Change: The dreadful nature of 'Culture Fit' and how we fix it

Ian Clarke

Article author

Reading time: 6 min

Last updated: November 20th, 2023

Change: The dreadful nature of 'Culture Fit' and how we fix it

Today, most People and Process models across industries align to ‘Culture Fit’. Why?

What is Culture Fit?

Universally practiced amongst big businesses, Culture Fit involves the screening of potential candidates to determine if they are likely to change or assimilate into an organisations existing workplace culture.

The Problem

While claimed to be based on the alignment of values, beliefs, and behaviors between the employee and employer, but due to affinity biases that afflict all individual hiring managers and HR teams, this approach has broadly evolved into nepotism - the desire to hire those who look and act just like us.

The resulting homogenisation is fraught with people risk through rampant oppression and discrimination that leaves firms unable to change and builds towards an infinite liability from bullying, misconduct, fraud, corruption and other unchecked criminal activity that has long overwhelmed the worlds regulators and justice systems.

To secure employment, firms expect workers must either assimilate to this toxic mantra or leave quietly. In the aging, heteronormative white male patriarchal societies that dominate western nations and capitalist economies, Culture Fit is a cover label for corporate-sanctioned racism, ageism, homophobia, sexism and genocide, exponentially dissociating ruling classes from ever changing population demographics.

All problems have consequences

But real life isn't about all that. Fundamentally anti-Human, this approach portrays all those within a firm as good and all those outside as bad. Yet this practice entirely opposes the proven science that all Humans are equal and no trait is good or bad (Human Genome Project, 2001). The results are mutually self-destructive to firm, individual and teams, for example:

  • Inhibits firms ability to change, grow and succeed

  • Fuels the oppression of Human differences

  • Stifles collaboration and curiosity

  • Impairs effective corporate governance / risk management

  • Stigmatises the differentiating uniqueness that drives all commercial competitive value

  • Creates huge unaccounted for future financial liabilities to victims of hatred and oppression that has now zeroed the potential of our largest publicly owned firms globally – great job

The solution

Always go where your skills are rare or where you can learn rare skills.

For a vivid example of the problem, consider for a moment a hypothetical restaurant serving Mexican food that due to management policy only employs Chinese chefs and servers.

Under Culture Fit it will continue to hire more and more Chinese staff. This reduces the authenticity of their product to customers who may choose to take their business elsewhere. Plus it fuels the perception of inequity, exclusion and discrimination that gives rise to legal reputational and people risks.

Complimentary Fit is where we look to match candidates and firms according to unmet deficits in their needs. So in this example, our restaurant would actively seek out new Mexican staff to enrich the authenticity of their proposition and make the establishment more welcoming to a multicultural customer set. Furthermore, it encourages firms to embrace uniqueness ever further such as by hiring staff from other cultures, age groups and genders. The different perspectives, experiences and cultural richness this openness drives helps build fusion restaurants and power brands that evolve new heights of value by blending Human diversity in ways never considered before - real innovation.

Firms adopting Complimentary Fit dynamically mitigate perspective gaps and skills shortages with actively managed uniqueness that goes beyond the arbitrary diversity of their home nation, or lack thereof. From here flows new ideas, adequate challenge, competitive advantage and assured success.

Reality is always better than a nightmare.

The book that changes everything

Unlocking this and more secrets to sweet success is just one of 130 meaningful discoveries, life hacks, cracked conspiracies and other unique information gifted to curious minds by our new non-fiction book ‘The Sciences of Change’ – out now in print and ebook across 170 countries.

The product of 5,000 hours primary and secondary research plus 1,500 hours writing by our Founder of Light, Ian Clarke, it explains to a legal and scientific standard the nature, causes and solutions to the hatred, division, inequity and oppression that plagues all our lives and our entire world today. It’s potential to create meaningful change and save life is immense. But only if you read it.

This book is for the Change Makers.

For more information or to grab your copy, be curious and visit our website.

Conclusive Answers: How to stop the war in days
Conclusive Answers: How to stop the war in days

All those rallies didn't work. So in this 11th hour - the darkest in Palestine's history - why not try something different? As in deeds... not words. Before there is nothing left of Palestine to fight for. By publishing our change plan and strategy guide, we've not only gifted the keys to a truly Free Palestine but we've also now meticulously explained how it works, for anyone who truly wants it.

Conclusive Answers: Do we live in a simulation?
Conclusive Answers: Do we live in a simulation?

Do we live in a simulation? Did god create us in seven days? Or was it all just a 'Big Bang'? With these ludicrous questions festering for eons thus preventing change by propagating ignorance and complacency, we call 'Dei Time' by bringing you conclusive answers backed by full proof and scientific evidence. A ‘no’ or a ‘yes’ from a wise human is infinitely better than infinite untestable ‘maybes’ from a bunch of science fakers.

Press: International Business Times spotlights 'the birth of a new industry'
Press: International Business Times spotlights 'the birth of a new industry'

IBT featured Deilight Consulting as marking the rare innovation of a new sector on the world stage. In this interview, our founder Ian Clarke explains the firms story so far, business model and workings. Plus why he believes Change Engines hold the key to maximising our species collective potential through meaningful change. Enter the Change Engine.