Gerry is an Electrical Engineer in your Australian Division. While he is very young, he is considered one of the leading experts in the field. Your company was fortunate to recruit him 2 years ago, immediately after completing his PhD. Living and working in Australia was a major factor in his decision to join the company.
Then there’s Ravi, a Biotechnologist in India. After a 30 year, highly successful career in research, he has retired from his full time profession and works part time as an independent consultant. He enjoys the opportunity to use his expertise and to keep in touch with what’s happening in the industry.
Eliza works in your U.S. headquarters in New York in the marketing department. With degrees in both marketing and psychology, and contacts in different countries, she is an expert at interpreting customer needs and motivations, which is essential to ensure the solution will be profitable. Eliza has worked for several companies before joining yours last year, so she has solid experience.
And finally, you need someone that is an expert in a specialized field of genetics. You check around, and find that the best person for this is Yvonne in Germany. She is a former University professor, also semi-retired and working as a consultant. She seems very keen to join your team.
So you need to consider diversity from several perspectives – each which brings its own advantage as well as challenge:
Professional diversity – each of these people are experts in their own fields. And each of these fields have their own language and way of doing things. They have worked for different types of organizations (Private enterprise, Government and Academia), each which have different objectives and different organizational cultures. People are at different positions in their careers (entry, mid-point and late/semi-retired). Each of these differences can affect individual expectations.