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The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies
Abstract
In this landmark book, Scott Page redefines the way we understand ourselves in relation to one another. The Difference is about how we think in groups--and how our collective wisdom exceeds the sum of its parts. Why can teams of people find better solutions than brilliant individuals working alone? And why are the best group decisions and predictions those that draw upon the very qualities that make each of us unique? The answers lie in diversity--not what we look like outside, but what we look like within, our distinct tools and abilities. The Difference reveals that progress and innovation may depend less on lone thinkers with enormous IQs than on diverse people working together and capitalizing on their individuality. Page shows how groups that display a range of perspectives outperform groups of like-minded experts. Diversity yields superior outcomes, and Page proves it using his own cutting-edge research. Moving beyond the politics that cloud standard debates about diversity, he explains why difference beats out homogeneity, whether you're talking about citizens in a democracy or scientists in the laboratory. He examines practical ways to apply diversity's logic to a host of problems, and along the way offers fascinating and surprising examples, from the redesign of the Chicago "El" to the truth about where we store our ketchup. Page changes the way we understand diversity--how to harness its untapped potential, how to understand and avoid its traps, and how we can leverage our differences for the benefit of all.
... Research on the "Wisdom of Crowds" has long established that the aggregated beliefs of large groups can be factually more accurate ("wise") than the beliefs of individual group members (Galton, 1907;Pennycook & Rand, 2019;Wolf, Krause, Carney, Bogart, & Kurvers, 2015;Surowiecki, 2004). The statistical intuition is that independent estimates from a large number of unconnected individuals can have uncorrelated or negatively correlated errors, which cancel each other out and allow the group's collective estimate to approach the actual value (Nash, 2014;Sunstein, 2006;Page, 2008). ...
... The Diversity Prediction Theorem gives us a general rule: collective accuracy will improve if the benefits of social interaction (to individual accuracy) outweigh its drawbacks (of inducing non-independence among estimates). The theorem shows that collective error squared equals the difference between the average individual error squared and the diversity of individual judgments (Page, 2008). Thus, social influence can be advantageous if it reduces average individual error and disadvantageous if it reduces estimation diversity. ...
... Notations for the Diversity Prediction Theorem. The Diversity Prediction Theorem (Page, 2008) shows that the collective error squared (SqE (collective) ), the average individual error squared (SqE (individual) ), and the predictive diversity of individual judgments (PD) are related as, ...
People's collectively held beliefs can have significant social implications, including on democratic processes and policies. Unfortunately, as people interact with peers to form and update their beliefs, various cognitive and social biases can hinder their collective wisdom. In this paper, we probe whether and how the psychological construct of intellectual humility can modulate collective wisdom in a networked interaction setting. Through agent-based modeling and data-calibrated simulations, we provide a proof of concept demonstrating that intellectual humility can foster more accurate estimations while mitigating polarization in social networks. We investigate the mechanisms behind the performance improvements and confirm robustness across task settings and network structures. Our work can guide intervention designs to capitalize on the promises of intellectual humility in boosting collective wisdom in social networks.
... For example, employees with higher education often want to actively participate in decision-making, while employees with less education may feel that they do not have enough support for their ideas. (Page 2007) According to Adler's research, managers who understand the significance of socioeconomic differences and are aware of their impact can create an inclusive work environment that supports all employees, regardless of their background. (Adler 2008) ...
... By developing inclusive policies, companies like Google create opportunities for all employees to express their potential and actively contribute to organizational success. (Page 2007) Another example of a successful inclusive leader is Satya Nadella, the CEO of Microsoft . Under his leadership, Microsoft adopted a "growth mindset," which encourages flexibility, collaboration, and continuous learning throughout the company. ...
... Research shows that companies that invest in diversity training are more likely to develop an inclusive work culture and increase employee satisfaction. (Page 2007) Inclusive equality policies are the foundation of successful diversity management. The introduction of such policies allows companies to ensure equality and inclusiveness, regardless of the cultural, gender or socioeconomic background of employees. ...
Inclusive management of diversity in the work environment is essential to organizational success and productivity in today's globalized world. With employees who differ in terms of culture, generation, gender and socio-economic background, organizations face unique challenges as well as opportunities. The inclusion of all team members, regardless of their characteristics, not only improves team dynamics, but also increases innovation and employee engagement. Research shows that inclusive cultures have a significantly higher rate of employee satisfaction, which in turn leads to increased loyalty and a better reputation for the organization. The role of inclusive leadership is crucial in creating a work environment where diversity is valued. Leaders with cultural intelligence and empathy contribute to the development of trust and cooperation in teams, which supports organizational growth and productivity. By using cultural competence training and introducing inclusive policies, companies create conditions in which employees can express their potential and feel valued. In conclusion, inclusive management not only helps to overcome differences, but also lays the foundation for long-term success and positive organizational development
... Diversity also matters because, as Page (2008) said, difference outperforms homogeneity. Companies and universities need diversity not only in the aspects described in Gardenswartz and Rowe's model (2003), but also in the diversity that comes from within, our individual skills, tools, knowledge and ability to think critically and creatively (Naiditch & Santos, 2020). ...
... Companies and universities need diversity not only in the aspects described in Gardenswartz and Rowe's model (2003), but also in the diversity that comes from within, our individual skills, tools, knowledge and ability to think critically and creatively (Naiditch & Santos, 2020). Page (2008) argues that thinking in diverse groups, as a collective, will always surpass individual work or work done by a group of people who think alike. Diverse groups of people will always find better solutions than highly intelligent individuals or like-minded experts because diverse groups will have a variety of perspectives to draw upon, will display more varied and complementary skills and will build on the various backgrounds and distinct experiences of its members to work on the issues at hand. ...
... Diverse groups of people will always find better solutions than highly intelligent individuals or like-minded experts because diverse groups will have a variety of perspectives to draw upon, will display more varied and complementary skills and will build on the various backgrounds and distinct experiences of its members to work on the issues at hand. As Page (2008) claims, collective wisdom exceeds the sum of its parts. It is still early to predict the long-term consequences of the Court's decision, but it brings attention to any practices, programs and policies that take a protected trait into consideration as a factor in the decision-making process that affects human resources protocols, such as recruiting hiring, promoting, and retaining employees, students, and members of any industry. ...
