- by ChatGPT and Jane Halford

Since the beginning of the year, I have had countless discussions with board members and CEOs about what to do about the polarization (or weaponization) of the word diversity and term DEI (and all of the other versions). The overwhelming sentiment is that there is high commitment to broaden perspectives at decision making tables. There is also acknowledgment that efforts to attract and engage a broader group of people has demonstrated the positive benefits over the past few years.

It is sad, disturbing, and infuriating that the world has taken an abrupt twist towards reducing human rights and actively discriminating against people that are different from those working to influence society. That's not what I stand for, and I anticipate that most people are not proud of this decline in humanity. 

For some leaders the world is in fact unsafe to stand up for what they believe in. That is important to watch for in our network colleagues around the world. Whether publicly or privately, we need to support each other now more than ever. 

Let's stop the swirl of polarization for a moment and look at the core concept of diversity —whether in genetics, teams, or leadership—exists to prevent stagnation, inbreeding, and decline. Nature figured this out long before we did. 

Diversity in Nature: A Lesson in Survival

In the biological world, diversity is essential for survival. When a population becomes too homogeneous, it weakens, becoming more susceptible to disease, environmental changes, and genetic defects. Inbreeding—both literal and figurative—leads to deterioration rather than evolution.

The same applies to leadership and governance. Organizations that draw from the same pool of thinkers, perspectives, and backgrounds risk intellectual inbreeding. Without new ideas and fresh perspectives, they become rigid, resistant to change, and ultimately, vulnerable.

Leadership and the Danger of Inbreeding

Many organizations unconsciously elevate leaders who “fit the mold.” They promote individuals who think, act, and make decisions in ways that have historically been successful. While consistency can be beneficial, it can also lead to stagnation. When leadership lacks diversity, organizations:

• Struggle to innovate because new perspectives aren’t welcomed.
• Become echo chambers, reinforcing the same ideas without questioning them.
• Miss risks and opportunities because blind spots remain unchecked.

Boards, executive teams, and family businesses are especially prone to this. Family-run businesses, for example, often assume leadership must remain within the family, sometimes at the cost of competency. This can create an inbred leadership structure that prioritizes lineage over capability.

Diversity as an Evolutionary Advantage

Diversity isn’t about checking boxes—it’s about strengthening the organization’s ability to adapt, evolve, and thrive. Bringing a range of informed, relevant perspectives challenges assumptions, fosters creativity, and leads to more robust decision-making.

Consider organizations that encourage broad thinking:

• Organizations that welcome leadership from outside their industry tend to be more innovative.
• Boards that include people from varied professional backgrounds make better governance decisions.
• Family businesses that embrace both internal and external talent create sustainable growth and value creation.

Breaking the Cycle

If leadership inbreeding is holding your organization back, here’s how to course-correct:

1. Expand Your Talent Pool – Look beyond the usual candidates. Prioritize experiences and viewpoints different than the existing board or team.
2. Encourage Constructive Conflict – Healthy debate leads to better decisions. Create space for new perspectives and the safety of all to share ideas, respectfully learn, explore best-fit options, and then come together in a clear decision.
3. Build Informed Leadership Pipelines – Invest in developing leaders who bring fresh thinking to the table. Encourage them to read, learn from, and listen to a range of points of views - including those that are different from their experiences and are, perhaps, uncomfortable to consider. Informed decisions require consideration of ideas that we are familiar with and opposite ideas.
4. Measure What Matters – It's not about counting numbers, it's about great decision-making and innovation. Be creative in how you measure impact.

A Future Built on All of Us (not just some of us)

Nature thrives on diversity and so do high-performing organizations. The best leaders, teams, and boards recognize that diversity is not just a “nice to have” but a necessity for resilience, growth, and longevity.