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What are the best strategies for assessing team inclusivity?

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Team inclusivity is the degree to which every member of a team feels valued, respected, and supported by their colleagues and leaders. It is essential for fostering a positive and productive work environment, as well as enhancing creativity, innovation, and problem-solving. However, how can you measure and improve team inclusivity in your organization? Here are some of the best strategies for assessing team inclusivity.

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1 Define your goals and criteria

Before you start evaluating your team's inclusivity, you need to have a clear and specific vision of what you want to achieve and how you will measure it. You can use existing frameworks, such as the Global Diversity and Inclusion Benchmarks (GDIB), or create your own based on your organization's values, mission, and objectives. Common criteria for assessing team inclusivity include the representation and participation of diverse groups and perspectives in the team, the level of trust among members, the degree of empowerment given to team members, the extent of learning opportunities available, and whether team goals are aligned with organizational culture and strategy. All these factors can help you gain valuable insights into the inclusivity of your team.

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Marquette Branch,MBA

Managed Service Operations Analyst at FIS | ForbesBLK member | Business Consultant | Pro Advisor | Investor | National University Mentor
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In my experience team inclusivity has become very important in team building. First figure out what type of team you want to build. This will be key in trying to put together specifications of what’s needed to create this team. Once you have an idea of who you want on your team you can focus on team build exercises that helps team members understand each other’s cultures .

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2 Collect data and feedback

Once you have defined your goals and criteria, you need to gather data and feedback from various sources to assess your team's inclusivity. You can use quantitative methods, such as surveys, questionnaires, or metrics, to measure the objective aspects of team inclusivity, such as demographics, performance, or engagement. You can also use qualitative methods, such as interviews, focus groups, or observations, to capture the subjective aspects of team inclusivity, such as feelings, opinions, or experiences. You should collect data and feedback from different stakeholders, such as team members, managers, customers, or partners, to get a comprehensive and balanced view of your team's inclusivity.

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Marquette Branch,MBA

Managed Service Operations Analyst at FIS | ForbesBLK member | Business Consultant | Pro Advisor | Investor | National University Mentor
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In my experience data collection and feedback is powerful. Observations has been the best method to gauge different aspects of how the team performs, work and look together . Opinions and feelings can provide a deep insight.

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3 Analyze and interpret the results

After you have collected the data and feedback, you need to analyze and interpret the results to identify the strengths and weaknesses of your team's inclusivity. You can use various tools and techniques, such as charts, graphs, tables, or themes, to organize and visualize the data and feedback. You can also use statistical or thematic analysis to find patterns, trends, or gaps in the data and feedback. You should compare the results with your goals and criteria, as well as with industry standards or best practices, to evaluate your team's inclusivity. You should also look for the root causes, effects, and implications of the results, as well as the opportunities and challenges for improvement.

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4 Communicate and act on the findings

The final step in assessing your team's inclusivity is to communicate and act on the findings. You should share the results with your team and other relevant stakeholders, using clear, concise, and respectful language. You should highlight the positive aspects of your team's inclusivity, as well as the areas that need improvement. You should also invite feedback and suggestions from your team and other stakeholders, and acknowledge their contributions and concerns. You should then develop and implement an action plan to improve your team's inclusivity, based on the findings and feedback. You should set SMART (specific, measurable, achievable, relevant, and time-bound) goals, assign roles and responsibilities, and monitor and evaluate the progress and outcomes of your action plan.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best strategies for assessing team inclusivity?

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2

3

4

5

1 Define your goals and criteria

2 Collect data and feedback

3 Analyze and interpret the results

4 Communicate and act on the findings

5 Here’s what else to consider

Team Building

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What are the best strategies for assessing team inclusivity?

1

2

3

4

5

1 Define your goals and criteria

2 Collect data and feedback

3 Analyze and interpret the results

4 Communicate and act on the findings

5 Here’s what else to consider

Team Building

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