What do you do if your team lacks diversity and inclusion for future success?

One thing I found useful is boost up with inclusive discussion find out teams shortcomings n find out viable solution. Team members may come out with their strength and weakness.

The first step is recognizing that there is a lack of diversity and inclusion within your team. This acknowledgment is crucial for creating momentum for change.

Además de analizar la composición del equipo en sus múltiples dimensiones, también es importante evaluar la diversidad de habilidades, experiencias y perspectivas. Esto puede ayudar a identificar áreas donde se necesita una mayor variedad de talentos para impulsar la innovación y la creatividad. Por otro lado, es una labor esencial de la empresa crear y mantener un buen ambiente laboral teniendo siempre presentes los valores.

Show the team members the practicable aspect of diversity and inclusion and motivate them to implement. This will show them why it is important and help them to adjust positively.

One of the strategies that I would put in place is succession planning. Review the currently identified High Potential talent and ensure that they are diverse verses the current team. Create a program targeted at accelerating their growth and development. So that they are ready in a shorter period to take on leadership roles and start making a positive impact.

No hay barco que llegue a buen puerto sin un capitán que sepa a dónde ir. Establecer objetivos es algo fundamental en cualquier empresa y es importante que lo hagamos en todas las áreas. En este caso, después de las conclusiones que hayamos sacado de la evaluación que hemos realizado, ya tendremos una referencia de lo que necesitamos mejorar en el equipo para poder ponerse objetivos honestos, claros y realistas (utilizando el método SMART) y elaborar un plan estratégico para llegar a cumplir dichos objetivos con el propósito de aumentar la diversidad y la inclusión.

Define clear goals and objectives for improving diversity and inclusion within your team. These objectives should be specific, measurable, achievable, relevant, and time-bound (SMART). For example, aim to increase representation of underrepresented groups by a certain percentage within a specified timeframe.

Reconhecendo que as necessidades e circunstancias dos membros da equipe podem variar é importante que o líder esteja aberto a ajustar os objetivos e as estratégias conforme necessário, demonstrando sensibilidade às diferentes realidades e desafios enfrentados pelos membros da equipe. Além disso, ajuda a garantir que todos tenham a oportunidade de contribuir e ter sucesso.

Focus and Direction: Specific, measurable objectives provide a clear focus and direction for your D&I efforts. Everyone on the team understands what needs to be achieved. Measurable Progress: Measurable objectives allow you to track progress towards your D&I goals and identify areas where adjustments might be needed. Motivation and Accountability: Clearly defined objectives can motivate your team and hold everyone accountable for achieving D&I goals.

La comunicación efectiva entre todos los miembros del equipo y la colaboración unánime deben ser normas básicas en cualquier empresa. Consideremos la posibilidad de implementar programas de mentoría y grupos de afinidad para fomentar la conexión y el apoyo entre colegas independientemente de sus características.

Foster an inclusive environment where all team members feel valued and respected. Encourage open communication and dialogue about diversity and inclusion issues. Involve team members in discussions and decision-making processes related to diversity initiatives.

Envolver todos os membros da equipe no processo de defini??o de objetivos permite que todos contribuam com suas perspectivas e experiências, garantindo que as metas sejam relevantes e alcan?áveis para todos e aumente o engajamento da equipe

You're absolutely right. For diversity and inclusion (D&I) efforts to be successful, everyone on the team needs to be engaged in the process. Here's why: Broader Perspective: Engaging everyone allows you to benefit from a wider range of perspectives and experiences. This leads to more effective D&I strategies. Increased Ownership: When team members feel involved in shaping D&I initiatives, they are more likely to take ownership and actively participate in their implementation. Improved Buy-in: Team engagement fosters buy-in and commitment to D&I goals, leading to a more sustainable and impactful effort.