In this article, the author explains the meaning and the historicaldevelopment of DEI (diversity, equity, and inclusion) and DEIB (diversity, equity,inclusion, and belonging). DEIB policies have regulated the way companies andeducational institutions have implemented their recruitment efforts in orderto attract a diverse body of students and workforce. However, in the past fewyears, there has been a very vocal anti-DEIB movement that argues againstthe constitutionality of these policies. The article presents arguments both forand against DEIB policies and programs and concludes by stating the need formaintaining these policies, particularly given the socio-economic impact thatDEIB policies have.
... Labor mobility, to a certain extent, helps to increase the cultural inclusiveness and acceptance of the local population and to capitalize on the complementary strengths of different cultures. Page (2008) and Qian and Stough (2011) also claimed that variety of ideas and viewpoints, as well as divergent thinking, increases problem-solving and anticipating abilities, both of which are critical for creativity. Therefore, the mobility of labor factors implies a process of cultural adaptation and inclusion in the region, making it easier for members of the local society to accept different cultures mitigating the negative impact of dialectal diversity on entrepreneurship. ...
... This result suggests that the high rate of population mobility has a positive effect on the relationship between dialect diversity and the entrepreneurship of its residents (Barney, 1991). We also affirm the researches of Page (2008) and Qian and Stough (2011) that different cultures reflect different ideas and perspectives, contributing to divergent thinking and problem-solving, which are important for creativity and entrepreneurial behavior. ...
A significant indicator of prosperity, standard of life, and economic growth is entrepreneurship, which is heavily impacted by macro- and micro-economic influences. This study researches the impact of cultural diversity on residents’ entrepreneurial activities and the mechanisms underlying it at the household and individual levels, using micro-sample data from the urban dialect diversity index and the China Household Finance Survey (CHFS) conducted between 2017 and 2019. According to benchmark regression results, in the current stage of rapid urbanization development, cultural diversity has a negative restricting impact on both individual entrepreneurial activities and family entrepreneurial activities in Chinese cities; that is, the more diverse a city’s culture, the more likely it is that its mass entrepreneurial vitality will be reduced. The finding holds up after the robustness test. Moreover, we also find that the effect may be more salient in groups with low education levels, entrepreneurship with different industries, and regions with urbanization levels. According to further research, social capital, market segmentation, and labor mobility play important roles in the channels through which cultural diversity affects entrepreneurship. This study enriches the research on dialect culture as an informal institution influencing residents’ entrepreneurship by emphasizing the important role played by the level of regional social trust, the construction of residents’ social networks, the level of regional market development, and the cross-regional mobility of labor. By analyzing the relationship between the cultural diversity of the region and the intrinsic behavioral logic behind entrepreneurial activities, our study provides references for firms, governments, and relevant regulatory authorities. In this paper, we advocate taking dialect and cultural differences into account in enterprise development and market integration to improving the open environment of cities and enhance entrepreneurial vitality.
... The best-known examples of the wisdom of the crowds effect are for estimates of physical quantities (e.g., how much a cow weighs, how many jellybeans are in a jar, or how many people live in a particular country). In these cases, an aggregate of individual people's judgments is often more accurate than almost any individual judgment, though this can depend on the specific method of judgment aggregation (Galton 1907;Surowiecki, 2005;Solomon, 2006;Page, 2007;Keck and Tang 2020). ...
... Finally, the crowd may fail to do sufficiently well when its members are insufficiently independent from one another. There are convincing formal (Page, 2007) and empirical (Lorenz et al., 2011) reasons for thinking that the wisdom of the crowds effect requires that individuals' judgments are to some degree informationally independent, and that increased independence increases crowd accuracy. 32 Intuitively, wisdom of the crowds phenomena work by pooling the private information people possess, which-when aggregated-is greater than the information possessed by any individual in the group. ...
Many social media platforms enable (nearly) anyone to post (nearly) anything. One clear downside of this permissiveness is that many people appear bad at determining who to trust online. Hacks, quacks, climate change deniers, vaccine skeptics, and election deniers have all gained massive followings in these free markets of ideas, and many of their followers seem to genuinely trust them. At the same time, there are many cases in which people seem to reliably determine who to trust online. Consider, for example, Do It Yourself (DIY) content about how to play guitar, bake, fix one’s plumbing, or repair one’s car. For these topics, those who have the largest accounts and the most popular content typically possess significant expertise. That is, social media users seem to reliably pick out DIY experts. We thus have a puzzle: why are social media users seemingly competent at identifying DIY experts, but not climate science or vaccine experts? In what follows, we solve this puzzle. We begin by identifying a novel wisdom of the crowds phenomenon: specifically we argue that the crowd (in combination with social media search and recommendation algorithms) reliably picks out DIY experts and serves as a credentialing institution for DIY content. Next, we argue that (a) there are five epistemic factors that determine whether the crowd can succeed at recognizing experts on social media platforms, and (b) while many of those factors are satisfied to a sufficiently high degree by DIY content, they are mostly lacking for content about climate change or vaccines.
... thus, a one-size-fits-all approach may hinder performance (Page, 2007). ...
This book offers a comprehensive exploration of how mindfulness can reshape leadership practices in today’s fast-paced and complex world. In this guide, you will discover the essential principles of mindful leadership. It emphasizes self-awareness, emotional intelligence, and resilience as the cornerstones of effective leadership. Each chapter delves into critical themes, from understanding the unique distinction of leadership to practical strategies for fostering a culture of mindfulness within teams and organizations. Through engaging narratives and actionable insights, this book illustrates how leaders can cultivate a deeper awareness of themselves and their impact on others. By integrating mindfulness practices into daily routines, readers will learn to enhance focus, reduce stress, and make more informed decisions—ultimately leading to greater team effectiveness and organizational success.
... Research has consistently shown that a diverse workforce can lead to a variety of positive outcomes for organizations. Diversity has been linked to increased creativity, innovation, and problem-solving, as employees bring different perspectives and ideas to the table [20]. Moreover, diverse teams tend to outperform homogenous teams in complex decision-making tasks [21]. ...
