You're a manager with a team of diverse employees. How can you create an inclusive work environment?

There are enough tools including those from Harvard where you can assess your biases. This will really help you as a leader to walk the talk and get respect for acknowledging differences and celebrating commonalities. I always suggest a traffic signal model. When you see a bias, please stop (red) , pause and reflect (amber) then go ahead action or say what you were about to say (green). The stop and pause helps reframe your thoughts and behaviour so you are less discriminatory.

To become a genuine champion and ally for an inclusive work environment, it is helpful to intentionally and routinely set aside time to listen to the team, acknowledge the person(s) and the input, take the time to process the information, and incorporate feedback and insights into one’s own improvement as well as refining the current culture. Leadership is about lifelong learning as well as fostering a safe learning workplace. Let us become cultural ambassadors!

The best solution for the development of team members: Know that whatever you want to be created in others must be created in yourself first.

Las evaluaciones Disc son una buena herramienta para conocer tu estilo de comunicación y ver el estilo del otro. Mejorar la comunicación a través de ampliar la capacidad de adaptación y la empatía influye positivamente en reducir los sesgos y las etiquetas. Nuestros programas de liderazgo ágil ayudan a generar entornos más abiertos e inclusivos de seguridad psicológica.

Something from my perspective is that you have to have a genuine appreciation and caring for people. I would agree that recognizing biases is important but you could be fully aware of all of them and if you don't authenticly value all people intrinsically, you're not going to willing to fully respect their point of view or adapt to their way of communicating.

Most people don't know how to acknowledge. Acknowledging is basically giving back what they said. When you acknowledge someone, it signals that we actually listened to what they said, and we care. Here are examples of acknowledging someone: If I'm understanding you correctly... Example: If I'm understanding you correctly, these kinds of comments (insert comment examples if any) make you feel uncomfortable (or insert the word they used on how they felt). In other words... Example: In other words, you've felt like you couldn't speak up because you didn't want to be seen as difficult.

When we spot a diversity issue how a leader points it out is important. - Do not call out. It can feel shaming - Point out using respectful and firm language. ' I would like to see more of.....lets find a way to include persons .....' - Take action and follow up to see that the shift happens. Your intention is not enough. People seeing your affirmative action is vital - Take every opportunity you get in town halls or forums to talk of how we can take action in small and practical ways, so inclusion happens.

Each person may have different standards for what they consider "respectful" and "clear". Leaders can start by modelling an openness to feedback and asking others for their preferences, but if this is a new initiative you have to give people time to get used to it and to trust the process works.

Also being open and transparent while communicating is important. Make sure the other party feels not only respected but hope for their future.

The Golden Rule is great for everything except one thing... Communication. If you're the "executive summary/three bullet point" type of person trying to communicate like that with someone who is a gregarious 'people person' it can fall flat. Knowing your team mates communication style (or being skilled enough to read it) and practicing "Platinum Rule" communication with them goes a long way to fostering trust and showing you actually care enough to try to adapt to their style. (Platinum Rule - communicate with others how THEY like to be communicated with)

Diversity is something to be tackled at the recruitment stage. Typically hiring managers follow the standardised recruitment criteria such as whether the resume looks good or years of experience from the same industry. Hiring managers can adopt a diverse mindset by thinking about what new values or skills can the new hire bring to the existing team mix. Inclusiveness is referring to the experience throughout the employee life cycle. Managers should proactively create a respectful environment which appreciates everyone’s uniqueness, from onboarding to exit procedures.

Diversidade n?o é somente sobre diversidade física ou de gênero ou de qualquer outro aspecto, diversidade e inclus?o precisa existir para a diversidade de idéias, opini?es e maneiras de ser e pensar.

Increasing awareness on Unconscious Bias is a very important initiative. We have a natural affinity bias given our origin story. In our early days trouble to the tribe came from outsiders and hence people inside the tribe, people who were similar were considered safe and outsiders those that are different, were dangerous. Now this is hard coded in our brain. If we are so deeply wired for affinity - how will we build diverse organisations? Building self awareness and becoming more objective are critical. These need to be addressed through training. Also, reinforcing the need to avoid Unconscious Bias as a core cultural initiative will help reduce the discrimination. Companies need to act on this NOW if they truly value diversity.

As a career consultant specializing in leadership development, sustaining an inclusive work environment involves active promotion of diversity and inclusion initiatives. Commit to ongoing engagement by participating in employee resource groups, hosting training sessions, and advocating for inclusive policies. Actively celebrate diversity events and encourage team involvement, fostering an atmosphere where everyone's ideas and feedback are valued. This continual commitment ensures a workplace culture that embraces diversity and inclusion.

Organize regular diversity and inclusion training sessions. These should educate employees about different cultures, biases, and the importance of inclusivity in the workplace. Also, encourage and support the formation of employee resource groups. These groups can provide a sense of community and belonging for underrepresented employees.

This right here is my jam. Take the time to encourage and elevate your team. This will make them feel like they are truly part of something great and will create a culture of growth and prosperity.

