Faultlines

We can easily divide people into groups based on visible differences. You experienced this in the reflection exercise, but this may also apply to your daily life.

Putting too much emphasis on visible differences, or surface-level diversity, can be dangerous as it creates faultlines between groups of people. These groups then no longer have the opportunity to get to know each other on a deeper level. And yet… we share much more than we think.

Watch the video on visible and less visible differences. The message we want to share with this video is integrated in the following exercise.

Inclusion: a bridge between faultlines and takeaways

  • We often prefer to be around colleagues who are similar to ourselves.
  • When colleagues who are different join the team, this initially creates a feelin of unease.
  • Subgroups are created based on visible (e.g. cultural background) and less visible differences (e.g. educational level).
  • There is a risk that a team will break down into subgroups, causing far-reaching fragmentation
  • This may lead to an internal battle with detrimental consequences for the organisation, team, individual and customer.
  • Talent is wasted, while human potential may be underused.

INCLUSION

  • Seek out differences and make the most of them
  • Leverage talents and human potential to the maximum.
  • positive effect on performance.

It doesn’t have to be like this.