Here's how you can empower managers to support and promote inclusivity in diverse teams.

Empower managers by demonstrating inclusive behavior. Show empathy, actively listen, and encourage diverse participation. Inclusivity starts at the top; when you prioritize it, managers will follow, fostering a more inclusive and collaborative team environment.

Leading by example is paramount. Managers can foster inclusivity by educating themselves on DEI (diversity, equity and inclusion), confronting biases, using inclusive language, ensuring equitable opportunities, celebrating diversity, involving the team in decisions, and holding everyone accountable for inclusive practices.

In my over 3 decades of experience and having many multi-cultural teams - at the end of the day, everyone wants to be heard, know that they matter and know that they are contributing. Leaders, regardless of culture, need to be aware of these basic human needs. Leaders need to pay attention to individual and team behavior. When you notice something out of the norm, then get it addressed immediately. Be direct, I noticed this (state the behavior) and is everything ok? Simple - people will generally tell you what is going on. Follow up with How can I/we help? If need be, get their team or assemble a new auxillary team to rally around the person to demonstrate support.

Encourage managers to create safe spaces for team members to share experiences and perspectives without fear of judgment. Regular check-ins and feedback on inclusivity ensure all voices are heard and valued. Maintain ongoing dialogue to promptly address issues and build a truly inclusive environment.

Communication is everything. Read that again, COMMUNICATION IS EVERYTHING! Without communication, we can go nowhere, we can't understand the goals, challenges or obstacles to surpass. A manager that does not understand and does not foster good communication within his team, is asking for trouble. And each team member, including managers must be open to feedback, new perspectives and a fresh perspective from each team member. Good communication is vital as it ensures all team members feel heard and valued, fostering a culture where diverse perspectives contribute to innovation and growth.

Open dialogue is the cornerstone of inclusivity, but let's not kid ourselves—it's easier said than done. Managers must actively seek out the quieter voices in the room, those who may not speak up readily but have valuable insights to share. Use anonymous surveys if necessary to ensure you're getting honest feedback. I challenge you to facilitate a 'feedback circle' once a month, where team members can discuss inclusivity anonymously, fostering a more open and honest environment.

Always spend time to train managers in fair and inclusive people management practices. Also develop their softer skills to manage with empathy and compassion. Train them through cultural competency workshops, unconscious bias training, how to effectively communicate, awareness of challenges of underrepresented groups to name a few.

Empowering your managers to lead from a place of empathy is key to creating a culture within an organisation that uplifts each member of a team, no matter their cultural differences. We easily forget that our upbringing, our environment and our place in a system gives us a very different view in life. Unfortunately unconscious biases do not stay nicely tucked away in our personal life. They can spill into our professional life and upset a team dynamic that would otherwise be thriving and giving space for diversity and inclusiveness. How do you tackle this head on? Invest in training and workshops that focus on shifting limiting mindsets to enable empowering leadership.

Education and training are crucial for managers to promote inclusivity. They help raise awareness of unconscious bias, foster empathy, and provide practical tools for creating an inclusive work environment. This empowers managers to lead diverse teams effectively and harness the benefits of varied perspectives.

Policy alignment is essential in promoting inclusivity as it ensures organizational practices and goals support diversity. It involves integrating inclusive growth considerations into policymaking, aligning design, delivery, and accountability to create a fair and equitable work environment. This strategic approach helps managers to implement policies that reflect the organization’s commitment to inclusivity.

Equip your managers with actionable strategies like mentorship programs, diversity task forces, and inclusive project management. Confident managers drive inclusivity, tailoring approaches to meet their team's unique needs and fostering a culture where everyone thrives.

Empowering managers with strategies for inclusivity involves: Hiring for talent over traditional markers of privilege. Encouraging original thinking from all team members. Using opportunities as development tools, giving employees responsibility to learn and grow. Fostering a culture of competition and collaboration, driving high performance and inclusiveness. Providing unconscious bias training and promoting collaboration among employees. Ensuring flexible work options and utilizing chat functions during virtual meetings for better engagement. Creating Employee Resource Groups to support diverse needs. All in all, empowering managers to be true leaders will assure success in any project.

In my experience, empowering managers to promote inclusivity involves not just strategies, but also fostering a mindset of continuous learning and adaptation. Encourage managers to engage in ongoing education about diversity and inclusion through courses, workshops, and seminars. This helps them stay updated on best practices and emerging issues in inclusivity. Additionally, create a feedback loop where managers can share their experiences and challenges in promoting inclusivity. This peer support network can provide new insights and collaborative solutions. Implement recognition programs that highlight successful inclusivity efforts, reinforcing the importance and impact of these initiatives.

Having an inclusive team where all type of people from various background and cultural differences come together, can positively result in a better collaborative team that grows through different perspectives. Celebrating diversity also helps managers to engage thier team in a better and positive manner through recognizing cultural holidays, emcouraging team collaborativeness and highlighting individual achivements.

Recognizing and celebrating diversity is crucial, but let's add some flair. Managers should go beyond token acknowledgments and make inclusivity a lived experience. Encourage team members to share their cultural practices and stories, and weave these into the fabric of your team interactions. For a tangible action, set up a monthly 'Cultural Spotlight' where a team member's background is highlighted through stories, food, or traditions. This not only educates but also builds a stronger, more connected team.

Learn As You Travel and Mingle. Managers require enlightenment and exposure to stand out. It is not enough to be a subject-matter expert. They can make their content richer by exploring, comparing and leveraging ideas from other cultures. So, document experiences as you globetrot and use them to differentiate your managerial style. Add more flavours to your work. Be the star manager whose engagement has more depth and pull. Consider All Opinions Encourage every team member introvert or extrovert from diverse cultures and backgrounds to participate during brainstorming sessions. Inclusivity is a shared committment. It strengthens the team, boosts confidence and morale, encourages the openness, trust and oneness.