits such as race, gender identity, or sexual orientation. However, acquired traits like education, veteran15<\/p>\n","protected":false},"author":2,"featured_media":7537,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,5],"tags":[],"tdm_type":[92],"class_list":["post-7536","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Acquired Diversity: Varied Life Experiences Create a Stronger Team - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"However, acquired traits like education, veteran status, socioeconomic class, places lived, and age are also dimensions of diversity. And eventually, all of us will assume one or more of these identities.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thediversitymovement.com\/acquired-diversity-varied-life-experiences-create-stronger-team\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Acquired Diversity: Varied Life Experiences Create a Stronger Team - The Diversity Movement\" \/>\n<meta property=\"og:description\" content=\"However, acquired traits like education, veteran status, socioeconomic class, places lived, and age are also dimensions of diversity. 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