Acknowledge that you do not know what's like to live in somebody else's shoes and take actions to learn from your diverse teams. Don't assume anything, ask questions and hear their stories. Underrepresented groups have to work much harder to gain credibility, earn trust, be included, mentored and sponsored. If you notice that underrepresented minorities are leaving your team at higher than normal rate (e.g. 8 out of 10), that should raise a bright red flag. Do a deep dive, question the system, hold people accountable, fix and monitor the full life cycle of underrepresented employees. Companies must have a retention plan in order to sustain a diverse workforce which represents The customer base it wishes to serve.

Diminish each team members weaknesses by enhancing their strengths. Organic diversity brings different points of view to a problem, and so by capitalizing on the strengths each member brings to a challenge, the weaknesses diminish naturally. Another way to look at it is people who have deficits in one area, will learn from others how to overcome said deficits.

Often times we miss the power of the individual’s thoughts in teams. A very simple way to bring about inclusion is to simply ask team members what inclusion means to them and how inclusion can be used in the team to enhance the qualities of the teams. It is often surprising to see how quickly the teams formulate their own actions as to how they can feel more included as individual operating in a collective.

People dont work for companies, they work for true leaders. Leaders are servants. The real question is: Are companies hiring true leaders?

Conflicts are part of any conversations. The focus shift from being person centric to problem centric , working towards solution is the key. Keeping baggages of why a person behaves a certain way and labelling them doesn't work. Understanding the root cause of why that conflict has cropped up and how to arrive at simple solutions , matters the most.

Diversity breeds creativity, ideation and growth. Yea at the surface it appears complex to get the diverse views, diverse people, diverse ideas to be at one platform and gel like a well oiled machine. Build trust and open environment. Address issues and discuss them without any biases. Create a positive forum, challenging each other for better results. Respect all views and individuals Create a common forum where everyone can contribute, relate and build together. Appreciate and promote diverse views. Celebrate more often and give feedback on regular basis.

Empathy and understanding are crucial for effectively managing diverse teams, particularly in conflict resolution. Place a strong emphasis on empathy, encouraging team members to value and respect each other's perspectives. Prioritize understanding the underlying issues rather than focusing solely on immediate solutions, recognizing the impact of cultural backgrounds on perceptions and reactions. Implement personalized conflict management strategies that foster psychological safety, allowing team members to express their concerns openly without fear. Reflect on the lessons learned to enhance team bonding. This empathetic approach resolves conflicts and strengthens team dynamics, creating a collaborative and productive workplace environment.

It is important to establish clear diversity and inclusion policies, provide training, and promote open communication. Also, create a culture of respect and appreciation for differences within the team. Implement a fair and transparent conflict resolution process. Encourage open dialogue, and be timely in resolution discussions.

Key distinction here: 1. ACKNOWLEDGE what they said 2. VALIDATE emotions. Example: (acknowledging) If I'm understanding you correctly, these kinds of comments make you feel uncomfortable. (validating) Of course that's uncomfortable. Anyone in your shoes would feel the same way. Remember, reserve judgment. This can be a very sensitive topic where emotions run high. As the manager, stay neutral, but set firm guidelines on what is acceptable vs unacceptable behavior.

To create an inclusive work environment, actively seek and value diverse perspectives, ensuring equal opportunities for growth. Customize support for individual team needs, foster a safe, open environment, and celebrate cultural diversity. Include team members in decision-making, provide regular inclusivity training, and lead by example. Establish a feedback system to voice concerns and suggestions, and monitor inclusivity through surveys and feedback, constantly striving for improvement in fostering a truly inclusive workplace. And above all, have ground intelligence and apply common sense to mitigate all challenges enroute.

Celebrate Differences! Encourage heart to heart conversation on cultural expeirences,values and ideas. Create an environment where people are comfortable sharing their perspectives.Reward on achieving milestones wheather thy are work or personal.

Empathize with ALL the team members to consider what conditions would encourage you to feel inclusive! Perhaps it involves fostering a supportive environment with a leadership team willing to listen, engage in open communication, and value input. Prioritize creating a culture where everyone's achievements are celebrated, and individuals are recognized not just for their work, but also as unique individuals. As you focus on cultivating psychological safety through curiosity, honesty, trust, attention, and active listening, you'll find a true human-to-human interaction.And that matters! Begin by embodying these principles, and you'll soon witness a flourishing of diverse perspectives and creative contributions within your team. #vadagnes

start treating lived experience like a certifiable skill that is critical to be successful. eliminate the qualifications that lead toward perpetuating harm. this means that many of your executives would no longer be qualified for their jobs. and that’s not necessarily a bad thing, if you truly want to move toward dynamic and inclusive spaces.

Encourage open and honest communication within the team. Create platforms for team members to share their thoughts, ideas, and concerns. Ensure that everyone's voice is heard, and actively listen to understand different perspectives. By fostering an environment where individuals feel comfortable expressing themselves, you lay the foundation for a culture of inclusivity.