How can you overcome challenges to building diverse and inclusive teams?

The process to recognising bias resides in your self mastery journey. First recognise your life story. As we grow up we absorb specific perspectives which are embedded in our thinking on race, gender identity, social caste, ethnicity, language, historical and cultural context. In seeking to understand each other, we learn through our lived experiences. Be genuinely and respectfully curious, willing to learn and especially re-learn. Consistently create open, honest and safe discussions on the shared journey to transforming bias to empathy and understanding. To quote Bob Marley who inspired the ′The Marley Hypothesis, ′If you know your history, then you would know where you're coming from.′ Keep evolving, that is the key to thriving.

The selection criteria must be transparent, ensuring that the team comprehends that diversity alone is not the sole reason for someone's hiring. It is important to foster a culture of self-awareness within the team, promoting an understanding of their own behaviors and how these behaviors impact their colleagues.

To build diverse and inclusive teams, address biases in the hiring process, implement blind recruitment techniques, and diversify sourcing channels. Foster an inclusive culture by promoting open communication, training employees on diversity awareness, and offering mentorship programs. Continuously measure and track diversity metrics, gather feedback, and hold leadership accountable for inclusion goals. Creating a sense of belonging, respect, and equitable opportunities within the organization is key to overcoming diversity and inclusion challenges.

In my experience building a diverse and inclusive team, we must first recognise the uniqueness that every individual brings to the table as an asset rather than a reliability. It requires deliberate cultivation of an environment where differences are not only tolerated but are celebrated, for their diversity of backgrounds, experiences, and perspectives are embedded into the fabric of a team's DNA. In addition by committing to ongoing education, open dialogue, and equitable practices, we dismantle the barriers that hinder diversity and inclusivity and respect.

Overcoming challenges to building diverse and inclusive teams involves a multifaceted approach that prioritizes understanding, empathy, and proactive strategies.

If you’re the leader, try speaking last. If the leader offers a strong view early in the conversation, that can stifle meaningful dialogue. The more passive personalities are more likely to feel like the outcome is pre-determined and may hold back valuable perspectives.

Don't assume that everyone knows or agrees that diverse teams are more efficient and profitable. Instead, you need to show the value of diversity. "In 2022 we visited 25 HBCUs." So what? How did the company get better by doing this? If you don't talk about the outcome, it feels performative (remember the black squares on Instagram 3 years ago?), and feels like you are checking the box. Instead, if you say, "In 2022 we visited 25 HBCUs, and cut our first year associate attrition in 1/2." that is a statement that shows the value of that particular diversity initiative.

If you share your thoughts/mistakes/vulnerabilities as a leader, the team will follow. Creating a safe and understanding environment is the responsibility of every leader.

Building an environment where everyone feels they can communicate openly starts from the moment you hire someone. Company culture plays a big role in how effectively people listen and communicate. Create an open environment by: > Being transparent and honest > Really listening to others > Developing a constant feedback loop > Encourage D&I training/workshops Getting these bang on in the onboarding process is key ????

To overcome challenges in building diverse and inclusive teams, effective communication and active listening are crucial. Actively listening to team members, encouraging open dialogue, and providing feedback mechanisms help create an environment where diverse voices are heard and valued. Leaders should demonstrate cultural competency, use clear and inclusive language, and mediate conflicts related to diversity and inclusion. By celebrating differences, providing education and training, and empowering Employee Resource Groups (ERGs), organizations can foster an inclusive culture where all team members feel respected and supported, leading to enhanced innovation and collaboration

Make sure as a leader of people that if you see or hear a conflict that you address it and talk it through. Too often I hear that leaders are letting comments and attitudes in the workplace go and probably because they as leaders don't like conflict. The main point here is that any behaviour that goes unmanaged becomes acceptable behaviour. This grows into a toxic environment for all.

- Open communication - Being neutral - team coaching thru facilitator is quite helpful - moderating the conflict discussion with taking sides

Resolving conflicts constructively is a vital aspect of building diverse and inclusive teams. Acknowledging conflicts as opportunities for growth and understanding, leaders should employ mediation skills, empathy, and open dialogue to address issues. Establishing fair mediation processes, involving third-party experts when necessary, and documenting lessons learned from conflicts all contribute to an inclusive environment where diverse perspectives are valued, trust is built, and innovation thrives, benefiting the organization as a whole.

