What do you do if your team lacks diversity and inclusion?

1 Assess your current situation

The first step is to honestly evaluate your team's current level of diversity and inclusion. You can use various tools and methods, such as surveys, interviews, focus groups, or data analysis, to gather feedback from your team members and stakeholders. You should also examine your own biases and assumptions, and how they might affect your leadership style and decisions. The goal is to identify the gaps, challenges, and opportunities for improvement in your team's diversity and inclusion.

2 Set clear and realistic goals

The next step is to define what diversity and inclusion mean for your team, and what outcomes you want to achieve. You should involve your team members and stakeholders in this process, and align your goals with your organization's vision and values. You should also make your goals SMART: specific, measurable, achievable, relevant, and time-bound. For example, you might set a goal to increase the representation of women or minorities in your team by a certain percentage within a year, or to improve the team's engagement and satisfaction scores by a certain amount within a quarter.

3 Implement action plans

The third step is to create and execute action plans to achieve your goals. You should assign roles and responsibilities, allocate resources, and monitor progress and results. You should also communicate your plans and expectations clearly and regularly to your team members and stakeholders, and solicit their feedback and input. Some examples of action plans are: hiring and promoting more diverse candidates, providing training and coaching on diversity and inclusion topics, creating affinity groups or mentorship programs, or celebrating diversity and inclusion events or initiatives.

4 Evaluate and adjust

The fourth step is to measure and evaluate the impact of your action plans on your team's diversity and inclusion. You should use the same tools and methods that you used in the first step, and compare the results with your baseline and goals. You should also recognize and reward the achievements and contributions of your team members and stakeholders, and celebrate the successes and learnings. You should also identify the areas that need improvement, and adjust your action plans accordingly.

6 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?