What do you do if your collaborative work setting lacks diversity and inclusion?

If your collaborative work setting lacks diversity and inclusion, take proactive steps to foster a more inclusive environment. Encourage open dialogue about diversity issues, actively recruit diverse talent, and provide diversity training for all team members. Create opportunities for underrepresented voices to be heard and valued, striving to create a workplace where everyone feels respected, supported, and included.

One thing I have often seen coming in the way is personal biases. We need to carefully identify if there are any reasons or subtle hints of such biased behaviour.

In my experience, when I noticed a lack of diversity and inclusion in a collaborative work setting, I initiated a comprehensive assessment of the team's demographics. I collected data on factors such as gender, ethnicity, age, and background to gain insights into the existing composition of the team. This assessment helped me identify areas where diversity and inclusion were lacking and provided a baseline for developing targeted strategies to address these issues.

Raise Awareness: Start by raising awareness about the importance of diversity and inclusion among your colleagues. Highlight the benefits of having diverse perspectives and experiences in the workplace.Initiate Conversations: Initiate open and honest conversations about diversity and inclusion with your team members. Create a safe space for dialogue where everyone feels comfortable sharing their thoughts and experiences.Advocate for Change: Advocate for policies and practices that promote diversity and inclusion within your organization. This may include initiatives such as diversity training, recruitment strategies targeting underrepresented groups, and inclusive decision-making processes.

To address a lack of diversity and inclusion in a collaborative work setting, start by assessing the current situation to identify areas for improvement. Educate your team about the importance of diversity and inclusion through workshops and training sessions. Work on creating an inclusive culture where all voices are heard and valued, and revise policies to support this goal. Hold leaders accountable for fostering inclusion and actively seek and empower diverse perspectives. Regularly measure progress and adjust strategies as needed. Additionally, consider forming partnerships with external organizations to broaden your approach.

In my experience, educating oneself and others about diversity and inclusion is not just about reading books or attending workshops. It's about creating a culture of continuous learning and openness to new perspectives. It's about being a trendsetter in embracing diversity and inclusion, and leading by example. This approach has been instrumental in the fast growth and success of M3 Commercial Moving & Logistics.

In my own experience, I organised a series of lunchtime seminars focused on diversity and inclusion topics. I invited guest speakers from diverse backgrounds to share their experiences and perspectives with the team. These sessions not only raised awareness about the importance of diversity but also fostered meaningful discussions among team members. Additionally, I circulated articles and resources on diversity and inclusion to encourage continuous learning and self-reflection among colleagues.

Become involved in your company's DEI events and committees. Exposure to different viewpoints is healthy and can offer different perspective

One thing I have found helpful in promoting diversity and inclusion is to establish mentorship programs within the organisation. Pairing employees from different backgrounds or underrepresented groups with experienced mentors not only provides valuable guidance and support but also creates opportunities for networking and career advancement. Mentorship programs help to foster a culture of inclusivity by ensuring that all employees have access to the resources and support they need to succeed.

One impactful action to take is to conduct a comprehensive review of organizational policies and practices to identify systemic barriers to diversity and inclusion. This involves examining recruitment, promotion, and retention processes, as well as assessing the inclusivity of workplace culture and decision-making mechanisms. Implementing structural changes based on these findings ensures a sustained commitment to fostering diversity and inclusion beyond superficial gestures.

Do not tolerate disrespectful communication within your team. You need to be the example of inclusivity. It is not enough to "not be sexist, racist, x-phobic". You have to be intolerant of that behavior in your team

When seeking or offering support it is best to ask questions and ask for understanding. Come from a place of openness and have the vulnerability to say "I cannot imagine what challenges you face. Please explain to me so I know how I can help" Do NOT assume you know how to help, as that can cause more issues and feelings of discomfort.

Be an ally. Don't come at this from a viewpoint of ego (I am super cool and supportive for all minorities.) Come from a place of wanting to remove barriers. (You are a member of my team. You are a person. You need to be treated with the same respect as others, whatever your situation)

Diversity is inviting you to a party ? Inclusion is pulling you in to dance at the party ?? Always focus on inclusion ~ ask yourself when allocation work in your team or when meeting candidates or in anything at your job: ?? are you pulling in people to dance with you or simply inviting them to the party??

Diversity and Inclusion are 21st century leadership core skills. It is a must-have skill, not just a nice thing to have, because employees everywhere are asking for workplaces that are safe and inclusive.

"Diversity is like sending out invites to a party ?? Inclusion is hitting the dance floor together at the party ???? Always prioritize inclusion ?? ~ Consider when delegating tasks to your team or interviewing candidates, or in any work scenario: ?? Are you actively engaging people to join the dance or just asking them to show up at the party?"

Be an advocate for always finding the right person that possesses the necessary skills. DEI is non-sense and is not needed in the workplace.

Como líder es fundamental promover la comunicación y buenas prácticas como embajador. Si detectamos acciones que van a contramano de la inclusión, es vital indagar y seguir compartiendo experiencias, pregonando la buena comunicación. Si persiste, este tipo de acciones que carecen de inclusión, podremos conversar con quién tome esas actitudes para entender mejor, ?que hace? y ?por qué? Para iniciar un plan de acción