Discover how the notion of difference shapes our understanding of diversity in today’s society
- Difference is the gap between various aspects of our lives, such as gender or culture.
- We measure and encourage diversity, but training to deepen this knowledge is still lacking.
In short, recognizing and analyzing differences enriches our society and fosters inclusion.
Etymology
The word difference comes from the Latin differentia, derived from differre (“to distinguish, to be distinct”). It refers to the gap, the dissimilarity between two elements.
Definition
Difference is the gap between two elements.
By “element,” we mean: gender, ethnicity, culture, education, experience, beliefs, personal history, age, or place of residence (city or countryside).
All these differences define our diversity, our diversities.
Evolution of diversity studies
Over the past decades, diversities have been documented and analyzed to support societal transformations. As a marker of our evolution, here are the themes studied by Statistics Canada:
- Religion and beliefs: questioning Catholicism in the 1960s, with studies continuing until 1990.
- Culture and ethnicity: censuses since 1871, with stronger focus since 1990 on visible minorities and immigration.
- Gender and sexuality: studies have become much more present since 2017.
- Intersectionality or global diversity (gender, culture, age, etc.) since 2022.
- Age and experience: cross-variables in surveys (e.g., generational differences in religiosity or employment).
Contemporary examples
In recent years, sharp divides have emerged, notably between urban and rural populations in major democracies. These differences appear prominently in societal choices and elections. Yet, after shining a spotlight on these divides, little seems to be done to bridge them.
Gender diversity is one of the societal transformations that has accelerated in the last decade. Humanity is only beginning to have a calm debate about religion after centuries of conflict. Awareness of difference and acceptance of diversity is the first step. The ability to unify these differences so that their sum enriches the whole is the key to success.
The richness of diversity
Diversity brings richness. It sparks the best ideas. By crossing differences, new perspectives emerge, offering broader visions from different angles. Literature is full of examples illustrating this fertility.
One of the forms of diversity I have drawn strength from for years is generational cross-pollination. That’s why I love working with students: they come from university with fresh ideas, the latest techniques, and new approaches. And each time, they help us put into perspective what we believe to be established.
Another professional example that revealed to me the power of diversity remains my adventure at Bombardier. To bring to life the extraordinary aircraft known as the CSeries, talents from all over the world were brought together. Each contributed their experience, culture, and unique vision. In Montréal, a cosmopolitan city, this human mosaic transformed into a united team. Cultural integration was not a detail but a key: it turned differences into cohesion, and cohesion into success. Diversity, beyond richness, is a creative energy that gives wings to our dreams.
Training managers in diversity
When we talk about diversity, managers sometimes receive training, but rarely systematically. Generally, training focuses on perception biases and intervention methods.
Diversity is measured, and efforts are concentrated on measurement and acceptance. This foundation could be stronger by working on the valorization of difference.
Questions to ask:
- Which diversity is missing in a group?
- Which perspectives are we lacking?
- How do we build diverse teams where each person benefits from the other’s difference, through their approach, sensitivity, history, experiences?
What is often missing is the constructive, positive aspect: how to make the group benefit from diversity, how to learn to speak, to exchange, to understand these differences.
An enlightening book
One excellent book gave me a deeper understanding of cultural differences: The Culture Map by Erin Meyer.
A cultural anecdote: a Brazilian colleague, with a life and background opposite to mine, introduced me to this book one evening in Europe, while I was living in Canada.
It is a book that every manager with multiple nationalities in their team should read and reread, and a book that anyone doing business or traveling the world should have read.
Why? Because it explores each culture. It explains differences, nuances depending on situations.
An example? Irony and the “second degree.” In France, one can say a sentence to mean its exact opposite, the nuance, intonation, and context matter. In North America, 95% of people will hear the sentence and interpret it literally, missing the second meaning.
This book is a true goldmine in its approach. It is not militant, it is without judgment, and above all, it is enlightening. For me, it has the power to show bridges between cultures, helping both sides to understand each other, avoid misunderstandings, and build together, benefiting from the richness of diversity.
Conclusion
The dream would be to multiply books and tools that help managers understand differences, so that the combination of diversities remains a source of creativity and constructive debate. Books with simple advice, easy to apply and explain, to achieve this goal.
Thus, no one would be left behind, and diversity in organizations would be the key to success.
And you, what book has helped you better discover others?
🛠️ Three simple actions to value diversity in a group
Organize exchanges about each person’s background and experiences
This fosters mutual understanding and highlights the hidden richness of the group.
Set up mixed pairs or working groups
Build teams by mixing profiles (age, culture, experience, etc.) to encourage complementary viewpoints.
Value differences in decision-making
When a choice must be made, explicitly seek the opinions of people with different perspectives to enrich reflection and avoid group bias.
👉 These three simple actions strengthen your leadership posture and unlock your potential.
Coaching or Mentoring: Your Choice, Your Growth
I’m Franck Dervault, drawing on years of professional experience and now advancing toward certification as a coach. I offer two distinct paths:
- Coaching to help you unlock your own potential through reflection, presence, and guided discovery.
- Mentoring to share lessons, strategies, and insights from my career so you can navigate challenges with confidence.
Whichever path you choose, my goal is the same: to help you realize that you are wiser than you think, with immense potential waiting to be unlocked.
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