The increasing emphasis on workplace diversity, equity, and inclusion (DEI) has become a key factor in shaping modern organizational success. As businesses operate in an increasingly globalized and multicultural environment, fostering a diverse, equitable, and inclusive workforce is essential not only for compliance with social and legal standards but also for enhancing innovation, performance, and employee satisfaction. This research explores the evolving role of DEI in the modern workplace, examining its significance, challenges, and the strategies employed by organizations to effectively manage diverse, equitable, and inclusive environments. The study reviewed existing literature on DEI frameworks and practices, identified key themes such as leadership commitment, management practices, bias mitigation, and cultural competence. Additionally, it highlights the impact of DEI initiatives on organizational outcomes, including job satisfaction, productivity, and retention. Through qualitative and quantitative analysis, the research investigated how organizations can address barriers to DEI, such as unconscious bias, structural inequities, and resistance to change. By providing insights into best practices for managing DEI, the research aims to offer actionable recommendations for fostering inclusive workplaces where all employees could thrive. The findings underscore the importance of a holistic and sustained approach to DEI that aligns with both organizational goals and societal progress
... Recognizing and embracing the value of visual thinking also can strengthen cognitive diversity. Economist and complexity theorist Scott Page (2007Page ( , 2010Page ( , 2017 analyzed the results of many research projects on group problem solving in various kinds of organizations, and found that when dealing with complex problems, cognitively diverse teams of professionals are superior to more homogenous teams, even when the latter are of superior intelligence. A cognitively diverse team includes individuals who differ from one another in terms of their backgrounds, belief systems, theoretical perspectives, and problem-solving methods. ...
This interdisciplinary, conceptual analysis addresses the nature and benefits of artistic processes in learning andwork. While recognizing various forms of artistry, the emphasis is on visual-spatial thinking. The benefits of thiskind of thinking in academic and professional activities include the simplification of massively complex writing,improvement of psychological functioning, and the magnification of creative work in various professions,especially in science, technology, engineering, and mathematics (STEM) fields. Visual-spatial thinking also is astrength that often helps twice-exceptional individuals overcome their learning difficulties. Several thinking andlearning strategies are explored, including visual data animation, concept cartooning, visual metaphor, andmusical translation of written material. Some ways that visual-spatial thinking can help overcome the problemsgenerated by dogmatic school reform also are scrutinized.
... To counteract this, in the short term, guest lecturers from minority ethnic backgrounds can be invited to teach on modules where no in-house staff are available (UCL, 2020). Longer term strategies can focus on hiring policies, such as having ethnic minority representation in committees responsible for hiring to enable recognition and valuing of diverse qualifications and experiences among minority ethnic candidates and ensure diversity among lecturers in higher education settings (Bhalla, 2019;Page, 2007). To effect systemic change which involves recruiting as well as supporting and retaining ethnic minorities in higher education roles, there is useful guidance in the Anti-Racism Toolkit, which examines institutional racism and how minority ethnic staff are treated in higher education (Turney et al., 2002). ...
In UK universities, there is a long‐standing gap in degree award outcomes for undergraduate students with white British students more likely to graduate with a ‘good degree’ (first or upper second class) than British students from minority ethnic backgrounds. Given its complex, systemic nature, researchers have highlighted the importance of adopting holistic, intersectional and exploratory approaches that are solution‐focused. However, few qualitative studies provide a voice to minoritised students with regards to describing their individual experiences and their own suggestions for change. Through interviews and an advisory group session, this qualitative study explores the lived experiences of 14 minority ethnic undergraduate female students attending a large, public research university in the UK. The findings generated key themes with intersectional dimensions including gender, nationality, immigrant status, socioeconomic status and educational background including biased attitudes and stereotypes, feelings of being underestimated and needing to work harder, the need for greater diversity, and feelings of disconnection and lack of integration with other minority ethnic students. Participants also shared their perceptions of the awarding gap and proposed strategies for addressing the gap, including raising awareness, increasing diversity among teaching staff, enhancing academic resources and fostering connection among peers. By capturing the racialised narratives of students, this research sheds light on the pervasive biases, stereotypes and systemic issues that contribute to the gap. Through these efforts, the study aims to foster a more inclusive and equitable educational environment, ultimately contributing to the elimination of the degree awarding gap at universities.
... The connection between diversity-driven HRM practices and organizational outcomes such as performance, innovation, and employee satisfaction is well-documented. Studies have shown that diverse teams outperform homogeneous teams in tasks requiring creativity and problem-solving (Page, 2007). Furthermore, organizations with diverse leadership teams report better financial performance, as diversity fosters broader perspectives and decision-making approaches (Herring, 2009). ...
This paper examines the critical role of Human Resource Management (HRM) practices in fostering a diversity-driven workplace culture. As organizations increasingly recognize the value of diversity in driving innovation, improving performance, and enhancing employee satisfaction, HRM practices have become instrumental in cultivating inclusive environments. The paper explores various HRM strategies and initiatives such as recruitment, training, performance management, and employee engagement, highlighting how they contribute to the promotion of diversity within organizations. A key focus is placed on the implementation of diversity training programs, which help mitigate biases and build awareness among employees and leaders, ensuring fair treatment across all groups. Furthermore, the paper delves into the importance of creating diverse leadership teams that serve as role models and mentors, reinforcing an inclusive culture at all levels of the organization. Additionally, the research highlights the significance of inclusive policies, flexible work arrangements, and recognition systems that celebrate diversity and encourage the participation of underrepresented groups. The paper also discusses the challenges HR professionals face in creating a truly inclusive workplace, including resistance to change, unconscious biases, and structural inequalities. It emphasizes the need for a strategic approach to HRM that aligns diversity goals with organizational objectives to drive sustainable outcomes. In conclusion, the paper provides recommendations for organizations seeking to enhance diversity in their workplaces, stressing the importance of leadership commitment, continuous monitoring of diversity initiatives, and fostering an environment of open communication and mutual respect.
... From the perspective of the computer science, there has been considerable progress on the understanding of the factors that make cooperative group work effective [7][8][9], although, somewhat disturbingly, the most popular account of collective intelligence, the so-called wisdom of crowds, involves the suppression of cooperation since its success depends on the individuals making their guesses independently of each other [10] (see, however, [11]). ...
Problem-solving competence at group level is influenced by the structure of the social networks and so it may shed light on the organization patterns of gregarious animals. Here we use an agent-based model to investigate whether the ubiquity of hierarchical networks in nature could be explained as the result of a selection pressure favoring problem-solving efficiency. The task of the agents is to find the global maxima of NK fitness landscapes and the agents cooperate by broadcasting messages informing on their fitness to the group. This information is then used to imitate, with a certain probability, the fittest agent in their influence networks. For rugged landscapes, we find that the modular organization of the hierarchical network with its high degree of clustering eases the escape from the local maxima, resulting in a superior performance as compared with the scale-free and the random networks. The optimal performance in a rugged landscape is achieved by letting the main hub to be only slightly more propense to imitate the other agents than vice versa. The performance is greatly harmed when the main hub carries out the search independently of the rest of the group as well as when it compulsively imitates the other agents.
