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What do you do if your team lacks diversity and inclusivity?

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Diversity and inclusivity are not just buzzwords; they are essential components of a thriving workplace. When your team lacks these elements, it can lead to a homogenous environment where creativity and innovation are stifled. Operations Research (OR), which involves applying analytical methods to help make better decisions, shows that diverse teams often outperform those that are not. To improve your team's diversity and inclusivity, it is crucial to understand the underlying issues and address them with strategic actions. This article will guide you through steps to foster a more inclusive and diverse team environment, enhancing not only the social dynamics but also the operational effectiveness of your team.

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Alireza Soroudi, PhD

Lead Data Scientist @ bluecrux || SMIEEE || Optimization expert in Supply chain management|| Healthcare management ||…

1 Assess Gaps

Before you can address the lack of diversity and inclusivity, you must first identify where the gaps lie. Conduct an honest evaluation of your team's composition and dynamics. Look at the variety of backgrounds, experiences, and perspectives represented. Consider conducting anonymous surveys or facilitating open discussions to understand how team members feel about the current state of inclusivity. This initial assessment will provide a clear picture of the areas that require attention and set the stage for making informed changes.

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Alireza Soroudi, PhD

Lead Data Scientist @ bluecrux || SMIEEE || Optimization expert in Supply chain management|| Healthcare management || Lab Digitalization || Power and Energy systems || Developer || Author / Speaker || (views are mine)
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One useful approach is to ask the team members to participate in online tests to evaluate their capabilites, this gives a good feedback to the line manager regarding the status of the team.

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2 Set Goals

Once you understand where your team stands in terms of diversity and inclusivity, it's time to set clear, achievable goals. These should be specific, measurable, attainable, relevant, and time-bound (SMART). Examples could include increasing representation from underrepresented groups within a certain timeframe or improving scores on inclusivity surveys by a specific percentage. Goals give your efforts direction and enable you to track progress over time.

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Alireza Soroudi, PhD

Lead Data Scientist @ bluecrux || SMIEEE || Optimization expert in Supply chain management|| Healthcare management || Lab Digitalization || Power and Energy systems || Developer || Author / Speaker || (views are mine)
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The goals shpould be flexibly determined and adapted according to the group's needs and demands. Typically, these goals shift due to various factors such as alterations in customer priorities, team member departures, market fluctuations, and so forth.

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3 Educate Team

Education is a powerful tool for change. Provide your team with resources and training on the importance of diversity and how to be inclusive. This could involve workshops on unconscious bias, cultural competency, and effective communication across diverse groups. Ensure that these educational initiatives are continuous and integrated into the fabric of your team's operations, rather than one-off events. Knowledge and understanding are the first steps towards meaningful change.

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4 Revise Policies

Examine your team's policies and procedures through the lens of diversity and inclusivity. Are your hiring practices fair and unbiased? Do your work protocols consider diverse needs and perspectives? It may be necessary to revise these policies to remove any barriers to diversity and ensure that they promote an inclusive environment. This could involve implementing blind recruitment processes or establishing diversity quotas.

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5 Foster Inclusion

Creating an inclusive culture goes beyond policy changes; it involves actively fostering an environment where all team members feel valued and heard. Encourage diverse viewpoints in meetings, celebrate cultural events, and create mentorship opportunities for underrepresented groups. Recognize and address any exclusionary behaviors swiftly. Inclusion should be a daily practice, not just an item on a checklist.

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Alireza Soroudi, PhD

Lead Data Scientist @ bluecrux || SMIEEE || Optimization expert in Supply chain management|| Healthcare management || Lab Digitalization || Power and Energy systems || Developer || Author / Speaker || (views are mine)
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The line manager should have 1-1 meetings with the team members and allow them to freely express their opinion regarding the work place and also their suggestions and criticism regarding the current policies.

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6 Monitor Progress

Finally, it is crucial to monitor the progress of your diversity and inclusivity initiatives regularly. Set up mechanisms to track how well you are achieving your goals and where improvements can be made. This could involve regular surveys, feedback sessions, or reviewing demographic data. Continuous monitoring ensures that you remain accountable and responsive to the needs of your team as it evolves.

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7 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 do you do if your team lacks diversity and inclusivity?

1

2

3

4

5

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7

1 Assess Gaps

2 Set Goals

3 Educate Team

4 Revise Policies

5 Foster Inclusion

6 Monitor Progress

7 Here’s what else to consider

Operations Research

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What do you do if your team lacks diversity and inclusivity?

1

2

3

4

5

6

7

1 Assess Gaps

2 Set Goals

3 Educate Team

4 Revise Policies

5 Foster Inclusion

6 Monitor Progress

7 Here’s what else to consider

Operations Research

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