How can you build a team that values diversity?

To be truly diverse one needs to be blind to the personal characteristics of an individual and focus on the qualifications that will successfully execute the responsibilities of any particular position/role.

Diversity simply means “diverse.” Any organization, nonprofit, public entity, law firm, whatever - needs diversity. Companies in the private sector will default to diversity in recruitment efforts, but it’s not just a corporate buzzword. A mix of backgrounds - be it age, race, religion, language - all makeup an interesting tapestry of characteristics that comprise a modern-day workforce. #DEI #Diversity #recruitment #selfemployment #freelancelife

Teams are most successful when they are diverse. Diverse management teams lead to 19% higher revenue (Boston Consulting Group). Having a diverse mix of backgrounds, views, perspectives, ideas, and cultures adds to a better overall solution in the end. It also creates more understanding and diversity amongst all team members.

The first steps, Raise awareness: Sensitize the team to the importance of diversity and the positive impact it has on the team's performance and creativity. Establish diversity as a value: Integrate diversity as a core value in the team culture and emphasize the enrichment of different backgrounds, experiences and perspectives.

Everyone speaks about diversity, but on an actual basis most of us prefer to hire or work within their comfort zone. Working properly with a diverse team, means you can accept different opinions and mentalities on a daily basis, which can be reflected on understanding more diverse customers backgrounds

Too many sales leaders look for their mirror image when recruiting. Great sales leaders understand the value of a diverse team. Getting more people (including junior staff) involved in the recruitment process, will also help.

The best way to get more diversity is by challenging the status quo. Challenge the existing conventional hiring practices which are biased which will eventually lead to hiring talent that is more or less with the same perspective. Try to get a pool of candidates with diverse backgrounds, including behavioral assessment before you go ahead with interviews will help you understand if they can bring new or different perspectives to the table. Blind resumes, no gender resumes would be one way to do things.

You need to work on more unbiased methods of recruiting, some companies make an assessment criteria by looking for the candidate age, sex or nationality. Imagine how you would be amazed by the results you will get when you know the top performer is a fresh graduate or a 60 years old retired person!

If you want to be successful, an inclusive culture is not an option; it’s a must. Everyone in your team needs to truly feel that they are heard, valued, and that they really make a difference. It’s not easy and requires consistent efforts to build it by always listening to the team members’ perspectives, appreciating their input, and acknowledging the value they add to the organization. Celebrate their successes and recognize them in public, and have a straightforward talk when you need to give direction in private. Recognize team members who help others, making it a guiding principle in your team. Walk the talk, be a role model, and lead by example. Once you create this culture, enjoy the transformation in your team.

One of the best ways I’ve found to create an inclusive culture is by creating a safe place for mutual feedback and growth. This means as a leader providing feedback, and being open to feedback yourself and showing your team that you implement what they share with you. If you combine this with catching the team doing things well, and intentionally providing positive support when they do well, you will foster a team that trusts you and feels supported. That way when you need to coach and offer feedback related to improvement they see you as fair and balanced and as someone who values growth all around.

Managing a diverse team can look harder than a team from the same background but you can look at it as a challenge and added value. When you appreciate there are different mentalities, you will automatically accept different ideas and also you will have better shared experiences internally

You know, I've been closely following topics related to diversity, and it has sparked many reflections, more than can fit in this post. I strongly believe that all relationships, regardless of who is on the other side, need to be managed. In the business context, the aim is an agreement between businesses, detached from any personal differences. Leading in business requires empathy, a creative outlook, and the resolution of obstacles that may impact the proposed business activity. All of this should happen with respect, transparency, and the goal of achieving an agreement where everyone wins. By adopting this approach, diversity-related issues are safeguarded and well-managed.

In some cultures, what is normal for you is not for others, and what is clear for you is not for others. Generally speaking, using simple direct words is much better than using vague or hard to understand sentences, for example the native english speakers should not use hard words to understand for people with english as a second language

Celebrating diversity in a team involves embracing various cultural traditions, customs, and perspectives. It includes organizing events like cultural heritage months or international food festivals, where team members share their backgrounds through food, stories, or customs. Encouraging discussions about different cultural experiences enables mutual learning and appreciation. This celebration fosters inclusivity, respect, and a sense of belonging among team members. Embracing diversity in such ways creates a vibrant, cohesive work environment that values and respects the uniqueness of each individual.

Diversity is one of the main factors of any team building exercise. It can lift a team and it can also it can help make a good collaborative team. If diversity is a go in your team you wont see issues in cross account management within your team. You will be able to direct the team easily.