... Nowadays, it is somewhat generally accepted that Physics in general, and Statistical Physics in particular, offers a powerful tool-box for problem solving in Social Sciences and many other areas. Recent trends in cognitive science [28] have correctly emphasized the power of the "diversity of perspectives" in problem solving, so it does not come as a surprise that adding physical perspectives to social models may sometimes pave the way to the needed breakthrough. Perhaps one should also wonder about the possibility of reverse flow in these interdisciplinary approaches to Social Sciences. ...
In Evolutionary Dynamics the understanding of cooperative phenomena in natural and social systems has been the subject of intense research during decades. We focus attention here on the so-called "Lattice Reciprocity" mechanisms that enhance evolutionary survival of the cooperative phenotype in the Prisoner's Dilemma game when the population of darwinian replicators interact through a fixed network of social contacts. Exact results on a "Dipole Model" are presented, along with a mean-field analysis as well as results from extensive numerical Monte Carlo simulations. The theoretical framework used is that of standard Statistical Mechanics of macroscopic systems, but with no energy considerations. We illustrate the power of this perspective on social modeling, by consistently interpreting the onset of lattice reciprocity as a thermodynamical phase transition that, moreover, cannot be captured by a purely mean-field approach.
... The study of the "wisdom of crowds", although formally introduced in the past decade [5], has roots that go back a whole century [6,57]. Although it is accepted that it works in fa-vor of our societies and social welfare [58], it is still critically probed, questioned and elaborated upon even today [59][60][61]. As we hope this study succeeded to demonstrate, evolutionary games provide a theoretical framework that is very much susceptible to this phenomenon, and we hope to have elicit the interest of readers to continue along this line of research. ...
Whether or not to change strategy depends not only on the personal success of each individual, but also on the success of others. Using this as motivation, we study the evolution of cooperation in games that describe social dilemmas, where the propensity to adopt a different strategy depends both on individual fitness as well as on the strategies of neighbors. Regardless of whether the evolutionary process is governed by pairwise or group interactions, we show that plugging into the "wisdom of groups" strongly promotes cooperative behavior. The more the wider knowledge is taken into account the more the evolution of defectors is impaired. We explain this by revealing a dynamically decelerated invasion process, by means of which interfaces separating different domains remain smooth and defectors therefore become unable to efficiently invade cooperators. This in turn invigorates spatial reciprocity and establishes decentralized decision making as very beneficial for resolving social dilemmas.
... Zooites not only classify the objects provided by Zookeepers, but flag anomalies for further discussion. The intermingling of diverse views and levels of expertise in the Zooniverse talk forums naturally drives expert attention toward the most deserving data (Page 2007). In several cases, researchers have used those findings to launch new Fig. 8 Diagram of sociotechnical knowledge production in Zooniverse. ...
Recent years have seen a surge in online collaboration between experts and amateurs on scientific research. In this article, we analyse the epistemological implications of these crowdsourced projects, with a focus on Zooniverse, the world's largest citizen science web portal. We use quantitative methods to evaluate the platform's success in producing large volumes of observation statements and high impact scientific discoveries relative to more conventional means of data processing. Through empirical evidence, Bayesian reasoning, and conceptual analysis, we show how information and communication technologies enhance the reliability, scalability, and connectivity of crowdsourced e-research, giving online citizen science projects powerful epistemic advantages over more traditional modes of scientific investigation. These results highlight the essential role played by technologically mediated social interaction in contemporary knowledge production. We conclude by calling for an explicitly sociotechnical turn in the philosophy of science that combines insights from statistics and logic to analyse the latest developments in scientific research.
... This will lead them to conform rather than think differently. Although each member of the crowd may attain greater knowledge and intelligence by this effect, definitely the whole crowd as a whole will become trapped into less unwise (Mackey, 1841;Page, 2007;Hadzikadic and Sun, 2010). ...
The Wisdom of Crowds is a phenomenon described in social science that suggests four criteria applicable to groups of people. It is claimed that, if these criteria are satisfied, then the aggregate decisions made by a group will often be better than those of its individual members. Inspired by this concept, we present a novel feedback framework for the cluster ensemble problem, which we call Wisdom of Crowds Cluster Ensemble (WOCCE). Although many conventional cluster ensemble methods focusing on diversity have recently been proposed, WOCCE analyzes the conditions necessary for a crowd to exhibit this collective wisdom. These include decentralization criteria for generating primary results, independence criteria for the base algorithms, and diversity criteria for the ensemble members. We suggest appropriate procedures for evaluating these measures, and propose a new measure to assess the diversity. We evaluate the performance of WOCCE against some other traditional base algorithms as well as state-of-the-art ensemble methods. The results demonstrate the efficiency of WOCCE's aggregate decision-making compared to other algorithms.
... Successful forest management also requires incorporation of gender, ethnic, racial, and cultural diversity in forest-related jobs and careers. Full coverage of under-represented and underserved groups of relevance to the forest sector is essential, as found for other sectors of human society (Page 2007). ...
A global assessment of the status of tertiary, vocational, and technical forest education and training found deficits in the inclusion of knowledge and student diversity. Coverage of forest services and cultural and social issues was characterized as weak in the curricula of many programs. The inclusion of traditional and Indigenous knowledge was frequently poor or absent. Gaps were found in enrollment at tertiary education levels with respect to diversity by gender, race/ethnicity, and other societal groups. If unaddressed, forest researchers, professionals, and workers will continue to lack familiarity with different knowledge systems and the importance of inclusive representation. Improvements in forest education related curricula, research, monitoring, policy, recruitment, and promotion are recommended. Without remedial action to build a representative, skilled, and knowledgeable workforce, prospects for forests to meet local, national, and global goals are at risk. Improved social and knowledge diversity in forest education is paramount for the future of forests.
