Translated from 日本語 • View original Colorkrew aims to be a business that goes beyond Japan, so the team is based on diversity.
I would like to write about how we are trying to build a strong team with a wide range of attributes such as gender, age, nationality, and educational background.
About Labeling
Do you know the term "labeling"? In my opinion, it is the most harmful thing that hinders the creation of a diverse and strong team.
Labeling is the act of fixing an evaluation of a person, saying, "This person is ~". You can also say that it is a stereotype.
The world is full of labeling related to attributes
For example:
- "Japanese" do not express their opinions
- "Westerners" do not work for the same company for a long time
- "Women" save their jobs when they get married
- People with high "educational background" can also work.
- When you get older, you become an escape mindset and lose the desire to grow.
And so on.
The world loves labeling. The reason is that I feel like I understood it easily when I did it.
However, if you use this kind of labeling, your eyes will be clouded, and you will not be able to make an essential and fair evaluation.
Are all labeling wrong?
So, if all the understanding by labeling is wrong, it is actually not. I think the above examples are definitely "trends".
This is a story from when I was working in Europe. From the perspective of Europeans, Japanese people did not express their opinions and were labeled as quiet.
But I myself express my opinions, and I am not quiet.
Rather, I tried to change the labeling of "Japanese" and tried to do the opposite as much as I could. There were times when I was too aggressive. Whether at work or in my private life, I thought that Japanese people were quiet, but I was biting everywhere.
I am sorry to my colleagues and business partners at the time. Please forgive me for being the height of youth. Laughter
But if I think about it calmly, I have to admit that Japanese people in general tend to be quiet and not express their opinions. However, I didn't want to be labeled because I was different.
What I want to say is that it is not undeniable that there is a "tendency" towards attributes. However, not all of them are like that. That's why you shouldn't "label".
When looking at any person, it is important not to label them first, but to look at the person themselves and judge them.
Everyone has their own stereotypes and tends to label them, but in such cases, there is a tendency to say "〇〇 is △△" rather than "〇〇 is △△"" with ". You will not have to determine everyone for that attribute.
Understand the situation and treat them as equals. And cover each other.
Let's get back to work.
Let's say we embrace diversity and become a culture that doesn't label. So, should everyone be treated the same?
Can we expect everyone to work in the same way?
Unfortunately, it won't be that simple. All members have different diversity and different environments.
For example, if you have a small child, you may have to take a break or leave early due to your child's physical condition. If you are coming from a country other than Japan, you may sometimes have to take a longer vacation than Japanese people to return to your own country.
These are just examples, but if there are 100 people, there are 100 different backgrounds and individual circumstances.
The important thing here is to first create an environment where everyone is given equal opportunities. On top of that, each unexpected situation is considered flexibly.
For example, single people are less likely to take a break due to unexpected circumstances than those with children.
If someone on the team runs out of resources due to unexpected circumstances, someone with time or physical strength can cover it.
Isn't it unfair?
When I write about this, you may think that it is unfair that single young people have physical strength and are in a position where they have to cover it all the time.
**That's right! **
But we will not be young forever. You may have children, and you may be busy caring for your parents. It is possible that you will get sick.
If you look at a long period of time, you may be covered, and you may be covered by the people around you. That's how the team complements each other.
The Significance of Working on the Same Team for a Certain Period of Time
If you think about covering not only diversity in the first place, but also diversity due to life events throughout the team, it becomes meaningful to be in the same company for a certain period of time.
Of course, we are not in an era where you are in the same company from becoming a member of society until you retire, and I do not recommend that. However, it is also true that people who frequently job hop do not play an important role in the team.
**Good times and bad times. Understand diversity and be helped. **
After such a period, you become an important part of the team and are firmly recognized for your value.
It was a story about how to strengthen the team while embracing diverse human resources.
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