The need for a diverse and inclusive workplace has become a research-based fact. A workforce that have a generally the same background and experiences isn’t going to be as competitive as organizations that bring true thought diversity.

But is there such a thing as too diverse? Well not really, no. That doesn’t mean, however, that we should just hire folks just because they bring the desired element of diversity to the workplace. There is one characteristic that we should never diversifyin the workplace – respect.

Any group, team, or company can work around any potential misunderstanding or miscommunication that will naturally occur when people from different backgrounds come together to accomplish a task, if there is a mutual foundation of respect. This mandatory shared value of respect is so critical that those individuals who show frequent patterns of disrespect should be let go immediately.

The negative impact that a lack of respect has on an organization cannot be countered with any other measure.

Respect, however, does not preclude feedback. In a recent podcast, Kate Bischoff spoke to this idea that feedback is a healthy part of any organization. She commented that part of maintaining a culture of respect is that idea that feedback can (and should) be provided when individuals disagree. Furthermore, organizations must absolutely ensure that they have implemented multiple methods of feedback. Everyone has their own preferred median for providing feedback to the organization. To find out more and listen to the full episode, visit Forging Employee Experience. To keep in contact with Kate, visit her at LinkedIn or on Twitter (@k8bischHRLaw).

Organizations must commit to hiring and retaining employees how are devoted to promulgating respect without diminishing a willingness to provide feedback. Without feedback companies and teams will not be able to find the growth and traction necessary to see continued success.

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