Diversity and Complementarity

Diversity and inclusion can help to grow a partnering endeavour’s resilience, build a form of collective intelligence, and enhance its likelihood of both broad acceptance and achieving fair outcomes for all.

While an increasing level of diversity can translate into wider range of available resources and capabilities, it also implies contrasting mindsets and interests, conflicting value structures, and diverging expectations and approaches to value creation.

Effective partnerships therefore understand how diversity can add value without detracting from the partnership’s clarity of purpose, wellbeing, and long-term viability.

GUIDING QUESTIONS

  • What measures can be used to place a proper value on different types of contribution?
  • How can diversity and inclusion be managed in ways that will truly benefit the project’s capacity to innovate and find locally-appropriate and sustainable solutions ?
  • What skills, resources, assets, networks and authority / credibility does each partner bring to the table?
  • Are we able (open enough) to invite new partners at the table along the way to fill anticipated gaps?

RECOMMENDED PRACTICES

PERFORMANCE INDICATORS

  • Partners can agree to live with different perspectives and strive for alignment without letting diversity become divergence
  • The alignment of roles of each partner
  • The openness to external input
  • Resource map conducted (including skills, assets, networks etc.)