How can you create a more inclusive and diverse industry through thought leadership?

Diversity and inclusion are critical business agendas for several reasons. A 2015 McKinsey report, "Why Diversity Matters," found that companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians. Moreover, an HBR article, "The Business Case for Diversity," emphasizes that diverse teams lead to better decision-making and innovation. Inclusion fosters a workplace culture where employees feel valued and engaged, positively impacting productivity and employee retention. "Diversity and Work Group Performance” published in the Academy of Management Journal indicates that diverse teams can outperform homogeneous teams when managed effectively.

1. Embrace the business case for D&I: Make products, systems and processes inclusive and accessible using the design principles: a. Understanding exclusion & its impact b. Incorporating constant feedback from stakeholders c. Creating scalable/ replicable solutions. 2. Create Awareness: Unconscious bias, privilege & other diversity dimensions. 3. Encourage a speak-up culture in your organization: Speak about failures, invite diverse perspectives and contra-views. Create psychological safety in the team. 4. Integrate D&I across all People Processes: Hiring, Talent Management & Leadership Development. 5. Evangelize D&I Interventions across all stakeholders: Customers, Partners, Suppliers, Vendors etc.

Embrace Diversity: Value diverse perspectives & experiences?? Thought Leadership: Lead with innovative ideas & open discussions. Challenge the status quo?? Amplify Voices: Elevate underrepresented voices. Provide platforms for diverse individual?? Education & Awareness: Promote diversity awareness. Educate on inclusivity benefit?? Mentorship Program: Establish support for underrepresented talent. Encourage growth & networking?? Accessible Opportunities: Create accessible pathways. Break down barriers?? Data-Driven Decision Making: Use data for inclusivity priorities?? Collaboration & Partnerships: Collaborate for diversity impact?? Continuous Evaluation: Regularly assess policies for improvement?? Celebrate Differences: Embrace uniqueness??

Espero que um dia a diversidade e inclus?o estejam t?o intrínsecas dentro da nossa organiza??o e sociedade que já n?o seja mais um tema a ser colocado em “check”. Todo gestor deveria saber minimamente que ter um time diverso traz muito resultado. N?o só financeiro mas diverso também em opni?es, ideias e criatividade. E esse ativo que s?o as nossas pessoas é intangível.

A importancia da diversidade se faz pois tiramos as pessoas das suas bolhas, as colocando em oportunidades que historicamente elas poderiam ser excluídas. Abrimos um leque de oportunidades para pessoas com vis?es diferentes, agregando de maneira consciente nos projetos e tomadas de decis?es

N?o adianta a empresa entrar com a ideia de contratar todos os grupos, se internamente as pessoas n?o tem esse olhar. é necessário parar, respirar e fazer um trabalho de reeduca??o com quem está na empresa, pois n?o é somente contratar, temos que receber e manter as novas contrata??es.

Olhar para dentro, para a sua composi??o de time, de fornecedores e clientes. Realizar um “censo”, um mapeamento do seu status atual. Fazer uso de relatórios já existentes no mercado ajudam na constru??o de metas que a empresa desejar alcan?ar.

Doing a personality team test is also useful, if you all have similar personality styles, that is a big tell that you have strong 'group-norms'. The more divergent your personalities are, the more different people from different backgrounds will see themselves fitting in.

?? Analyze the diversity of your workforce, especially in leadership roles. Look into the inclusivity of your hiring and promotion practices. Are there barriers that might prevent certain groups from advancing? ?? Examine your workplace culture: Is it welcoming and supportive to people of all backgrounds? Consider conducting anonymous employee surveys to gather honest feedback about the inclusivity of the work environment. ?? Review customer feedback and engagement metrics to understand if you are successfully reaching and resonating with a diverse audience. How does your product or service cater to diverse audiences? Are your marketing and communication strategies inclusive and sensitive to different cultures and identities?

LinkedIn offers a powerful platform to amplify the voices of historically underrepresented groups in your industry. By resharing posts within your network, you enhance the visibility of diverse perspectives. To have a greater impact as an ally, actively acknowledge and celebrate contributions in a way that benefits the original author.

