In business, there are various tools for assessing factors and effectively making decisions based on them. SOAR framework is one such approach that allows describing significant internal and external factors. Specifically, SOAR analysis includes strengths, opportunities, aspirations, and results. This framework can be used to assess individual factors that could positively influence organizational culture. In particular, using SOAR analysis, one can effectively consider the diverse aspects that an individual has. Considering the totality of the described characteristics, it is also possible to identify aspects that need to be developed and opportunities for the development of diversity and inclusion awareness.
SOAR Diversity Analysis
To assess the individual aspects of diversity using SOAR analysis, it is necessary to answer the set of questions in four domains. Each of the questions in the strengths domain is aimed at identifying any aspect of diversity that constitutes a person’s identity. Points in the opportunities section help in describing opportunities for expanding diversity and inclusion awareness. Questions in the aspirations domain are aimed at describing a person’s individual goals in relation to diversity aspects. Results identify possible changes associated with diversity and inclusion and ways to implement them. Strengths and aspirations refer to internal factors, while opportunities and results refer to external factors.
Strengths
What I value most about myself are the cognitive diversity aspects that allow me to be flexible and quickly adapt to the environment. Diversity is a strength because it helps to approach matters and solve problems from different angles. Moreover, the presence of unique traits in different people suggests collaboration and exchange of opinions, which is a driver for creativity and productivity. Inclusion, in this case, is also a necessity, as it allows you to integrate the strengths of different people in the process of collaboration, closing the existing gaps. The diverse aspects of my identity can contribute to building a positive organizational culture through my ability to identify the wide range of elements needed to address a given problem.
Opportunities
I can further engage or explore aspects of my personal diversity by expanding my knowledge and awareness about myself and my abilities. First, I can do this by participating in new experiences to find new strengths in my personality. Second, I can expand my social circle by developing communication and empathy skills. Thirdly, I can communicate more actively with people with similar interests to deepen my existing knowledge. In relation to my family background or heritage, I can learn more about what my more distant relatives are currently doing to find useful connections or growth opportunities. The diversity challenge which I can turn into an opportunity is low engagement with older groups of people. I can leverage this opportunity in the workplace to gain valuable experience and unique knowledge.
Aspirations
The main aspect of cultural identity that I would like to expand is greater contact with representatives of different cultures. I rarely communicate or collaborate with representatives of unique cultural groups that need special attention. I do not think there are certain prejudices in relation to my cultural group since I’m from the majority. However, it is likely that members of minority groups have stereotypes about members of the majority that they have acquired from a cultural background or personal experience. These aspects are manifested within the organization through the limited communication of representatives of cultural minorities with larger groups. Thus, within the framework of organizational culture, it is necessary to ensure more frequent collaboration of representatives of various groups.
Results
A better understanding of diversity and inclusion will allow me to develop communication skills, especially culturally sensitive ones. I think that this aspect can improve such individual factors as empathy, cross-cultural collaboration, and conflict-solving abilities. The workplace environment will benefit greatly from an increased understanding of diversity aspects. Most importantly, within work tasks, it will be possible to communicate more effectively to improve work processes. Additionally, the working environment can become more comfortable for all its members, regardless of their identity aspects. The main resource needed to achieve these results is the time and finances to organize training on inclusiveness.
Final SOAR Matrix
Based on the analysis conducted, it is possible to compile the final SOAR matrix. Items identified through answers to relevant questions allow for the description of internal and external factors. From the analysis, it can be concluded that the main opportunity for the development of diversity awareness is the expansion of communication with representatives of other cultures. In particular, it is necessary to engage in greater contact with representatives of various demographic groups. A better understanding of the different diversity aspects that constitute different people’s identities will help in achieving better inclusion in the workplace. As a result of better diversity awareness, better productivity can be achieved, as well as a more comfortable working environment for all employees of the organization.
Reference
De Anca, C., & Aragón, S. (2018). The 3 types of diversity that shape our identities. Harvard Business Review.