Diversity of Thought

A global business leader with over 25 years of experience across multinationals and startups in the technology sector. Sanjay has lived and worked in Asia, the Americas and now resides in Europe. He is a Harvard Business School alumnus with an MBA and a BE in Electronics.

When we talk about diversity in business, it’s easy to limit the conversation to gender, race or cultural backgrounds. While these aspects are critical, true diversity goes deeper. It’s about how we think—how we process information, make decisions, solve problem and interpret the world. In other words, it’s about inclusivity being at the core of our diversity of thought.

In any organisation, a shared set of values and norms is important for alignment. But within that framework, having a range of perspectives is essential for innovation and sustainable success. Typically, gender, cultural heritage and ethnic background do bring differing worldviews and approaches—but to unlock real value, we must also embrace differences in personality, experience and thinking styles.

The Spectrum of Diversity

To understand this better, I like to frame diversity in two broad categories:

• Inherent Diversity: Traits we are born with, such as gender, ethnicity or sexual orientation.

• Acquired Diversity: Traits gained through experience, such as education, career path or geographic exposure.

Both are crucial. Together, they form the basis of what I call thought diversity—an invaluable strategic asset in today’s interconnected world.

A leadership team that is diverse in thought becomes incredibly difficult for competitors to replicate. It allows for varied viewpoints that challenge conventional thinking, spark innovation, and create richer, more effective decision-making. Particularly in complex, fast-moving industries, this edge can define whether an organisation leads or lags.

Creating Thought Diversity in Action

To fully benefit from diversity of thought, organisations must create and support multiple, coexisting teams with varied thinking patterns. These teams should be treated with equity—respected for their unique contributions and supported by leadership in a visible and consistent manner.

This is where ambidextrous leadership plays a vital role: balancing the need to deliver today’s results while reinventing the business for tomorrow. This reinvention could stem from changing market conditions or the emergence of disruptive technologies. Without diverse thinking at the leadership level, such transformation becomes far more difficult, if not impossible.

Moreover, having a mix of business personalities—idea generators, operational experts, people developers and customer champions—brings out the best in both individuals and the collective. When such diverse minds come together, the result is greater than the sum of its parts.

Leading by Example

Leadership must walk the talk. Embedding diversity into daily behaviours—not just strategies or slogans—sets the tone for the entire organisation. Encouraging calculated risk-taking, fostering innovation and promoting open, honest feedback are critical enablers of a thriving, diverse culture.

Setting tangible milestones and reviewing both individual and team performance regularly helps translate intent into action. When everyone understands how they contribute to the larger purpose, engagement deepens and performance improves.

A Personal Experience

I once joined a business that was struggling—losing customers, losing money and with a disheartened team. From day one, we focused on building a team with diverse thought leadership, clear customer focus and strong clarity around what we do—and just as importantly, what we don’t do.

In four years, we turned things around. Sales tripled, profitability returned, and the business was positioned for future growth. We secured investment in next-generation technologies and built lasting partnerships. All this was only possible because we brought together a leadership team with diverse experiences—across geographies, genders and ways of thinking.

A Life Philosophy

For me, diversity of thought isn’t just a business principle—it’s a way of life. From my school days to the global boardrooms I’ve been fortunate to be part of, it has shaped how I think, lead and live.

In today’s world, I believe three key trends are reshaping the future of work and leadership:

Digital. Data. Diversity.

These forces are transforming how we hire, lead and grow organisations.

In Summary

Diversity of thought, when anchored by a common purpose and guided by strong values, creates organisations that are not only innovative and resilient but also inclusive and humane. It helps us “live and let live” with mutual respect—building a world where we can all thrive, together.