What do you do if your team managers need help creating a diverse and inclusive team?

When you lead by example, things become much clearer and easy to understand and follow. Your managers must understand the power of inclusiveness and diversity before applying it, and that's what you need to train and coach them on.

Here are some goals to set: 1. Increase Representation - based on gender, race, ethnicity, age, disability, or other relevant demographics. 2 Improve Retention Rates 3. Enhance Cultural Competency 4. Promote Inclusive Leadership Practices 5. Foster an Inclusive Culture - encouraging open communication, collaboration, and respect for individual differences 6. Encourage Diverse Thinking 7. Establish metrics to regularly review your team's progress towards its diversity and inclusion goals. 8. Recognize and Reward

If your team managers need help creating a more diverse and inclusive team, offer support, provide resources, encourage collaboration, lead by example, and offer ongoing assistance. Together, you can foster an environment where everyone feels valued and respected.

Building a Diverse and Inclusive Team: Key Strategies for Team Managers. Define diversity and inclusion goals: Clearly articulate the objectives and benefits of having a diverse and inclusive team. Implement inclusive practices: Encourage open dialogue, provide diversity training, and create a supportive environment where everyone feels valued. By setting clear goals and implementing inclusive practices, team managers can create a diverse and inclusive team that fosters innovation and success.

Track progress by setting clear goals, providing training on bias awareness, and implementing inclusive hiring practices. Regularly review metrics and listen to feedback to ensure everyone feels valued and respected. Encourage open communication and create a supportive environment where differences are celebrated.

These are trainings and/or activities you should consider conducting: 1. Action Learning 2. Leadership Development 3. Diversity and Inclusion Training 4. Boardroom Simulations 5. Technology Implementation Training 6. Human Performance Component 7. Strategy and Development IT Planning 8. Cross-Functional Teamwork 9. Retrospective Analysis 10. Cultural Competency

Start by showing up genuinely yourself. Allow your soft parts space as much as your hard parts. Treat people as individual humans rather than emphasising what points of difference they bring. While those are valuable and accommodating is helpful, the most important is genuine connection. Foster a sense of belonging for all, not by aiming for “culture fit”, but by being a culture in which “fit” defeats the purpose. Because purpose is way beyond fit.