Cognitive diversity is a frequently disregarded component of diversity, yet it impacts cognitive reasoning, processing, as well as perception, and informal learning. The absence of cognitive diversity in the workplace is a problem that all managers would benefit from addressing.
We are all aware of the value of demographic diversity in the workplace, but when was the last time you tested your workforce’s cognitive abilities to gain a better understanding of your team’s cognitive diversity?
Cognitive diversity, often known as diversity of thought, is a crucial but frequently disregarded component of diversity, equity, and inclusion. It describes the various ways that people think, analyze, and solve problems. Cognitive diversity has an impact on cognitive reasoning, thinking processes, as well as perception, processing, and informal learning.
There are various factors that influence the cognitive diversity of a workforce, such as:
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The level of schooling attained as well as the location of the student’s high school or college.
An individual’s race, religion, and/or culture can have an effect on their beliefs, behaviors, and ways of thinking.
Neurodiversity can affect thinking, cognition, and comprehension as well as social, emotional, and interpersonal behaviors. Examples include Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), and Dyslexia.
Mental illness, traumatic events, and socioeconomic circumstances, all contribute a variety of perspectives and ways of thinking.
Businesses have gotten better over time at keeping track of workplace diversity in terms of factors like age, gender, sexual orientation, and race. They now see how critical it is to make sure that their teams, whether they be leadership or entry-level, are inclusive groups of people with various backgrounds, experiences, and viewpoints. However, because many companies are still discovering more about the diversity of thought, they are missing out on the countless advantages that come with hiring a workforce that is cognitively varied.
Advantages of Cognitive Diversity at Work
Due to the numerous benefits that a cognitively varied workforce has on an organization’s profitability and the long-term happiness of its team members, the absence of cognitive diversity in one’s workplace is a problem that any manager or business owner would benefit from addressing. Maintaining a high level of diversity of opinion and thought process at work is advantageous because it encourages:
- Smarter approaches to problem-solving and decision making
- An inclusive working environment
- Greater innovation
- Improvements in employee satisfaction, engagement, and retention
- Opportunities for education
Improving Cognitive Diversity with Skill and Psychometric Testing
Many companies experience little difficulty measuring their demographic diversity, but struggle to make changes relating to cognitive diversity, if they have even thought about it at all. Skills testing providers like Skillsarena provide wide selections of psychometric assessments and skills tests that enable you to quickly and precisely evaluate the thought processes and character attributes of potential hires as well as current employees.
One of the best methods for decreasing unconscious bias throughout the employment process and boosting cognitive diversity in the workplace is skills-based hiring. This is due to the fact that skill-based recruiting places more attention on a candidate’s performance and reasoning rather than their age, cultural background, socioeconomic status, or life experiences. It also removes the emphasis on education, qualifications, and work experience.
Keep your organization from becoming a victim of cognitive uniformity. To benefit from cognitive diversity in the workplace, encourage your team to think differently!