... Similar actors tend to be interconnected with one another by strong ties, and therefore an actor is likely to acquire similar information from others through strong ties (Festinger et al., 1950;Granovetter, 1973;Katz et al., 2017). Access to diverse information fosters creativity (Page, 2007;Simonton, 1999Simonton, , 2003. Prior studies have also shown that the benefits of weak ties for generating novel ideas (Baer, 2010;Perry-Smith, 2006;Perry-Smith et al., 2003;Perry-Smith et al., 2014;Zhou et al., 2009). ...
This paper examines how the collaboration network structure of an innovation site influences the adoption and future use of its innovations. We explore the effects of tie strength and network cohesion, with a particular focus on the moderating role of innovation radicalness. While prior research emphasizes the benefits of strong ties and network cohesion for idea transfer—due to increased trust, information exchange, and reciprocity—we argue that these effects are contingent on the innovation’s radicalness. Specifically, we suggest that these effects hold for incremental innovations but may become negative for radical innovations, as the impact of radical innovations may not align with reciprocity norms and could be sanctioned by the network. Additionally, the lack of information diversity may hinder the identification of new applications for radical innovations. Our empirical analysis is based on a dataset of 93 of the most innovative U.S. pharmaceutical and biotechnology companies, with 16,011 unique sites observed from 2001 to 2013. This results in a panel dataset with 19,343 site-time observations, using 3-year rolling windows. Our findings support our hypotheses, contributing to the literature on social networks, creativity, and innovation. We show that different types of innovations require different network conditions for diffusion, and that reciprocity norms can be burdensome, particularly for radical innovations. We also demonstrate that non-redundant information is crucial not only for generating novel ideas but also for identifying new applications for radical innovations. The findings have implications for innovation management, particularly at geographically dispersed sites.
... The connection between diversity-driven HRM practices and organizational outcomes such as performance, innovation, and employee satisfaction is well-documented. Studies have shown that diverse teams outperform homogeneous teams in tasks requiring creativity and problem-solving (Page, 2007). Furthermore, organizations with diverse leadership teams report better financial performance, as diversity fosters broader perspectives and decision-making approaches (Herring, 2009). ...
This paper examines the critical role of Human Resource Management (HRM) practices in fostering a diversity-driven workplace culture. As organizations increasingly recognize the value of diversity in driving innovation, improving performance, and enhancing employee satisfaction, HRM practices have become instrumental in cultivating inclusive environments. The paper explores various HRM strategies and initiatives such as recruitment, training, performance management, and employee engagement, highlighting how they contribute to the promotion of diversity within organizations. A key focus is placed on the implementation of diversity training programs, which help mitigate biases and build awareness among employees and leaders, ensuring fair treatment across all groups. Furthermore, the paper delves into the importance of creating diverse leadership teams that serve as role models and mentors, reinforcing an inclusive culture at all levels of the organization. Additionally, the research highlights the significance of inclusive policies, flexible work arrangements, and recognition systems that celebrate diversity and encourage the participation of underrepresented groups. The paper also discusses the challenges HR professionals face in creating a truly inclusive workplace, including resistance to change, unconscious biases, and structural inequalities. It emphasizes the need for a strategic approach to HRM that aligns diversity goals with organizational objectives to drive sustainable outcomes. In conclusion, the paper provides recommendations for organizations seeking to enhance diversity in their workplaces, stressing the importance of leadership commitment, continuous monitoring of diversity initiatives, and fostering an environment of open communication and mutual respect.
... A teoria da diversidade em equipes sugere que grupos compostos por indivíduos com diferentes experiências e perspectivas são mais propensos a resolver problemas complexos e a inovar (Page, 2007). Essa teoria é reforçada por estudos que demonstram que empresas com maior diversidade de gênero em suas lideranças apresentam melhor desempenho financeiro e maior capacidade de adaptação às mudanças do mercado. ...
O artigo analisa a participação feminina em cargos de liderança e inovação, destacando os desafios e conquistas na busca pela igualdade de gênero. O objetivo do estudo é explorar as intersecções entre a liderança feminina e a inovação, propondo recomendações para implementar estratégias que promovam um ambiente mais inclusivo e equitativo. A metodologia utilizada envolve uma revisão bibliográfica de estudos relevantes sobre liderança feminina e inovação, fundamentando-se em teorias como empoderamento feminino e diversidade. Apesar dos avanços, as mulheres ainda enfrentam barreiras como estereótipos e falta de representatividade, limitando seu acesso a posições de destaque. O texto enfatiza a importância do empoderamento feminino nas equipes, mostrando que a inclusão de mulheres em posições de poder não só promove justiça social, mas também é uma estratégia eficaz para o sucesso organizacional. A presença feminina em cargos de liderança está associada a decisões mais inclusivas e um ambiente colaborativo, aumentando a criatividade. O artigo conclui que promover a liderança feminina é fundamental para um futuro mais equitativo e sustentável, ressaltando que a diversidade é chave para o progresso no mercado global. A pesquisa destaca a necessidade de políticas que apoiem a conciliação entre trabalho e vida pessoal e promovam redes de apoio para superar os obstáculos enfrentados pelas mulheres. Em suma, a inclusão das mulheres em liderança e inovação é essencial para o desenvolvimento sustentável.
... There is good reason for emphasizing the integration of diversity and inclusion into a package of internationalization initiatives. First, diversity enhances learning and work environments through multiple perspectives, ideas, and experiences (Page, 2007). Greater exposure to diverse viewpoints in educational settings promotes a greater degree of critical thinking and broader cultural competence and prepares individuals for global citizenship (Knight, 2016). ...
Internationalization initiatives comprise a wide range of activities, including international market growth, health sectors, business world and academic exchanges. The author of this chapter focuses on the global establishment of diversity and inclusion in internationalization, their significance, associated challenges and best practices for promoting Diversity and Inclusion in these initiatives. It shows how prejudices, language, and poverty reduce one's involvement in internationalization strategies. It discusses how language, cultural diversity and socioeconomic disparities hinder full participation in internationalization. Strategies for effective implementation of diversity and inclusion discuss herewith include leadership commitment, policy development, ongoing diversity training, and mentorship programs. Successful examples like Google and Microsoft demonstrate the benefits of robust diversity and inclusion practices. Ultimately, integrating these strategies enhances institutional efficacy, promotes global engagement, and supports equitable internationalization programs.
