The Power of Inclusion: Seeing Beyond Surface to Real Talent

Most groups, even those who tout diversity, keep hiring people who are most like those already in charge. Sometimes it’s intentional, but usually it’s just habit: people trust what they know and spot familiar skills easily. Yet, this risks missing out on bigger talents hiding in plain sight—abilities like empathy, resilience, or unconventional problem-solving.

Inclusion done right starts with seeing people as individuals, not checkboxes. Genghis Khan, leading a tribe of outcasts, adopted defeated soldiers and even their children, making them kin, not just subjects. He tested for skill, loyalty, and intelligence, not heritage or appearance. In a modern company, leaders who redesign their processes to look for overlooked gifts—like asking diverse review panels to refine interview questions—end up hiring for cultural contribution, not just fit.

It’s easier said than done. Typical diversity efforts stall by building separate-called-out programs for 'the other,' which can inadvertently reinforce exclusion. Inclusion only transforms when everyone is hired by the same high standards, and all unique strengths are actively sought and rewarded. The science says a team’s creativity and resilience multiplies with true difference, but only if leaders deliberately, consistently work to see beyond surface.

It’s time to stop seeing only the obvious strengths around you. Take a hard look at your team or group and notice which types of talent—like empathy, resourcefulness, or out-of-the-box thinking—are going unrecognized. Involve people from outside your norm in designing interview questions or choosing new members; ask them what you might be missing. Set up systems that reward all kinds of contributions equally, not just the traditional ones, and keep listening for the value you can’t see at first. Try this with your next hire or group project—the fresh perspectives you gain might surprise you.