The two buzzwords when it comes to diversity

The two buzzwords when it comes to diversity

Eike Reus · February 18, 2020

Diversity Diaries - Chapter 2: Eike

We are a fierce #tribe called!

Our values stress one point very strongly – on an individual level but especially when seen in conjunction: is no place for mavericks and lone wolfs but a tribe. A family of sorts. Sharing a common set of values, working towards a joint goal (even if, at times, the final destination does not seem crystal clear).

We often stress the importance of “diversity” in this context. The importance of having different characters, backgrounds, religions, interest groups, etc. as part of a team. We strive to rid our recruiting processes of any bias – while it sometimes starts to feel that hiring for “diversity” develops into a bias itself.

As per literature, diversity is “the inclusion of different types of people (such as people of different races or cultures) in a group or organization“ (Merriam Webster). This implies an active effort and might lead to the hypothesis that having the broadest range of “people” is the optimal stage.

Personally (and this is my very subjective opinion), I think this and other definitions are lacking two “buzzwords” that we are also quite fond of: purpose and context (which, of course, are strongly connected). Our context is being a subsidiary of one of the largest automotive manufacturers in the world, responsible for driving transformation through digital product development and everything it entails. Therefore, the purpose of everything we provide in our organizational structure is to enable our tribe into doing exactly that while removing factors that hinder us.

For me, this means fostering creativity, openness of mind, different ways of thinking based on different backgrounds (cultural, professional, familial…). Fostering an environment where personal biases have no room – allowing us to focus on delivering the best digital solutions possible – by hiring the right person for the job, no matter what. Sometimes this means hiring a typical white-collar business grad. Sometimes this means bringing a gardener nearly turned teacher turned biologist turned marketing consultant into a team. Sometimes it means recruiting someone not fully up to a challenge but ambitious and willing to learn.

Bottom-line: people that help our tribe grow – not in numbers but in mindset, attitude, reflection. Not being biased in any direction. Showing new solutions to problems we have not even be aware of.

About Diversity Diaries: Let's get personal! At we believe in the power of diversity and inclusion. In this series we encourage our fellow MB.ioneers to share their differing perspectives on the topic. We aim to create a transparent dialogue as we establish our own values.

Eike Reus