... P r e p r i n t n o t p e e r r e v i e w e d Furthermore, prior studies (e.g., Ruiz-Jiménez & Fuentes-Fuentes, 2016;Daellenbach et al., 1999) claimed that top management's diverse predispositions, such as innovation orientation elevate organizational commitment towards innovations. Page et al. (2007) conducted another investigation which demonstrated that inclusive teams led by top management are more likely to engage in creative problem-solving and generate innovative solutions. However, the association between top management practices and innovation is not simply linear but rather complex and multifaceted. ...
... If the ABM has already been developed and published, providing a V&V document including all model testing could facilitate the accreditation unit's work. While this makes the accreditation unit's work asynchronous to the modellers -impeding feedback between the two -this enables the organization to review several models comparatively which might provide additional insights (Page 2008). The testing and documentation of the V&V document should ideally be comprehensive including relevant and sufficient testing so that it in-of-itself is satisfactory to demonstrate the model's credibility. ...
... It has been researched that diverse and inclusive teams perform better than homogeneous teams [11], especially when they are encouraged to recognize and appreciate the potential and value of their team's diversity [12]. Better team performance not only benefits one team or group's performance but also impacts the entire enterprise level and the company's competitiveness [13]. ...
Considerable efforts have been made at the high school level to encourage girls to pursue software engineering careers and raise awareness about diversity within the field. Similarly, software companies have become more active in diversity and inclusion (D&I) topics, aiming to create more inclusive work environments. However, the way diversity and inclusion are approached inside software engineering university education remains less clear. This study investigates the current state of D&I in software engineering education and faculties in Finland. An online survey (N=30) was conducted among Finnish software engineering university teachers to investigate which approaches and case examples of D&I are most commonly used by software engineering teachers in Finland. In addition, it was researched how software engineering teachers perceive the importance of D&I in their courses. As a result of the quantitative and thematic analysis, a framework to identify attitudes, approaches, challenges and pedagogical strategies when implementing D&I themes in software engineering education is presented. This framework also offers a process for integrating D&I themes for the curriculum or at the faculty level. The findings of this study emphasize that there is a continuing need for diverse-aware education and training. The results underline the responsibility of universities to ensure that future professionals are equipped with the necessary skills and knowledge to promote D&I in the field of software engineering.
... Several participants seemed to believe representativeness here was intrinsically valuable, which aligns with the Morris [42] account under which contemporary diversity norms emerged from loci of oppression affecting underrepresented groups. However, some participants also noted instrumental reasons to value representativeness that align closely with Page [49] and Peters [51]'s argument that people from different backgrounds often posses unique and germane knowledge. One participant noted that a team can: "Better serve a community if they represent [that community]" (P9). ...
When selecting applicants for scholarships, universities, or jobs, practitioners often aim for a diverse cohort of qualified recipients. However, differing articulations, constructs, and notions of diversity prevents decision-makers from operationalising and progressing towards the diversity they all agree is needed. To understand this challenge of translation from values, to requirements, to decision support tools (DSTs), we conducted participatory design studies exploring professionals' varied perceptions of diversity and how to build for them. Our results suggest three definitions of diversity: bringing together different perspectives; ensuring representativeness of a base population; and contextualising applications, which we use to create the Diversity Triangle. We experience-prototyped DSTs reflecting each angle of the Diversity Triangle to enhance decision-making around diversity. We find that notions of diversity are highly diverse; efforts to design DSTs for diversity should start by working with organisations to distil 'diversity' into definitions and design requirements.
The concept of implicit bias – the idea that the unconscious mind might hold and use negative evaluations of social groups that cannot be documented via explicit measures of prejudice – is a hot topic in the social and behavioral sciences. It has also become a part of popular culture, while interventions to reduce implicit bias have been introduced in police forces, educational settings, and workplaces. Yet researchers still have much to understand about this phenomenon. Bringing together a diverse range of scholars to represent a broad spectrum of views, this handbook documents the current state of knowledge and proposes directions for future research in the field of implicit bias measurement. It is essential reading for those who wish to alleviate bias, discrimination, and inter-group conflict, including academics in psychology, sociology, political science, and economics, as well as government agencies, non-governmental organizations, corporations, judges, lawyers, and activists.
This chapter reviews research from psychological science on the conditions under which groups make optimal judgements, a subject area often called “wisdom of crowds”. It concludes that good judgements are more likely when the members of a group are selected for expertise, there is cognitive diversity among the members, they make independent judgements which are then aggregated and there is opportunity for sharing information and discussion. When the methods that scientists use to establish deliberative consensus are evaluated against these conditions, none meet them all, but some (Delphi studies and nominal group technique) are better than others.
Aim of the Study: This study analyzes the impact of negative workplace gossips on social inclusion and team cohesion with the moderating role of inclusive leadership among the employees of advertising agencies of Pakistan. Methodology: Data was collected through self-reported questionnaire to ensure the confidentiality of the respondents. Questionnaires were distributed to 200 employees who are working in advertising agencies a total of 160 questionnaires were returned. Findings: the result shows that negative workplace gossips affect the team cohesion with the mediation of social inclusion. The results also depicted that inclusive leadership plays the buffering role between the relationship of negative workplace gossips and social inclusion. Conclusion: This study shows that that negative workplace gossips affect the social inclusion and team cohesion and strategies should be design at organizational level in order to minimize the negative workplace gossips and inclusive leadership plays a very vital role in minimizing negative workplace gossips.
This paper delves into the concept of antifragile leadership and organizational development within developing countries, employing a robust conceptual framework and case studies. It explores how entities thrive under conditions of uncertainty and stress by becoming antifragile, which is particularly pertinent in volatile environments found in developing nations. Through theoretical insights and analyses of real-world applications in organizations like Grameen Bank, BRAC, and M-PESA, the paper illustrates how these principles are not merely theoretical but have practical, impactful applications. These organizations leverage local adversities as catalysts for innovation and growth, showcasing the potential of antifragile strategies to foster resilience and progressive development. The study highlights the need for further empirical research to expand the understanding of antifragility across different sectors and regions, suggesting a significant potential for antifragile principles to enhance the strategic agility of organizations facing diverse challenges in developing countries.
