Cognitive diversity, defined
It’s been called the “secret ingredient to collective intelligence” and the “building block of innovation”. Cognitive diversity is crucial to driving progress and finding creative solutions. Cognitively diverse teams leverage individual strengths and positive conflict to generate and implement innovative ideas.
But what exactly is cognitive diversity? This article will introduce how the term has been used inconsistently in research and media, propose a unified definition, discuss the value of cognitive diversity, and explore how it fits in broader equity, diversity, and inclusion initiatives.
Diversity of definitions
In 2015, Drs. Abby L. Mello and Joan R. Rentsch described substantial variation in definitions and applications of cognitive diversity across fields of research. In 2021, I analyzed over 60 definitions of cognitive diversity in scientific papers and recent web articles. My conclusion is in agreement with theirs: there is currently no consistently-used definition of cognitive diversity.
This word cloud shows the frequency of concepts in the analyzed definitions (ordered word list available in the image alt text), with larger font representing higher frequency. Variation in thinking styles, information processing, perspective, and problem solving were the most common concepts.
Towards a unified approach
Research and practice on cognitive diversity would benefit from a shared definition and conceptual understanding to maximize efficiency and collaboration potential. With all the variation in definitions, where do we start?
Since cognitive diversity is, at its simplest, diversity in cognition, definitions of cognition are an ideal place to start. Combining the definitions from the Oxford Dictionary, Collins Dictionary, and the American Psychological Association Dictionary of Psychology, two main aspects of cognition stand out:
Acquiring knowledge through perception (taking in information).
Processes using that knowledge, including thinking, building understanding, judging, reasoning, imagining, remembering, and problem solving.
Bridging the definitions of cognition with the range of uses of the term “cognitive diversity” in research and media, I recommend the following as unified definitions of cognitive diversity and cognitive style:
Cognitive diversity is the variation in how individuals perceive and process information. A cognitively diverse group includes individuals with a variety of cognitive styles.
Cognitive style refers to an individual’s ways of perceiving and processing information. Cognitive styles impact how we learn, remember, focus, solve problems, make decisions, and interact with others. Each individual’s cognitive style is multidimensional. For example, an individual can have inclinations towards visualization, analytical thinking, and introversion all at the same time.
Contributions to cognitive style
An individual’s cognitive style is associated with characteristics that they are born with as well as their experiences, culture, and learning over time. These characteristics are highly interconnected, and include:
Neurotypicality or neurodivergence, including having one or more neurotypes (e.g. dyslexic, Autistic, ADHD, neurotypical).
Approach patterns. Our brains have tendencies to take certain approaches in our ideas and interpretations, such as visualizing or verbalizing to organize thoughts, or being drawn to details or the big-picture.
Personality. The Big Five personality traits (agreeableness, openness, extraversion, conscientiousness, and neuroticism) are associated with cognitive processing. For example, personality is related to how we interpret situations.
Mental health, psychological, psychiatric and/or neurological conditions. For instance, differences between individuals with and without post-traumatic stress have been found in attention processes and risk evaluation.
Values, beliefs, and attitudes. Think about, for example, how someone’s attitudes towards science would influence how scientific research is considered (or not considered) when they’re making a decision.
Knowledge and skills acquired through school, family, community, work, cultural and spiritual practice, hobbies, and any other personal experiences.
Imagine a situation where a musician and an engineer are working together to build a musical instrument. How might their knowledge and skills impact how they approach the task and the ideas they each bring? How are both perspectives valuable in creating an instrument that works, sounds good, and is feasible to play?
Value of cognitive diversity
Cognitive diversity reduces bias and enhances problem solving, creativity, and innovation. A cognitively diverse team brings in different perspectives, ideas, and approaches that can lead to better solutions.
Leveraging individual strengths
Individuals’ awareness of cognitive diversity within their team allows them to approach problems deliberately and strategically engage team members in their areas of strength. Cognitively diverse teams solve problems faster and are more likely to demonstrate motivation and excellence throughout all aspects of a project, as team members will have different preferences and strengths across tasks. For example, one team member may excel at idea generation, while another thrives in combining ideas and choosing a solution.
Inclusive solutions
Cognitively diverse teams produce more creative solutions. They design products that receive higher ratings of user satisfaction, perceived value, and effectiveness. Including individuals with different perspectives and identities in the development process is key to building solutions that are accessible and valuable for a diverse population. The experiences and ways of thinking present in cognitively diverse teams reflect a wider range of potential reviewers, stakeholders, and users compared to homogenous teams.
Positive conflict
Debate and disagreement play a key role in the advantage of cognitively diverse teams. Cognitive diversity is associated with task-related conflict, and this conflict is related to innovation and better decision-making. Working through disagreement increases the amount and scope of information considered in decisions and projects, encourages critical thinking, and stimulates challenges and justification.
The importance of conflict in realizing the advantage of cognitive diversity means that just putting a cognitively diverse group in a room with a problem to solve might not provide the best possible outcome. The value of cognitive diversity shines especially bright in environments with openness, encouraged perspective taking, and transformational leadership.
Cognitive diversity in equity, diversity, and inclusion initiatives
Initiatives designed to increase and leverage cognitive diversity must be implemented in complement to initiatives focused on demographic diversity. Systemic inequities caused by racism, sexism, ableism, heteronormativity, cisnormativity, religious intolerance, and more run rampant in our schools and workplaces. Fully inclusive spaces can only be created if all intersectional identities as well as cognitive styles are respected and accepted, and equitable treatment is experienced by all. Adding cognitive diversity to the discussion opens up opportunities to facilitate inclusion for all.
Build trust
Offering space for individuals to share their strengths and needs related to how they think, learn, and communicate - and demonstrating a safe space during these conversations - can add to a foundation of psychological safety. This can build trust in sharing other aspects of individual identity and needs, asking for help, raising issues, and initiating new ideas.
Reduce bias
Getting to know people on an individual level reduces bias caused by stereotypes. Openness about the ways individuals approach tasks, problems, and interactions can help build these personalized connections among your team.
Enhance recruitment
Cognitively-inclusive and demographically-inclusive recruitment and promotion procedures facilitate excellence at all levels of your organization. Intentionally recruiting individuals with a variety of identities and cognitive styles, and providing an inclusive environment once they arrive, can boost your team’s collective talent.
Get ideas from everyone
Strategies for cognitively-inclusive meetings and activities can help reduce groupthink and microaggressions. Examples include:
Beginning a discussion with structured turn-taking where each individual has time to contribute if they would like. This ensures opportunity for contribution from individuals who may struggle to jump into unstructured group discussions, and also helps reduce interruptions, misattribution of ideas, and dismissal of ideas.
Creative brainstorming activities that permit anonymous idea sharing. This gives space for contributions from individuals who prefer not to single themselves out in front of a group, and also reduces fear of consequences when sharing ideas that deviate from what has been done before or what leaders/peers are saying.
Integrating multiple forms of communication such as writing, speaking, and drawing. Individuals differ in abilities and ways of understanding, learning, and communicating in each modality. Exploring ideas in multiple formats can also provide insights into new approaches and solutions.
Let’s create spaces where all brains can thrive
Ready to build and leverage the cognitive diversity in your team? Get in touch to discover how we can work together. Stay tuned to my blog for more research and resources on cognitive diversity and the neuroscience of inclusion.
