What are some ways to create a more inclusive data architecture team?

Inclusiveness, the practice of creating a welcoming and supportive environment for people from all backgrounds, is not just a moral imperative but also a strategic imperative for data architecture teams. Embracing inclusivity fosters a multitude of benefits that contribute to the overall success of the team and the organization as a whole.

Todays juniors are tomorrows experts. Use the opportunity to mentor others and promote questions and feedback within timeboxed sessions. Involve different end user groups in soliciting feedback and remember that different stakeholders will have differing needs. Bring people together in a center of excellence that makes majority decisions on priorities but allows each voice to be heard. Take a step back to look at your team to independently assess if you have created bias or adopted an inclusive view.

Creating a more inclusive data architecture team is not without challenges and barriers. Some of the common ones are resistance to change, lack of awareness, stereotypes, and discrimination. To address these challenges and barriers, it is important to raise awareness, educate, and advocate for the value and benefits, moreover, it is important to provide channels and mechanisms for reporting and resolving any issues or conflicts that may arise.

Get intentional! Be the leader who is spearheading intentional strategies and practices that foster diversity, equity, and inclusion to create a more inclusive data architecture team. It involves soft skills - which are the hardest to learn, in my experience.

In my experience, one of the most important strategies to be more inclusive is to be the change you want to see. Be the example of encouraging open dialogue about diversity and inclusion within the team and across the organization. It is also useful to be intentional about collecting feedback from team members on inclusivity issues. As a leader, you need to be seen to deliver - not just talk - and be proactive in addressing any concerns or suggestions. Lip Service is the fastest way to lose trust and I have seen this happen many times - and it is very hard to repair broken trust.

It is important to be intentional, in my experience, and people will follow your example. You can foster opportunities for team members to learn about different cultures, identities, and experiences. For example, include training sessions, guest speakers, and resources that promote understanding and empathy. You could even offer 'brown bag' sessions. If you can't find someone to deliver a guest session - why not do it yourself?

Empathy is complex to demonstrate and show action. However, you can demonstrate empathy by examples such as offering flexible work policies that accommodate different needs, such as parental responsibilities, religious practices, or disability accommodations. People will see you deliver, not just listen.

Partner with organizations that promote diversity: Partner with organizations that promote diversity in tech, such as Women in Data Science and Black in AI. Attend conferences and workshops: Attend conferences and workshops focused on diversity and inclusion in data science. Connect with other data architects from diverse backgrounds: Connect with other data architects from diverse backgrounds to share experiences and best practices. Seek mentorship and sponsorship: Seek mentorship and sponsorship from experienced data architects from diverse backgrounds. Utilize online resources: Utilize online resources, such as articles, blogs, and webinars, to learn more about creating an inclusive data architecture team.

I'd recommend starting an internal journey and examine your own biases and perspectives. We all have them, and we can keep educating ourselves to do better. It is important to include older team members on the inclusion journey, since age is another bias that is not always recognised. You can start with small Employee Resource Groups (ERGs) by supporting or establishing ERGs for various groups to provide support networks and contribute to policy and culture development. I used to run a book club as an informal way of learning about other people and their experiences.

Creating diverse teams is hard and shouldn’t be underestimated. The fact is many groups will remain under-represented so you’re find it difficult to find sufficient team members to represent all viewpoints. This isn’t about everyone being represented, that’s impossible, but being open to representation from diverse team members, encouraging it, driving engagement, and acting when you view a complete lack of diversity to make the necessary changes.