The murders of George Floyd and Breonna Taylor in 2020 incited a surge in anti-racism efforts across the world. Many organisations, including those related to sport and exercise, were quick to make their stances on racism clear. In efforts to promote anti-racism, new equality, equity, diversity and inclusion (EEDI) groups were formed, while many individuals joined protests and took to social media to raise awareness of the racism that Black, Indigenous, and People of Colour (BIPOC) continue to face. In the sporting world, a significant burden and labour is placed on athletes of colour to make strides towards anti-racism. However, every individual working with the sport and exercise industry must act to condemn and eradicate racism. Sport and exercise organisations are in an opportune place to contribute to anti-racism efforts because of their wide reach, yet there is a need for clear advice on how to make change. Therefore, we provide commentary on 10 simple "rules" that can support sport and exercise organisations in creating and sustaining an anti-racism.
It is commonly believed that patterns of social ties affect individuals' economic status. Here, we translate this concept into an operational definition at the network level, which allows us to infer the economic wellbeing of individuals through a measure of their location and influence in the social network. We analyze two large-scale sources: telecommunications and financial data of a whole country's population. Our results show that an individual's location, measured as the optimal collective influence to the structural integrity of the social network, is highly correlated with personal economic status. The observed social network patterns of influence mimics the patterns of economic inequality. For pragmatic use and validation, we carry out a marketing campaign that shows a three-fold increase in response rate by targeting individuals identified by our social network metrics as compared to random targeting. Our strategy can also be useful in maximizing the effects of large-scale economic stimulus policies.
title>ABSTRACT
Crowdsourcing is an overarching term that denotes a number of ways to use the web as means to enlist a large number of individuals to perform a particular task. The tasks can range from simply providing an opinion, to contributing material, to solving a problem. Because the term crowdsourcing is used to denote a variety of activities in many different contexts, strong opinions have formed in many minds. This paper is an attempt to inform the reader of the complexity that underlies the simple term “crowdsourcing.” We then describe the connection between the DARPA Adaptive Vehicle Make program with the potential limitations of crowdsourcing complex tasks using examples from industry. Using these examples, we present a research motivation detailing areas to be improved within current crowdsourcing frameworks. Finally, an agent-based simulation using machine learning techniques is defined, preliminary results are presented, and future research directions are described.</p
This study investigates the impact of diversity management on organizational innovation, with a focus on the mediating role of knowledge sharing and the moderating influence of inclusive leadership. Using a quantitative approach, data were collected through surveys from employees across various organizations, capturing insights into diversity management practices, leadership styles, and innovation outcomes. The analysis employs structural equation modeling (SEM) to explore relationships between diversity, knowledge sharing, and innovation, highlighting how inclusive leadership fosters an environment that supports knowledge sharing and values diverse perspectives. The findings reinforce the Knowledge-Based View (KBV), positioning knowledge as a vital organizational asset that drives innovation, particularly in diverse work environments. Results indicate that diversity management contributes positively to innovation, primarily when supported by knowledge-sharing frameworks and inclusive leadership. Knowledge sharing is shown to be a critical pathway through which diversity translates into innovation, while inclusive leadership enhances this effect by fostering an open, collaborative culture. The implications suggest that organizations aiming to harness diversity should prioritize inclusive leadership training, invest in policies that facilitate knowledge sharing, and create systems that recognize and leverage diverse contributions. This study contributes to the literature on organizational innovation by demonstrating how diversity, when strategically managed, serves as a catalyst for sustained competitive advantage and adaptability in dynamic business environments.
The purpose of this study aims to explain and analyse the effect of diversity on employee performance at PT Tanjung Migas Tanjung Morawa. The data sources in this study are primary data, namely employees of PT Tanjung Migas Tanjung Morawa and secondary data sources as a reference tool, namely journals and some literature and other documents. The population of this research data is all employees of PT Tanjung Migas Tanjung Morawa, totalling 33 people and sampling using a census. then the data collection method uses a questionnaire with SEM Smart PLS software as a data analysis tool. The results showed that there is a positive and significant relationship between diversity and employee performance. Hopefully PT Tanjung Migas can continue to evaluate in improving the application of Diversity to employees through aspects of ethnicity, gender, age, and religion so as to make employees feel comfortable at work in order to provide satisfactory performance for the company.
strategi rekrutmen sumber daya manusia (SDM) yang efektif guna mendukung inovasi di perusahaan startup. Dalam konteks persaingan yang semakin ketat dan dinamika industri yang cepat berubah, perusahaan startup dituntut untuk memiliki tim yang tidak hanya kompeten, tetapi juga kreatif dan adaptif. Dengan memahami dan menerapkan strategi rekrutmen yang tepat, perusahaan dapat menarik talenta terbaik yang dapat berkontribusi secara signifikan terhadap inovasi produk dan layanan, serta menciptakan nilai tambah yang berkelanjutan.
This chapter discusses the relevant data and the rationale for diversity in the workforce, focusing on the inclusion of Hispanic/Latinx physicians in medicine. By 2044, more than half of the United States (US) population is projected to belong to a minority group with the largest proportion identifying as Hispanic/Latinx. Therefore, it is essential to provide insights into the unique challenges Hispanic/Latinx physicians face as they progress through every level of medical training. Physicians from groups under-represented in medicine (URM) face additional barriers as they advance in their careers. Historically, URM, including women, have been excluded from leadership roles in academic medicine. It is imperative to ensure diversity in the workforce; ethnic concordance guarantees higher compliance and trust between minority patients and physicians. Educating the medical community about inclusion and diversity is critical to ensure fair equality to URM trainees and faculty. It will help close health disparities and create a more equitable health system where similar opportunities are attainable regardless of racial or ethnic background. This chapter will review the rationale for a physician workforce diversity, which is appropriately inclusive of Hispanic/Latinx physicians, current and historical trends in Hispanic/Latinx workforce representation, barriers to diversity and inclusion, and finally evidence-based interventions and solutions to improve representation, inclusion, and belonging of Hispanic/Latinx physicians in the US physician workforce.
This research investigates the impact a remote working setting on soft-ware engineers' (SEs') well-being, as well as explores the potential of Positive Psychol-ogy to manage challenges and enhance their overall well-being.
Software engineers (SEs) face various challenges in their daily routine, among which are to meet deadlines, fix coding problems creatively and on time, deal with non-coding related tasks, be as productive as possible, and deal with clients. All these provoke a high amount of pressure, leading to high rates of stress, anxiety and self-doubt, which consequently reduce their motivation and affect their overall perfor-mance. The recent and abrupt shift to a Work-From-Home (WFH) model, due to COVID-19 restrictions, accentuated these challenges. Meanwhile, it introduced ap-prehension related to the adaptation to the new work setting while managing isolation and sustaining productivity.
