Here's how you can foster diversity and inclusion within your team.

A powerful element prior to setting goals is visioning. Co-creating a vision is akin to walking the talk. Ensuring appropriate representation in the team creating the vision is a tough ask and a leader will have to demonstrate courage to move forward.

Foster diversity and inclusion by actively recruiting from diverse backgrounds, creating a culture of respect and acceptance, providing diversity training, promoting open dialogue, implementing inclusive policies and practices, celebrating differences, and ensuring equal opportunities for all team members to contribute and thrive.

A key strategy is actively listening to all team members and encouraging their unique perspectives. Implementing regular training on unconscious bias and cultural competence can greatly enhance understanding. Also, creating inclusive policies that recognize and accommodate different needs, such as flexible working hours, can promote a truly inclusive environment. Celebrating diverse cultures and milestones can further enrich team dynamics. #DiversityAndInclusion #TeamBuilding #InclusiveCulture #Leadership

1. Encourage open communication and respect: Create a safe space where everyone feels comfortable sharing their ideas and perspectives. This can be done by actively listening to team members, practicing empathy, and celebrating differences. 2. Promote diverse collaboration: Structure your team projects and activities to encourage collaboration among people from different backgrounds. This will help break down silos, foster understanding, and lead to more creative solutions. 3. Use inclusive language: Be mindful of the language you use in meetings, emails, and other communications. Avoid stereotypes and jargon, and use gender-neutral terms whenever possible.

True diversity is diversity of thought and not just gender, race, age, ethnic diversity. These of course helps but by no means indicates diversity in thought. To have real diversity of thought requires fostering an environment where all ideas or opinions are valued, where there are little to no taboo topics. Only then will there be real diversity and inclusion.

Today’s global workforce continues to evolve and I feel, now is the time for organisations to embrace the constant change by embedding inclusion at the heart of organisational business leading to daily experiences of their people, acknowledging that, with each generation becoming increasingly diverse than the generation preceding it. To be viewed as an employer of choice, organisations should re-examine their approaches to inclusion and recognise that inclusion is foundational to culture, applies to everyone, and is vital for organisations now and in the future.

These goals have to match the needs and lacks of equity,which you now know because of the employee survey. In addition to SMART the goals have to be first and foremost sensitive to discrimination, its dynamics and functions.

After evaluating your team's diversity and inclusion status, establish clear, achievable SMART goals. For example, set a goal to increase the representation of underrepresented groups within a year or to provide all team members access to mentorship programs. These specific objectives allow you to develop focused strategies and monitor progress effectively.

In my opinion, there is a need to set SMART Goals: After assessing your team's current state of diversity and inclusion, you need to establish clear and achievable goals using the SMART framework. Here's a breakdown of SMART goals: Specific: Clearly define what you want to achieve. Instead of a vague goal of "more diversity," Measurable: Set metrics to track progress. How will you know if you're reaching your goal? Attainable: While you want to challenge your team, goals should be achievable. Relevant: Goals should align with your overall diversity and inclusion strategy and benefit the team. Time-bound: Set a deadline for achieving your goals. Setting goals creates a roadmap for fostering diversity and inclusion within your team.

What I noticed is that poorer countries like Bolivia, Perú and many African countries are discriminated the world by not giving visa to them to visit the so called West. To prevent them from personal growth to embrace diversity. I'll do anything I can to fight this racisme and give everybody the chance to develop in diversity and equality of mind.

Communication is key here; ensuring everyone is not only aware but also understands the significance of these policies is crucial for fostering a supportive and inclusive workplace where every voice is valued. It's about walking the talk and creating an environment where diversity isn't just acknowledged but celebrated.

Fostering diversity goes beyond just setting rules. It involves creating an environment where every team member feels valued and respected for who they are. Encouraging open communication allows different perspectives to be heard and appreciated, contributing to a more inclusive atmosphere. Celebrating individuality and allowing people to express themselves authentically can also help promote diversity within the team.

