Cognitive Diversity Scorecard Report Findings

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This section shows the distribution of the group’s responses for the 8 cognitive diversity factors. 

Each circle represents one group member response. 

Higher diversity for each factor is achieved where:

· A greater range of responses is present

· More points are covered

· Responses are spread more evenly

Seek to sustain strengths where your group is the most diverse.

For factors that are the least diverse consider including new participants or supporting current members to fill-in the gaps.

The Cognitive Diversity Scorecard is a group-based evaluation.  The cognitive diversity potential group score is calculated using the  Diversity Difference Engine algorithm to generate score for each of the 8  factors. These are added to produce the overall group score.   

A higher score indicates a higher potential for the group’s overall  cognitive diversity. Whereas a lower score is consistent with more  limited potential.

The cognitive diversity potential group score can be influenced by factors such as the size of the group and the practices and structures the group members work within. 

Therefore, benchmarking against groups with similar characteristics provides insight into the group’s potential for diverse thinking relative to other groups. 

A difference is considered significant only if there is a variance of five points or more.

Individual contribution to the group's potential - members with more thought-related differences to their group can have higher potential to add to the cognitive diversity of the group. 

Other group members may think more similarly to their group - they have less chance of increasing the group’s cognitive diversity. Although these members may bring specific expertise, skills, or experiences that adds substantial value in other ways.

Each individual’s impact varies depending on group context.

The responses from the individuals within the group can be compared to each other instead of the group as a whole. 

This provides information on group members who might see things differently to each other. Therefore findings create an opportunity for individuals within the group to challenge each other’s thinking to improve their performance when facing more complex decisions.

To understand the group’s current cognitive diversity culture and its impact on decision-making, three interacting factors are measured: 

• Inclusion in decision-making
• Psychological safety
• Independent thinking and expression

Group members are asked for their level of agreement to statements with Likert Scale response options between “Strongly agree” and “Strongly disagree.” 

The net Promoter Score (NPS) method converts responses into scores from +100 to -100.

The cognitive diversity culture group score can be influenced by factors such as the size of the group and the practices and structures the group members work within. 

Therefore, benchmarking against groups with similar characteristics provides insight into the group’s ability to realise their potential for diverse thinking relative to other groups. 

A difference is considered significant only if there is a variance of 10 points or more.

Each group can review the statements that were the most supported to make sure that the practices that support your strengths are sustained and enhanced. 

Whereas statements that reveal opportunities for improvement should be discussed to see how practices can be changed to improve these.