How would you approach coaching a manager who struggles with promoting diversity within their team?

First, we'd delve into their current perspective. We'd explore their understanding of diversity and its benefits through open-ended questions. Are there unconscious biases hindering their recruitment practices? Do they recognize the value of a diverse team for innovation and problem-solving? This self-reflection is crucial for them to recognize potential roadblocks and commit to fostering a more inclusive environment.

In my experience, curiosity and direct developmental feedback are a key to support a manager who does not yet recognize the value of diversity. I recently supported a client who struggled with the fact someone was not acting in a way he would have expected. While exploring his perspective, I invited him to put himself in the shoes of this person projecting himself in his culture, his background and education. Rapidly, he noticed how things could look and be different from this angle and acknowledged his lack of awareness. He decided to change his approach to learn about this individual's perspective without judgment or annoyance.

As I reflect on this, I see that awareness goes beyond just understanding biases. It involves connecting at a deeper level. Spiritual Intelligence invites us to recognize that diversity enriches not only teams but also our personal growth. When managers embrace this, they can transform their environment into a space of genuine inclusion. This “Shift” in mindset can lead to greater creativity and unity within their teams. By nurturing empathy and compassion, we can inspire managers to see diversity as a source of collective strength rather than a challenge to overcome.

Start by assessing the manager’s current communication style and its impact on the team. Set objectives to develop active listening skills, ensuring they understand and value diverse perspectives. Encourage the use of inclusive language and provide training on facilitating open, respectful dialogues about diversity and inclusion. Establish regular team meetings where diverse opinions are encouraged, and set goals for precise, consistent, and transparent communication about diversity initiatives. By focusing on communication skills, you help the manager create an environment where diversity is valued and effectively promoted.

Mentoring diverse groups is also a great way to learn more about their struggles and increase empathy. I ask my clients to become mentors and reflect on their conversations with their mentees. While my clients prepare for the mentorship sessions, they will research and read about the theme. After the session, they will have more inputs and pointers to understand the importance of DEI.

Once the mindset shift begins, we can move on to equipping the manager with concrete strategies. This could involve reviewing their recruitment process to identify and eliminate bias. We could explore unconscious bias training for the manager and their team. Additionally, creating a culture of open communication and psychological safety is key. This allows team members from diverse backgrounds to feel comfortable sharing their ideas and perspectives. Combining mindset awareness with practical tools can empower the manager to build a truly diverse and thriving team.

Begin by setting clear, measurable diversity goals and establishing baseline metrics. Implement regular check-ins to discuss the manager’s progress, challenges, and achievements related to diversity initiatives. Use surveys and feedback tools to gather input from team members on the inclusivity of the team environment and the effectiveness of diversity efforts. Encourage the manager to maintain a diversity journal to reflect on their actions and track changes over time. Review diversity metrics periodically to assess hiring practices, team composition, and inclusivity improvements. You can provide ongoing support, make necessary adjustments, and celebrate successes by consistently monitoring progress.