Despite the available research on SEs’ well-being on a traditional work setting, there seems to be limited research on the specific challenges as well as promising in-terventions for their overall well-being and resilience while working remotely. This study, aims to address the gap and explore the potential of Positive Psychology In-tervention as a tool that could positively contribute to their productivity, motivation, resilience, personal and professional balance and their overall well-being, while work-ing from home.
The Systematic Literature Review examines the challenges Software Engineers face daily while WFH, in terms of performance, productivity, motivation, and well-being. Following the aforementioned WFH challenges, this study explores the poten-tial applications of Positive Psychology Interventions, as well as organizational prac-tices to enhance their overall well-being and performance.
In an era characterized by urgent global challenges-climate change, inequality, and public health crises-businesses increasingly position themselves as agents of change. However, many of these initiatives fall short of their intended impact. This article explores the reasons behind the illusion of change in corporate efforts to address global issues. It examines the complexities of stakeholder expectations, the limitations of corporate social responsibility (CSR), and the systemic barriers that inhibit genuine progress. Through case studies and analysis, we argue for a reevaluation of business practices and a shift towards more integrated, sustainable solutions.
In recent years, the debate surrounding the role of business in societal change has intensified. This article examines the dichotomy between profit maximization and purpose-driven initiatives within corporate structures. By analyzing the limitations of businesses operating solely for profit, this paper argues that while corporate social responsibility (CSR) initiatives can yield positive outcomes, they often fall short of driving substantive, systemic change. Instead, a more integrated approach that aligns business objectives with broader societal goals is necessary to address pressing global issues.
In recent years, the debate surrounding the role of business in societal change has intensified. This article examines the dichotomy between profit maximization and purpose-driven initiatives within corporate structures. By analyzing the limitations of businesses operating solely for profit, this paper argues that while corporate social responsibility (CSR) initiatives can yield positive outcomes, they often fall short of driving substantive, systemic change. Instead, a more integrated approach that aligns business objectives with broader societal goals is necessary to address pressing global issues.
In the rapidly evolving landscape of digital marketing, the integration of data analytics and Customer Relationship Management (CRM) tools has become pivotal to the success of modern marketing strategies. This paper examines the transformative impact of digital technologies on marketing practices, focusing on how data analytics and CRM systems drive enhanced customer engagement, optimized decision-making, and improved marketing outcomes. By leveraging data analytics, businesses can gain actionable insights into consumer behavior, market trends, and campaign effectiveness, enabling more targeted and personalized marketing efforts. CRM tools further enhance this process by consolidating customer data, facilitating better relationship management, and automating communication processes. The study highlights the role of data analytics in identifying customer preferences, predicting future behaviors, and measuring marketing performance. It explores various analytical techniques, such as predictive modeling, segmentation, and real-time analytics, which empower marketers to craft strategies that are both data-driven and customer-centric. The integration of CRM tools is examined in the context of enhancing customer experiences through streamlined interactions, personalized offers, and improved customer service. Case studies from leading companies demonstrate the practical applications of these technologies, showcasing how businesses can achieve significant growth and competitive advantage through effective digital transformation. The research also addresses challenges associated with implementing data analytics and CRM systems, including data privacy concerns, integration complexities, and the need for skilled personnel. This comprehensive review underscores the critical importance of embracing digital transformation in marketing strategies. It provides recommendations for organizations seeking to harness the full potential of data analytics and CRM tools, emphasizing the need for continuous adaptation and innovation. By leveraging these technologies, businesses can not only enhance their marketing efficiency but also foster deeper, more meaningful connections with their customers, ultimately driving sustained success in a digital-first world.
It is widely believed that a group of cooperating agents engaged in problem solving can solve a task faster than either a
single agent or the same group of agents working in isolation from each other. Nevertheless, little is known about the quantitative
improvements that result from cooperation. A number of experimental results are presented on constraint satisfaction that
both test the predictions of a theory of cooperative problem solving and assess the value of cooperation for this class of
problems. These experiments suggest an alternative methodology to existing techniques for solving constraint satisfaction
problems in computer science and distributed artificial intelligence.
The aim of this paper is to explain the fact that certain properties of binary relations are frequently observed in natural language while others do not appear at all. Three features of binary relation are studied: (1) The ability to use the relation to indicate nameless elements. (2) The accuracy with which the vocabulary spanned by the relation can be used to approximate the actual terms to which a user of the language wishes to refer. (3) The ease with which the relation can be described by means of examples. It is argued that linear orderings are optimal according to the first criteria while asymmetric relations are optimal according to second. From among complete and asymmetric relations (tournaments) those which are transitive are optimal according to the third criterion. Copyright 1996 by The Econometric Society.
There is a long-standing concern in organization theory with the effect of conflict on search. This article uses a computer model of organizational decision making to demonstrate an effect called "search-enhancing conflict": organizational decision-making performance when there are conflicting subgoals may be better than it would be if all subunits evaluated alternatives in terms of a single organizational goal.
Standard statistical practice ignores model uncertainty. Data analysts typically select a model from some class of models and then proceed as if the selected model had generated the data. This approach ignores the uncertainty in model selection, leading to over-confident inferences and decisions that are more risky than one thinks they are. Bayesian model averaging (BMA) provides a coherent mechanism for accounting for this model uncertainty. Several methods for implementing BMA have recently emerged. We discuss these methods and present a number of examples. In these examples, BMA provides improved out-of-sample predictive performance. We also provide a catalogue of currently available BMA software. KEYWORDS: Bayesian model averaging; Bayesian graphical models; Learning; Model uncertainty; Markov chain Monte Carlo Research supported in part by the U.S. National Science Foundation and the U.S. Office of Naval Research (N00014-91-J-1014). The authors are grateful to David Lewis and Ro...
Computational processes in distributed networks without global controls resemble a community of concurrent agents which, in their interactions, strategies, and competition, for resources behave like whole ecologies. This brings to mind the spontaneous appearance of organized behavior in biological and social systems, where agents can engage in cooperative strategies while working on the solution of particular problems. This paper analyzes the performance characteristics of interacting processes engaged in cooperative problem solving. It shows that for a wide class of problems, there is a highly nonlinear and universal increase in performance due to the interactions between agents. In some cases this is further enhanced by sharp phase transitions in the topological structure of the problem. These results are illustrated in the context of three prototypical search examples.