But it is a shame that the focus is narrowly set on the gender aspect of the diversity challenge. And I am surprised that there seems to be a unanimous consensus that female board representation is the most important issue to fix. This is the issue that gets the most attention in the media and politically. And this is all well and good as a symbol for the diversity challenge, but this does not necessarily mean that this is where the challenges begin or where they should be solved. The problem scope is so much wider than just gender diversity in the boardroom.
Diversity throughout the management system
Furthermore, the current focus on board diversity is simply too narrow. The diversity debate should at least include the entire management system – middle managers, functional managers, the CxOs and the board. Why? Because these constitute the entire management system and consequently the quality and diversity of same, which again form the basis for the company’s success. And because we need to acknowledge that we have to build our food chains better than we have done so far. And it starts from the bottom-up but should be driven top-down.
Diversity needs a broader scope
I would also argue that the relatively unilateral focus on gender diversity is too narrow. The gender dimension should instead be just one of more perspectives on achieving better businesses. We should expand our diversity discussions in our companies. Which dimension of managing diversity is most critical for your company in order to create a better business? Is it gender, age, nationality/cultural background, education, experience, personal profile or something completely different? Your answers should be company specific and not dictated by a media or political discourse.