In my experience working with diverse teams, what has truly resonated with clients is fostering empathy through self-disclosure, engaging in experiential learning to build connections beyond roles and titles, and addressing unconscious biases through video-based learning, situational role plays, and case studies.

Start by fostering an inclusive culture through clear communication and active listening. Encourage diverse perspectives and create a safe space for all team members to share their ideas. Tailor your approach to meet the unique needs and backgrounds of each client team, ensuring everyone feels valued and understood.

Some key ingredients; ? Active Listening: Foster an environment where all team members feel heard. Encourage open dialogue and solicit input from everyone. ? Diverse Perspectives: Actively seek out and value diverse viewpoints, recognizing that varied experiences enhance problem-solving. ? Adapt Communication Styles: Tailor your communication to accommodate different preferences and cultural backgrounds, ensuring clarity and understanding. ? Inclusive Decision-Making: Involve all relevant stakeholders in the decision-making process to promote a sense of ownership and commitment. ? Continuous Learning: Stay informed about diversity and inclusion best practices, and be willing to adapt your strategies based on feedback and evolving needs.

Don't assume. Don't assume. Don't assume. All the cultural sensitivity training in the world, as well as inclusive language, can only go so far if the feedback mechanism is not in place. Just because one team sees certain language as inclusive, does not mean the next group will. Starting from a place of humility and asking how you can be most inclusive, as well as if there are any sensitive issues you would be aware of is so much easier and better in my opinion, than going in with assumptions.