What gets measured is what gets done. "Quota" has become a dirty word in some circles, but if you want to achieve "diversity" goals, you have have to define what you mean by that. In business, that means numbers. If you want half your sources to be women and half to be men, say so. And hold yourself accountable to that. Same for racial and ethnic diversity. If you find it challenging to meet those goals using your current network, that should spur you to put in the effort to expand the places where you are consuming content.

Imagery is hugely powerful and can unintentionally perpetuate stereotypes. I recommend to my clients that they always consider the imagery they're using in posts. Particularly with my corporate clients there's a reliance on stock photography and unconscious bias can creep in when clients are choosing pictures. I suggest that clients use a range of imagery that represents diversity, whether that's in ethnicity, abled or disabled bodies or gender for example. As well as making my clients aware of and addressing their inherent biases it's also an easy way to take action against the bias inherent in social media algorithms!

It's about intentionally curating your digital ecosystem to reflect a world of diverse voices. On platforms like LinkedIn, actively seek out and engage with leaders and Top Voices who champion diversity, equity, inclusion, and belonging. Your feed reflects your interests, so by interacting with diverse content, you'll naturally start to see more varied perspectives.

This is especially powerful for panels. Panel discussions offer a wonderful way to show different perspectives and exemplify diversity. when putting panels together I always insist on having a truly diverse mix of panelists which audiences find very powerful.

Use your platform to highlight the importance of diversity and inclusion, sharing insights and data that underline their value. Collaborate with diverse voices, giving a platform to share experiences and perspectives. Champion policies and practices that promote inclusivity within your industry. Challenge the status quo by initiating discussions around sensitive topics, and provide actionable steps for change. By being a vocal and proactive advocate, you can influence others in your industry to embrace diversity and inclusivity, leading to meaningful and lasting change.

Show the benefits of diversity consistently throughout your work. Use stories, show case studies, and make the impact explicit. Consistent messages about the impact of diversity in your industry are a powerful way to advocate for change convincingly.

As a thought leader, when you're open to learning from feedback, owning up to your mistakes, and constantly looking for ways to improve, you're not just building a better team, organization, or even industry; you're growing as a person too. It's about taking the good with the bad, learning as you go, and using those experiences to light the way for others.

Um líder eficaz deve adotar uma abordagem proativa e comprometida em rela??o à diversidade e inclus?o. Aqui est?o algumas diretrizes importantes que um líder pode seguir para criar um ambiente de trabalho diversificado e inclusivo: Promover uma Cultura de Respeito: Estabele?a uma cultura organizacional que promova o respeito mútuo, valorizando as diferen?as individuais e reconhecendo a contribui??o única de cada membro da equipe. Compreender e Celebrar a Diversidade: Demonstre compreens?o e aprecia??o pela diversidade em todas as suas formas, incluindo diferen?as de gênero, etnia, idade, orienta??o sexual, habilidades, entre outras. Celebre datas significativas para grupos diversos e culturas

Remember that the journey towards a more diverse and inclusive environment is an ongoing process. It's about making *consistent* efforts, celebrating small victories, and being open to change and adaptation. The goal is to create a culture where diversity and inclusion are not just policies, but a part of the organizational DNA. This journey requires patience, persistence, and a genuine commitment to making a difference.

As a female, latina, lesbian, I advocate for the importance of "intersectionality" and for us to recognize the multiple identities people hold and how these intersecting identities impact their experiences in the tech industry.

Inclusion means inclusion for all. Creating cultures where everyone feels included will enable every employee feel able to bring their full authentic self to work.

Diversity and inclusion are the cornerstones of successful organizations and societies. Making real change means making space for voices that are systemically silenced, and supporting system-changing efforts that make a difference.

Embracing inclusion goes beyond words – it requires deliberate action. In my journey, I've found success in the three Cs: 1. Commitment: Clearly define your dedication to diversity and inclusion. Establish goals that go beyond mere promises, making them both measurable and impactful. 2. Collaborate: Genuine inclusion starts with openness. Foster authentic conversations, encourage vulnerability, and create an environment where everyone feels heard and valued. 3. Challenge: Break free from the status quo. It's not always about the easy wins; sometimes, it's the noble or unconventional ideas that bring about lasting change. Let's go beyond mere discussions and transform inclusion into a tangible reality