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

1 Assess the situation

Before you intervene, you need to understand the root causes and the extent of the problem. You can use various tools and methods to assess the level of diversity and inclusion in your team, such as surveys, interviews, focus groups, observation, or feedback. You can also consult with experts or stakeholders who have relevant knowledge or experience. The goal is to identify the gaps, barriers, biases, or conflicts that are affecting your team's performance, collaboration, or satisfaction.

2 Communicate the benefits

Once you have a clear picture of the situation, you need to communicate the benefits of diversity and inclusion to your team. You can use data, stories, examples, or testimonials to show how diverse and inclusive teams can achieve better results, solve problems more creatively, and improve morale and retention. You can also link diversity and inclusion to your team's vision, mission, values, or goals, and explain how they can support your team's purpose and direction.

3 Provide training and support

Another strategy is to provide training and support to your team members to help them develop their diversity and inclusion skills and competencies. You can design and deliver workshops, sessions, or activities that cover topics such as cultural awareness, unconscious bias, communication styles, conflict resolution, or collaboration. You can also create opportunities for your team members to interact with people from different backgrounds, perspectives, or experiences, and encourage them to share their insights and feedback.

4 Model and reinforce the behavior

As a facilitator, you have a key role in modeling and reinforcing the behavior you want to see in your team. You can do this by setting clear expectations and norms for your team's interactions, such as respect, openness, curiosity, or empathy. You can also use inclusive language, practices, and tools in your facilitation, such as asking open-ended questions, using diverse examples, or inviting participation from everyone. Moreover, you can recognize and reward your team members who demonstrate diversity and inclusion in their actions or contributions.

5 Monitor and evaluate the progress

Finally, you need to monitor and evaluate the progress of your team's diversity and inclusion journey. You can use the same tools and methods you used to assess the situation, or introduce new ones, to measure the changes and outcomes of your interventions. You can also solicit feedback from your team members, experts, or stakeholders to identify what is working well and what needs improvement. You can then use this information to adjust your strategies, celebrate your successes, or address your challenges.

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?