Your MSP company will likely benefit from strategic diversity. However, diversity itself isn’t positive, just as change isn’t positive. Nuclear war is a change; it’s not necessarily good. Hiring a homeless person incorporates diversity, but not necessarily the good kind.
No, you must be strategic in your diversity. It’s good to get different ethnicities, lifestyle choices, and genders in the mix, but hire first for skill. Diversity shouldn’t be preeminent. What you save in taxes toward a “quota”, you lose in effectiveness of business operations over time.
The PR optics are good, but if service delivery lags, you’ll lose clientele; meaning effectively you’ve just taken out a “loan” that hasn’t brought any ROI over time. The negatives and positives cancel each other out. Consider the following:
Multiple “Kinds” of People
What it doesn’t make sense to do is set up any particular “kind” of person as your ideal employee. Man, woman, local, or foreign, background is no direct indicator of acumen. Someone from China or Japan may have no experience whatever with tech, despite the well-known techie stereotype. Likewise, a redneck bubba with the silhouette of a scarecrow may code better than the trendiest collegiate hire you’ve ever made.
Mavericks and Core Alignment
It’s necessary to have a few mavericks on your team. It’s also necessary to get perspectives from multiple diverse arenas–this both strengthens your MSP company and helps you get a better picture of how you appear from the outside. But whoever you hire should match the core precepts of your operation in terms of skill and niche. They should fit in somewhere.
Hitting on All Cylinders
If your MSP company hasn’t gone down the road less traveled, you won’t know if the vehicle of your business can handle the felled trees and potholes across the path. If you do take this route, you’ll find locales other MSPs haven’t considered. Diversification including multiple kinds of people and mavericks in core alignment with your mission help fortify you to break new ground.