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

Bevor Sie sich dem Mangel an Vielfalt und Inklusivit?t in Ihrem Unternehmen widmen k?nnen, ist es wichtig, die Situation gründlich zu bewerten. 1. Beginnen Sie damit, einen Blick auf die aktuelle demografische Zusammensetzung Ihrer Mitarbeiter und Ihres Führungsteams zu werfen. 2. Fragen Sie sich, ob alle Gruppen angemessen vertreten sind und ob es derzeit Hindernisse für die Inklusion gibt. 3. M?glicherweise müssen Sie Umfragen durchführen oder Fokusgruppen organisieren, um direkte Einblicke von den Mitarbeitern zu erhalten. 4. Das Verst?ndnis, wo Ihr Unternehmen steht, bildet die Grundlage für sinnvolle Ver?nderungen. Es ist der erste Schritt auf dem Weg zu einer diversen und inklusiven Arbeitsumgebung.

Effective solution begins with a thorough assessment to accurately understanding the issues. Identifying root causes—be it work pressure, departmental misalignment, or geographical challenges—is crucial. This understanding informs tailored solutions such as team-building for better collaboration or project redesigns for cross-departmental involvement. Without this initial assessment, solutions may not address the actual problems, potentially impeding sustainable progress. Understanding the situation fully is essential for effective, inclusive action.

Before taking action, it's crucial to assess whether your perception aligns with reality. Sometimes, perceptions of lack of diversity and inclusivity can stem from individual experiences or biases. Conducting a thorough evaluation, which may involve gathering data on demographics, conducting surveys, or seeking feedback from colleagues, will provide a clearer picture of the situation. If indeed there are issues, addressing them requires a multifaceted approach involving management commitment, policy changes, training programs, and fostering a culture of inclusion.

Diversity is only powerful when there is proper inclusion to harness the diversity. Most companies think about diversity first and inclusion second. I recommend thinking about inclusion first and diversity second. If you built an inclusive workplace, you'll start hearing more diverse perspectives amongst your existing team. You'll then start attracting and hiring individuals that bring new diversity of thought to the team.

Setze SCHLAUe Ziele für Diversit?t und Inklusion am Arbeitsplatz! ???? Fünf Kriterien wie Du SMART-Ziele für Diversit?t und Inklusion implementierst: 1?? Spezifisch Definiere klare und pr?zise Ziele, die darauf abzielen, die Vielfalt und Inklusion in Deinem Unternehmen zu verbessern (z.B. Erreichung von Quoten für Führungskr?fte mit einer definierten Timeline) 2?? Messbar Stelle sicher, dass Deine Ziele messbar sind um den Erfolg objektiv bewerten zu k?nnen. (via Metriken und Benchmarks) 3?? Erreichbar Setze die Ziele realistisch 4?? Relevant Stelle sicher, dass Deine Ziele für Diversit?t und Inklusion eng mit den übergeordneten Unternehmenszielen und -werten verbunden sind. 5?? Zeitgebunden Lege einen klaren Zeitrahmen fest

Let’s get real about diversity and inclusivity in our workplace. It’s great to understand where we stand, but setting SMART goals for improvement—like boosting representation in management—can sometimes feel more like ticking boxes than making real change. Yes, set these targets, but remember, the work doesn’t stop at metrics. True inclusivity means changing the anchors of the culture not just the numbers. Are we really committed, or are we just creating the appearance of progress? I have found myself saying this more and more in the last couple of years : don’t celebrate your colours of Benetton team of champions if to succeed in your company they all have to converge onto a ‘Steve’!

Inclusion is only achieved if it is practiced by the executive team. The best way to achieve this is by having a core set of values that are lived and breathed by the executives every day. Staff those demonstrate those values should be highlighted for doing so. Over time, this will lead to things like expression of opinions, idea meritocracy, and radical candor, all of which are beneficial to a diverse and inclusive workplace.