You're a facility manager. How can you create a diverse team that benefits everyone?

1 Define your vision

The first step to creating a diverse team is to define your vision and goals as a facility manager. What are the core values and principles that guide your work? How do you want your team to contribute to the success of your facility and your organization? Communicate your vision clearly and consistently to your team and align it with the broader mission and vision of your organization. This will help you create a shared sense of purpose and direction among your team members.

2 Hire for diversity

The second step to creating a diverse team is to hire for diversity. This means looking beyond the traditional criteria of education, experience, and skills, and considering other factors such as personality, culture, gender, age, and abilities. Hiring for diversity will help you bring different perspectives, ideas, and solutions to your facility management challenges. It will also help you attract and retain talent, as well as reflect the diversity of your customers and stakeholders. To hire for diversity, you need to use fair and inclusive recruitment practices, such as removing bias from job descriptions, screening, and interviews, and providing equal opportunities for career development and advancement.

4 Celebrate diversity

The fourth step to creating a diverse team is to celebrate diversity. This means acknowledging and appreciating the differences and similarities among your team members, and making them feel included and respected. Celebrating diversity will help you create a sense of belonging and engagement in your team, as well as enhance your team's creativity and innovation. To celebrate diversity, you need to provide opportunities for your team members to learn from each other, such as cross-cultural training, mentoring, and social events. You also need to address any issues or conflicts that may arise from diversity, such as stereotypes, biases, and misunderstandings, and foster a culture of openness and respect.

6 Measure your progress

The sixth step to creating a diverse team is to measure your progress. This means tracking and evaluating the impact of your diversity and inclusion efforts on your team's performance, satisfaction, and retention. Measuring your progress will help you identify what works and what doesn't, and adjust your strategies and actions accordingly. It will also help you demonstrate the value and benefits of diversity and inclusion to your team, your organization, and your stakeholders. To measure your progress, you need to set clear and realistic goals and indicators for your diversity and inclusion initiatives, such as team productivity, quality, innovation, engagement, and turnover. You also need to collect and analyze data and feedback from your team and other sources, such as surveys, interviews, and performance reviews, and report and communicate your results and achievements.

7 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?