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

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Diversity and inclusion are not only ethical and social values, but also strategic advantages for any manufacturing engineering team. A diverse and inclusive team can foster innovation, creativity, collaboration, and customer satisfaction. However, achieving and maintaining diversity and inclusion in the manufacturing engineering field can be challenging, as it requires intentional and continuous efforts from leaders and team members. In this article, you will learn some practical tips on how to assess, improve, and sustain diversity and inclusion in your manufacturing engineering team.

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Syed Muhammad Osama

Peugeot | KIA | Ex Toyota

1 Assess your current situation

The first step to improve diversity and inclusion in your team is to understand your current situation. You need to collect and analyze data on the composition, performance, and satisfaction of your team members, as well as the feedback and expectations of your customers and stakeholders. You can use surveys, interviews, focus groups, or other methods to gather this information. You should also benchmark your data against industry standards and best practices to identify gaps and opportunities for improvement.

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Syed Muhammad Osama

Peugeot | KIA | Ex Toyota
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To address diversity gaps in a manufacturing engineering team, assess demographics, secure leadership commitment, and provide education. Revise recruitment practices, implement inclusive policies, and establish resource groups and mentorship programs. Encourage open communication, ensure diverse representation in decision-making, and regularly evaluate progress. Fostering a culture of diversity and inclusion enhances team dynamics, innovation, and overall effectiveness.

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2 Set clear and realistic goals

Based on your assessment, you should set clear and realistic goals for diversity and inclusion in your team. Your goals should be aligned with your organizational vision, mission, and values, as well as your customer and stakeholder needs. You should also make sure that your goals are specific, measurable, achievable, relevant, and time-bound (SMART). For example, you could aim to increase the representation of women or minorities in your team by a certain percentage or level within a certain timeframe.

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3 Implement effective strategies

In order to reach your goals, you must implement effective strategies that tackle the core issues of lack of diversity and inclusion in your team. This means looking into both the internal and external factors that influence recruitment, retention, development, and engagement. Strategies may include creating a diversity and inclusion policy and action plan to outline commitments, responsibilities, and activities; forming a diversity and inclusion committee or task force to track progress and address problems; providing diversity and inclusion training and coaching for leaders and team members; examining and adjusting hiring and promotion processes to remove bias and obstacles; offering flexible work arrangements, mentoring programs, recognition schemes, and career development opportunities for team members; motivating team members to participate in professional networks and associations related to diversity and inclusion; as well as receiving feedback from customers and stakeholders on how to improve diversity and inclusion.

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Muhammad Ramzan

Sr. Manager / Head of Operations | Leader in Plant Operations and Manufacturing processes | Environmental impact Projects | Expert, Automobile Parts Localization | TVET Manager | Industrial / Technical Trainer
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regular monitoring through the training programs and networking events may also be effective, giving a team-based task will promote understanding between the team members and will help to implement diversity and inclusion not only within the organization but also in normal life.

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4 Monitor and evaluate your outcomes

To ensure that your strategies are effective and sustainable, you need to monitor and evaluate your outcomes regularly. You should use the data that you collected in the first step as a baseline and compare it with the data that you collect after implementing your strategies. You should also use qualitative and quantitative indicators to measure your performance and impact. For example, you could track the changes in the number and proportion of diverse team members, the turnover and retention rates, the productivity and quality levels, the customer and employee satisfaction scores, and the innovation and profitability outcomes.

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5 Celebrate and communicate your successes

Finally, you should celebrate and communicate your successes in improving diversity and inclusion in your team. You should recognize and reward your team members for their contributions and achievements, and share your best practices and lessons learned with other teams and organizations. You should also communicate your successes to your customers and stakeholders, and demonstrate how diversity and inclusion enhance your value proposition and competitive edge. By celebrating and communicating your successes, you can reinforce your commitment, motivate your team, and inspire others to follow your example.

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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?

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

1

2

3

4

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1 Assess your current situation

2 Set clear and realistic goals

3 Implement effective strategies

4 Monitor and evaluate your outcomes

5 Celebrate and communicate your successes

6 Here’s what else to consider

Manufacturing Engineering

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

1

2

3

4

5

6

1 Assess your current situation

2 Set clear and realistic goals

3 Implement effective strategies

4 Monitor and evaluate your outcomes

5 Celebrate and communicate your successes

6 Here’s what else to consider

Manufacturing Engineering

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