It is important to develop and Implement Inclusive Policies by focusing on the following Focus on Flexibility: Promote Equity: Prevent Discrimination: Communicate Effectively: Enforce Consistently: Remember: Policies are a foundation, but they're not the finish line. Having clear guidelines is essential, but fostering a truly inclusive environment requires ongoing efforts. Also - Open communication is key. Celebrate diversity. Continuously improve. By implementing a comprehensive approach that combines strong policies with open communication, ongoing efforts, and a commitment to celebrating diversity, you can create a truly inclusive team environment where everyone feels valued and empowered to contribute their best work.

To ensure that the majority of employees are on board, the guidelines should ideally not only be communicated transparently from the outset but also - one step earlier - be jointly developed in an overall strategic, interdisciplinary steering group. The more participative, the more transparency and acceptance is guaranteed by the employees.

Toastmasters is present in the whole world to become a better communicator and leader and to connect in diversity. I only hope they will open their eyes to support the prospects in weaker countries more. To support them with visa to attend conferences abroad. Google can get any visas, why not Toastmasters International or any other profit or non profit organisation. Learn from each other and support each other to get a more divers and happy community worldwide?

Very important: If those affected (should) share the realities of their lives, it must be ensured that they do so in a relatively protected and supportive space. In particular, working with awareness teams and permission from those affected are extremely important here

Diversity is not about them but about me! Schulungen zum Thema Diversity und Inclusion und insbesondere die Reflexion der eigenen(!) Vorurteile und des eigenen Verhaltens sind der Schlüssel für mehr Verst?ndnis. Ein Ansatz kann sein, m?glichst viele Weiterbildungen und Schulungen, die ohnehin vorhanden sind und besucht werden, diversit?tssensibel zu gestalten. Zum Beispiel bei einer Excel-Schulung zu reflektieren, wie unconscious bias den Umgang mit Zahlen, Daten und auch Ergebnissen und Interpretationen beeinflussen kann. Oder bei einer Marketingschulung zu reflektieren, wie Bilder, Grafiken und auch die Sprache wirken und ggf. auch abgrenzen k?nnen.

It's super important that the team understands where their colleagues have come from, what sort of cultures they're accustomed to and any religious boundaries they may have. Opening a dialogue and just asking about their background can make a world of difference. This approach stops misunderstandings from occurring

One of the unfamiliar diversity types is based on “educational background – school / college / alma mater”. Most organizations have embraced diversity of language, culture, gender, age among others – without much need of explicitly calling it out. But there are instances where inadvertently someone might have differentiated (or doubted on the individual) based on their educational background. One might not have gone to the best of schools or colleges – maybe it’s not capability of the person but situations such as financial background, health issues, family reasons, language barriers, or sheer bad luck. We should make sure merit and current performance is all that matters – education is not the only barometer of an individual’s potential.

In cultivating diversity and inclusion, education serves as a cornerstone for fostering understanding and empathy. I've found that diversity and inclusion training is instrumental in breaking down barriers, addressing unconscious bias, and building cultural competency. Encourage team members to share their unique experiences, creating a space where different voices resonate. When your team learns from one another, they not only confront and overcome biases but also recognize the strength that diversity brings. By embracing varied perspectives, you build a culture where inclusion isn't just a checkbox but a dynamic force that drives creativity, collaboration, and growth.

- ??? Try creating safe spaces for open dialogue where team members can share concerns and perspectives without fear. - ?? Regularly facilitate discussions on diversity and inclusion to keep these topics at the forefront. - ?? Encourage team members to share their unique experiences and viewpoints to enrich the team's understanding. - ?? Ensure everyone feels heard by actively listening and acknowledging contributions during discussions. - ?? Promote an inclusive culture by integrating diverse perspectives into decision-making and daily operations.

Creating an environment of open dialogue and safe spaces is crucial for any company's success. Regular staff meetings that promote inclusion and non-judgmental communication are key. Embracing diversity and celebrating each team member's unique characteristics can streghten team dynamics (mutual collaboration) and increase overall performance.

