How can you enhance your strategic thinking skills to support diversity, equity, and inclusion?

We need to think about DE&I as such a core element of our organisational fabric that it's no longer thought of as a "thing". In the same way that Integrity must be non-negotiable and innovation has to be essential, I am hoping that we make DE&I so natural in business that we don't need to refer to it. Organisations that foster a culture that embraces DE&I will attract and retain the very best talent. We know that diverse teams represent our markets, offer a richness of perspectives, and are more creative. The need for a business case has long passed. If we feel at any point we are working with an organisation that doesn't truly value the power of DE&I as a foundation for talent, it's likely that we are working with the wrong organisation.

Identifique os “momentos que importam” para os funcionários implementarem os comportamentos inclusivos Em vez de instruí-los a pensar na inclus?o a cada momento de cada dia, é importante identificar e ensinar os momentos mais críticos em que devem estar em alerta máximo para praticar os comportamentos prioritários. Exemplos de “momentos que importam” incluem: ? Entrevistando candidatos ? Integra??o de novos funcionários ? Fornecer feedback a um colega ? Conduzindo reuni?es de equipe ? Avaliando funcionários ? Conversando com um colega após um acontecimento significativo na vida Traduzir a inclus?o em exemplos práticos e realistas ajuda as pessoas a compreender quando e como devem concentrar-se mais na mudan?a do seu comportamento.

Leaders who have little first-hand experience of discrimination or classism need to improve their strategic thinking skills to promote diversity, equality and inclusion by becoming aware of their own privileges. It is critical to develop a deeper understanding of the challenges faced by underrepresented groups and to recognize that one's perspective may not capture the entirety of the corporate landscape. To close this gap, they should actively listen to the different voices inside and outside the organization. They should seek out literature and attend workshops that expand their awareness of systemic inequities. With a learning mindset, they will challenge unconscious biases that may be influencing the decision making.

Embed a DEI lens into your strategic planning, ensuring that diversity considerations are integral to decision-making processes. Foster an inclusive culture by actively seeking diverse perspectives within your team and across the organization, and promote open dialogue about DEI topics. Set measurable and realistic DEI goals aligned with broader organizational strategies, regularly assessing progress and adjusting strategies accordingly. Cultivate partnerships with external organizations focused on DEI to gain insights and share best practices. Embrace continuous learning, adapting strategies to address emerging challenges and opportunities in the DEI landscape.

Continuously educate yourself about diversity, equity, and inclusion. Stay informed about current issues, research, and best practices. Develop a deep understanding of the business case for diversity. Recognize the benefits of diverse perspectives, including increased innovation, enhanced problem-solving, and improved financial performance. Integrate diversity, equity, and inclusion into your organization's strategic planning. Ensure that DEI goals align with overall business objectives. Foster a culture of inclusive decision-making within your team. Ensure that diverse voices are heard during discussions, and actively seek input from team members with different backgrounds and experiences.

Resilience is possibly one of the most valuable leadership attributes in the business world today. Organisational speed of response often differentiates outcomes significantly. The need for a balanced and calm approach to unprecedented change helps leaders to build confidence & trust in their teams during challenging times. Good leaders have the ability to quickly absorb complexity and translate this into purpose and meaning for their people that enables them to shift focus quickly. As we know, the pace of change in our world has never been faster, yet the pace of change today will be slower than at any point in our future. Leaders need to build resilience, agility and decisiveness DNA whilst being thoughtful, pragmatic and inclusive.

In my opinion, Embracing uncertainty and ambiguity is a key aspect of enhancing strategic thinking skills, particularly in the context of supporting diversity, equity, and inclusion (DEI). In a rapidly changing world, leaders who can navigate uncertainty with adaptability and creativity are better equipped to drive meaningful and inclusive change. Acknowledge that biases exist and can influence decision-making. Embrace the uncertainty of navigating complex social dynamics by fostering an open dialogue about biases and their impact. Encourage diverse perspectives in problem-solving and decision-making processes. Cultivate resilience within yourself and your team. Understand that setbacks are a natural part of any transformative journey.

Comece por ter atitudes estratégicas para apoiar um programa específico. Por quê? Na verdade, os funcionários que se sentem muito incluídos têm quase três vezes mais probabilidade de se sentirem entusiasmados e comprometidos com as suas organiza??es. Priorizar comportamentos específicos e observáveis que melhorem a inclus?o Elabore um programa que traduza essas habilidades em exemplos práticos. Seja específico, identificando exatamente como os funcionários praticar?o esses comportamentos. Evite lugares-comuns vagos como “aceitar pontos de vista diversos”. Uma vez definidos os comportamentos, as organiza??es podem compará-los, medir o progresso e recompensar aqueles que os implementam.

To align actions with vision and values means acknowledging the importance of fostering an inclusive culture within the team. This involves not only championing diversity in hiring but also ensuring that everyone feels heard and valued. The goal should be to integrate equality and inclusion into the strategic fabric of the company. This can be achieved by fostering open dialogue and creating opportunities for diverse talents to flourish. Additionally, implementing mentorship programs, conducting regular diversity training, and establishing diverse hiring panels are crucial steps in building a truly inclusive workplace.

In my experience, we must establish open channels for feedback from your team, colleagues, and stakeholders regarding your DEI initiatives. Encourage regular check-ins, anonymous surveys, or suggestion boxes to provide a safe space for candid input. Practice active listening during conversations about DEI. Create an environment where team members feel comfortable sharing their experiences and insights. Pay close attention to the nuances of their feedback. Create feedback loops within your DEI initiatives. Regularly check in with stakeholders to assess progress, identify challenges, and gather input on potential adjustments or enhancements. This iterative approach will contribute to the development of a more inclusive organizational culture.

Feedback is like a mirror; it reflects what is there and can magnify what you are used to/tend to overlook. One way to get feedback is to collect a survey from employees to see what areas need improving and what areas you are good at. Another method for feedback is to bring in an outside agency. Having an unbiased ear to listen to and see how your organization is run can be very beneficial to the growth and sustainability of your business.

Collaboration and co-creation can bring about the most amazing outcomes. We must not lose sight however that for some people this mindset in itself requires a huge change in thinking. For some generations and even cultures, being part of a team meant competing with other team members to achieve outcomes. This approach is of course counter-intuitive to the spirit of co-creation and organisations should not ignore where this may have become embedded into their culture over time. We must make collaboration feel like a safe space where actions align with words. Equally reward systems and learning and career growth platforms should reflect this if this is the spirit that we wish to adopt. Where we see internal competing forces, face into it.

The topics surrounding diversity, equity and inclusion (DEI) touch on deeply personal experiences and are particularly sensitive. Dealing with emotions in this context requires empathy, respect and open communication. Managers and teams should create (safe and brave) spaces for exchange that is characterized by understanding and appreciation in order to promote an authentic and inclusive corporate culture. This empathetic approach to emotions is the key to the successful and sustainable integration of diversity, equity and inclusion into the organization.