Conflict is a normal and natural part of life and professionally. Two members in your team in conflict? Look at YOUR process. Are you the problem? Does the business have a blame culture, be honest with yourself and work to improve culture and process to avoid the same challenges repeating. If you are confident with the culture, then get both people in the 'same room' and without focusing on the problem, look at how the situation came about by leading, not owning, the conversation.

Humans are mostly one-way communicators, we need to really listen to our people as this solves most of the issues and helps the environment of the team stay healthy and grow for good

Diversity and Inclusions are the best-introduced concepts to keep the company and people united. It adds a lot of value towards the growth and betterment of the company.

Embracing diversity goes beyond mere compliance; it's about recognising and honouring the unique abilities and perspectives that each team member brings to the table. By actively valuing diversity, we open doors for team members to shine with their distinct talents, skills, and innovative ideas. It's vital to provide ample support and resources to nurture their growth and development. Organising events and activities that celebrate and promote diversity, such as cultural festivals, workshops, or awards, further fosters a culture where everyone feels appreciated, engaged, and empowered to excel.

What can be more effective than celebrating diversity with food? We have organized a fun potluck lunch party where employees should bring in dishes from or inspired by their culture and heritage. It begins from appetizers and main dishes to sweet courses. Potluck extends a welcome chance to try the all-time best cuisines across kitchens. But, it is undoubtedly more than that. It is because food is one of the best conversation starters. It gives a conducive occasion to share and connect.

It is important that we listen to how diverse team members would appreciate being celebrated, otherwise we end up planning activities that tick the box rather than a true celebration.

Magic happens, when one feels that he or she belongs to an org . A sense of belonging automatically gives birth to ownership and accountability .

It's also crucial to understand how each person on team wants to "show up" at work. We help one another belong when we know what's important to each individual inside and outside of the workplace.

In addition, to create a sense of belonging, leaders should identify and reward inclusive behaviors. Inclusive behaviors are actions and practices that create an environment where all individuals feel valued and respected. They include active listening, honest and transparent communication, humility and willingness to learn (and unlearn) from colleagues. Most importantly, leaders should lead by example and challenge exclusion when it occurs.

The foundation of a sense of belonging is a positive and inclusive team culture where fairness and equity prevail, and diversity is embraced as a valuable asset. Building trust, forging strong relationships, and encouraging collaboration among team members is pivotal. Involving them in decision-making and problem-solving not only amplifies their voices but also reinforces the notion that they belong, and their contributions are crucial. This approach not only empowers individuals but strengthens the team as a whole, leading to greater success and satisfaction.

In my experience 1:1 peer coaching is an excellent method to foster a sense of belonging. Creating a safe space and listening in an empathic way works wonders when it comes to employee relations. People who feel a sense of belonging feel cherished and are always ready to go the extra mile.

In addition to all these valuable suggestions, it's crucial to support our organizations and systems in challenging existing assumptions. This can involve creating environments and opportunities for learning through narratives. Consider questions like, "What does it entail to be a woman in a predominantly male team? What does it mean to navigate an invisible disability? How do we come to terms with our own biases? What does it take to be an ally?" and many more. These stories will enable us to delve deeper into these topics. The more we engage in this process, the more individuals will feel encouraged to share their experiences, leading to greater awareness and ultimately driving a shift in the system as new assumptions take shape.

Ensure leadership commitment. Diversity and inclusion are not just concepts; they are essential cornerstones of a united and progressive workplace.

Diversity & inclusivity still is one of the essential requirement to bring in sense of belongingness among people & help them be more connected and productive. The essence needs to be well understood otherwise it will show no change. Encouraging an equal participation of core team of employees and leaders are key here. Hence to overcome challenges in building teams one has to focus on having the leadership team's buy-out on how this will help the organization and the people. Collaborate with them. Take them along. Revisit their pain areas and support them in having teams understand the diversity and help them in inclusivity.

Effective communication and team preparation are vital for leaders in the process of establishing a diverse team. This is crucial to emphasize the significance of diversity

To build diverse and inclusive teams, consider implementing inclusive hiring practices, fostering a culture of respect, providing diversity training, and actively seeking diverse perspectives in decision-making processes. Encouraging open communication and addressing biases can also contribute to a more inclusive environment.