The two most important forms of diversity when it comes to innovation are visible diversity (typically skin color, age, gender, etc.) and underrepresentation (anytime someone is less than 15% of the majority group). Other forms of diversity are also relevant but these are the ones that psychologically play the most role in how someone engages with the innovative process.

Culturally intelligent innovation begins with changing our impulse from Why can't you see it like I do? to Help me see what I might be missing!

Smaller companies are often more homogenous. Don't simply increase your diversity because of the social pressure to do so. Instead, realize that hiring a more diverse team will give you a whole new repertoires of innovative ideas. And then develop a strategy for effectively using the diversity of your team.

Minimization is what happens when we take the "world is flat" idea too far...and act as if people everywhere are the same (and thereby minimizing the differences).

When you start paying attention to diversity, you notice it (and notice its absence!). And based on the culture of your upbringing and the culture of your organization, you may or may not be primed to think consciously about innovation.

Generating diverse ideas requires being clear about the kind of input needed and creating multiple ways for diverse team members to share their ideas (e.g. use more than just a brainstorming session).

Given the increasing diversity among customers and employees, organizations that attend to cultural intelligence are more successful.