La diversidad y la inclusión deben integrarse en el ADN de la empresa, para ello, es clave implementar un plan estratégico que las facilite y las fomente. Algunos ejemplos de lo que podemos empezar a hacer inmediatamente: 1. Revisar los procesos de reclutamiento y capacitación. 2. Considerar la posibilidad de incorporar prácticas de diversidad e inclusión en todas las áreas de la empresa, desde la toma de decisiones hasta el desarrollo de productos. 3. Dejar claro a todos los miembros del equipo que la diversidad y la inclusión forman parte de los valores de la empresa. No nos despistemos, hagamos seguimiento de la evolución del equipo en lo que se refiere a estas cuestiones y tomemos decisiones conscientes al respecto.

Develop and implement strategies to enhance diversity and inclusion within your team. This could include recruiting from diverse talent pools, providing diversity training and education, creating mentorship or affinity groups, and implementing inclusive policies and practices.

Diversity Sourcing: Actively seek out candidates from diverse backgrounds by advertising on relevant platforms and partnering with organizations focused on diversity recruitment. Standardized Interview Process: Implement a standardized interview process with clear criteria to minimize bias and ensure a fair evaluation for all candidates. Diverse Interview Panels: Assemble interview panels with team members from diverse backgrounds to gain a broader range of perspectives.

One thing that I have found useful in coaching leaders and their teams when it comes to diversity is to consistently get curious about their progress in creating diverse and inclusive cultures. Does their intent meet their results? What can they do differently to attract diverse talent? How can they focus on being inclusive with all members of their teams? Measuring progress is essential so that the team can be open and objective on where they are finding success as well as areas to improve. Example is the wealth management industry where statistics show just from a gender perspective wealth advisors in 2010 were 69% male and 31% female (Zippia, 2022) and in 2021 they were exactly the same? Ensure the intent is matching the results.

Además de las métricas tradicionales de diversidad, como la composición del equipo, sería conveniente medir el grado de inclusión a través de encuestas sobre el clima laboral y la retroalimentación entre los miembros del equipo. Esto puede proporcionar información valiosa sobre cómo se sienten en su lugar de trabajo y qué áreas necesitan mejorar.

Regularly monitor and evaluate progress towards your diversity and inclusion objectives. Collect data on key metrics such as workforce demographics, employee satisfaction, retention rates, and diversity training participation. Use this data to assess the effectiveness of your strategies and make informed decisions about adjustments.

T?o importante quanto medir o progresso é certifique-se de que todos os membros da equipe tenham acesso aos recursos e suporte necessários para alcan?ar os objetivos estabelecidos.

Effective measurement is not just about collecting data. It's about using the data to gain insights, make informed decisions, and continuously improve your D&I strategy.

Be prepared to adapt your approach based on feedback and results. If certain strategies are not yielding the desired outcomes, be willing to try new approaches or make changes to existing ones. Continuously solicit input from team members and stakeholders to ensure that diversity and inclusion efforts remain relevant and effective.

Fundamental demonstrar sensibilidade às diferentes realidades e desafios enfrentados pelos membros da equipe. Reconhe?a que as necessidades e circunstancias dos membros da equipe podem variar e esteja aberto a ajustar os objetivos e as estratégias conforme necessário.

Diversity Metrics: Track the diversity of your team by measuring demographics like gender, race, ethnicity, age, sexual orientation, and disability status. Representation Metrics: Monitor the representation of diverse groups in different levels of your organization, such as leadership positions, technical roles, and project teams. Employee Engagement: Measure employee engagement through surveys or focus groups to assess how employees feel about inclusion and belonging within the team.

It's crucial to foster an inclusive culture where all team members feel valued and respected. This requires not only addressing demographic diversity but also promoting diversity of thought, perspective, and experience. Encourage individuals to bring their authentic selves to work and create opportunities for diverse voices to be heard and valued. Additionally, consider the broader societal and systemic factors that may be contributing to disparities in representation and work towards addressing these issues both within your organization and in the wider community.