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.

Trust is consistently seen as a make or break component of innovation - particularly because the freedom to fail is an important part of innovation.

The very ability to empathize with a user requires that I have an understanding of that user's value and needs. This is what leads to many product fails. The individuals developing the innovation don't actually use it.

When you jump on a city bus or roam the streets off the major thoroughfares you'll quickly learn that we have as many differences as similarities. And therein lie the greatest opportunities for innovation - our different ways of viewing the world and coming up with solutions!

Most people probably become more jaded the longer they work in the world of work.

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!

Clashing expectations are what most consistently derail any team, and especially a culturally diverse team. So if you take the time to "define" the goal carefully upfront, you've addressed one of the most difficult and important parts of the innovative process.