From my experience in fostering inclusion, creating safe spaces for team members to express their concerns and perspectives without fear of judgment is crucial. Facilitate regular discussions on diversity and inclusion, giving everyone a chance to speak and ensuring their voices are genuinely heard. This ongoing conversation isn't just a checkbox but a vital thread weaving inclusivity into the fabric of your team's culture and operations. When every member feels valued and listened to, it reinforces the message that inclusion is integral to the way you work, innovate, and grow together.

Being leading in ED&I space for sometime I feel Inclusion is constantly evolving and refers to the actions and environment in which diversity is valued and sustained. Inclusion recognises the important role that people’s feelings and the culture and environment of which they are a part play in achieving equality. Inclusive thinking enables leaders to employ effective strategies for change and embody inclusive leadership in all of their interactions with the whole workforce. Thus delivering, and continually improving, the highest quality of services to our increasingly diverse communities.

O tema de diversidade e inclus?o deve ser tratado tendo 2 dimens?es: a importancia social de ambos os temas e também o benefício corporativo. Uma organiza??o surge para atender as necessidades da sociedade e, com isso, encontrar formas de incluí-la no negócio é uma das maneiras que se possa servir às pessoas, através das oportunidades dadas. Quanto mais diverso é composto quadro de colaboradores de uma organiza??o, principalmente em cargos de tomada de decis?o, maiores s?o as chances da empresa conseguir atender da melhor forma o seu público-alvo, uma vez que este também é diverso.

Es ist sinnvoll, die Fortschritte und Entwicklungen im Kontext von Diversity und Inclusion regelm??ig zu prüfen und daraus zu lernen. Ich würde aber davor warnen, sich zum Beispiel nur auf bestimmte statistische Kennzahlen zu konzentrieren. Viel Diversit?tsdimensionen lassen sich nicht so einfach erfassen und k?nnen bei den Statistiken und Kennzahlen zu Verzerrungen und Missinterpretationen führen. Letztendlich geht es doch darum, dass sich alle Menschen in einem Unternehmen bzw. im Arbeitskontext frei und ohne Angst vor Diskriminierung entfalten k?nnen. Vor allem das sollte man regelm??ig prüfen und sich ggf. anschauen, wo noch Handlungsbedarf besteht.

I am not really sure if there is a standard method to follow for monitoring progress. You can definitely follow steps such as conducting surveys, encouraging open dialogue, and sponsoring training programs on diversity themes. However, the most important aspect for me is to "build" a culture of trust, openness, and open dialogue. I think this requires investment, time, and effort. Do companies really want to invest in that aspect?

Organise events and activities that celebrate different cultures and backgrounds. At an international marketing agency, we held monthly cultural celebration days where employees could share their heritage through food, music, and stories. This not only enhanced cultural awareness but also strengthened team bonds and mutual respect. Conduct regular pay audits to ensure equitable compensation across all demographics. In a manufacturing company, we performed an annual pay equity analysis using statistical methods to identify and address any disparities. This commitment to fair compensation practices reinforced our dedication to equality and helped build trust among employees.

Monitoring progress, increased dialogues, goals, status reworks must be accompanied by demonstrable actions for fostering diversity & inclusion. There's a lot of talk about it but it must be action oriented! Succesful organisations fostering diversity & inclusion have: ? Improved employee experiences. ? Creation of a sense of individual connect. ? Events, engagements that have meaning for the team members. ? Always efforts to build relationships within team members on a professional level. It's great to never be judgemental. Per Gartner 2023, " Employee turnover rates are expected to hit 24% in the coming years"! Relationships built with meaning in teams will definitely foster unity in diversity for all. Everyone's not a currency!

Representation for representation's sake is a failing proposition. Leaders have to first adopt inclusive behaviors and create inclusive systems before setting targets around diversity. Often, this process is done in reverse and invariably fails because the culture and systems are not built to support and sustain a diverse workforce.

Simple but difficult action - Get people with different thought processes as part of your team. Build the habit of listening to differing views before interrupting or disregarding.

You can foster diversity and inclusion in your team by reassessing current status with respect to diversity, set expectations/goals, educate team, encourage team members, foster dialogue, track progress and make improvements as necessary