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What do you do if your executives are not fostering a positive and inclusive work environment?

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What do you do if your executives are not fostering a positive and inclusive work environment? This is a common challenge that many people managers face, especially in large and complex organizations. In this article, you will learn some practical tips on how to address this issue and promote a culture of diversity, equity and inclusion (DEI) among your senior leaders.

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Kickstart constructive dialogues:

Begin by raising concerns through appropriate channels like HR and initiate a conversation with executives. Stress the significance of DEI in driving innovation and engagement, offering actionable suggestions such as diversity training.### *Involve leaders in strategy:Invite executives to join or sponsor DEI committees and initiatives that align with their goals. This involvement makes them part of the solution, encouraging them to set and track DEI objectives for themselves and their

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1 Understand the root causes

The first step is to understand why your executives are not creating a positive and inclusive work environment. There could be many reasons, such as lack of awareness, resistance to change, fear of losing power, or personal biases. You need to identify the specific barriers and motivations that are influencing their behavior and attitudes. You can do this by conducting surveys, interviews, focus groups, or observations, or by using existing data and feedback.

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Ivan Shishkin

Executive coach for founders and C-suite. I help you grow, manage your energy, and lead your business further.
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Begin by raising concerns through appropriate channels, such as HR, and initiating constructive dialogue with executives. Stress the significance of diversity, equity, and inclusion in driving innovation and engagement. Offer actionable suggestions, like diversity training and inclusive leadership practices. Lead by example and advocate for positive change within your capacity. Together, these efforts can foster a more inclusive and supportive workplace culture.

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Vagner B.

Thread rolling machine setup specialist, focused in continuous improvements and training (Thread Rolling Operator) (thread rolling machine setter) (screw machine operator)
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The most important thing is to create strategies to show management the benefits of an inclusive environment, bringing statistics and external sources and company results before and after adopting this type of approach in teams.

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2 Communicate the benefits

The next step is to communicate the benefits of fostering a positive and inclusive work environment to your executives. You need to show them how DEI can improve their performance, reputation, and impact. You can do this by sharing relevant research, case studies, best practices, or success stories that demonstrate the positive outcomes of DEI. You can also highlight the risks and costs of not embracing DEI, such as losing talent, customers, or market share.

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Holly McDaniel

I make buying fasteners easy for you!
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Creating conversation with leaders to highlight the importance of workplace diversity would be a good start. Turning the conversations into brainstorming sessions will encourage unity and teamwork to help broaden the culture. Also a good way to bring awareness is to share statistics, such as, organizations that embrace DEI in the workplace have the likelihood of outperforming others by 36%.

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3 Provide training and coaching

The third step is to provide training and coaching to your executives on how to foster a positive and inclusive work environment. You need to equip them with the knowledge, skills, and tools to lead with DEI. You can do this by offering workshops, webinars, mentoring, or peer learning opportunities that cover topics such as unconscious bias, inclusive leadership, cultural competence, or allyship. You can also provide them with feedback, recognition, or incentives to reinforce their learning and behavior change.

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4 Involve them in the strategy

The fourth step is to involve your executives in the strategy and implementation of fostering a positive and inclusive work environment. You need to make them part of the solution and not the problem. You can do this by inviting them to join or sponsor DEI committees, task forces, or initiatives that align with their goals and interests. You can also ask them to set and track DEI objectives, indicators, and actions for themselves and their teams.

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5 Hold them accountable

The fifth step is to hold your executives accountable for fostering a positive and inclusive work environment. You need to monitor their progress and performance and ensure that they are meeting their commitments and expectations. You can do this by conducting regular reviews, audits, or surveys that measure their DEI results and impact. You can also use performance management, reward, or disciplinary systems to reward or correct their behavior.

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6 Support their growth

The sixth step is to support your executives' growth and development as they foster a positive and inclusive work environment. You need to acknowledge their efforts and achievements and celebrate their successes. You can do this by providing them with praise, recognition, or appreciation that highlight their DEI contributions and outcomes. You can also offer them opportunities for further learning, networking, or exposure that enhance their DEI competencies and confidence.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your executives are not fostering a positive and inclusive work environment?

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1 Understand the root causes

2 Communicate the benefits

3 Provide training and coaching

4 Involve them in the strategy

5 Hold them accountable

6 Support their growth

7 Here’s what else to consider

People Management

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What do you do if your executives are not fostering a positive and inclusive work environment?

1

2

3

4

5

6

7

1 Understand the root causes

2 Communicate the benefits

3 Provide training and coaching

4 Involve them in the strategy

5 Hold them accountable

6 Support their growth

7 Here’s what else to consider

People Management

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