What do you do if your sales team lacks diversity and inclusion?

2 Set your goals and action plan

The next step is to set your goals and action plan for improving your sales team's diversity and inclusion. You should align your goals with your business strategy, vision, and values, and make them SMART (specific, measurable, achievable, relevant, and time-bound). You should also involve your sales team members and other stakeholders in setting the goals and action plan, and communicate them clearly and consistently. Your action plan should include specific actions, responsibilities, resources, timelines, and metrics for each goal. For example, you can set goals and actions for increasing the representation, retention, and advancement of diverse groups in your sales team, enhancing the skills and competencies of your sales team members on diversity and inclusion, creating a more inclusive culture and climate in your sales team, and engaging and satisfying your diverse customers.

3 Implement and monitor your action plan

The third step is to implement and monitor your action plan for improving your sales team's diversity and inclusion. You should assign roles and accountabilities for each action, and provide the necessary support and guidance for your sales team members to execute them. You should also monitor the progress and results of your action plan regularly, and use the data and feedback to evaluate the effectiveness and impact of your actions. You should celebrate the successes and achievements of your sales team members and recognize their contributions to diversity and inclusion. You should also identify the challenges and obstacles that may arise during the implementation, and address them promptly and constructively.

4 Review and adjust your action plan

The fourth step is to review and adjust your action plan for improving your sales team's diversity and inclusion. You should conduct periodic reviews of your action plan, and compare the actual outcomes with the expected outcomes. You should also solicit feedback and suggestions from your sales team members, customers, and stakeholders, and use them to improve your action plan. You should acknowledge the gaps and areas of improvement, and make the necessary adjustments and modifications to your action plan. You should also update your goals and actions as your business environment, customer needs, and sales team dynamics change.

5 Learn and grow from your experience

The fifth step is to learn and grow from your experience of improving your sales team's diversity and inclusion. You should reflect on your experience and identify the key lessons and best practices that you can apply to your future sales activities and initiatives. You should also share your experience and knowledge with your sales team members and other sales leaders, and learn from their experience and insights. You should also seek out new opportunities and challenges to enhance your skills and competencies on diversity and inclusion, and to expand your network and relationships with diverse groups and individuals.

6 Keep the momentum going

The sixth step is to keep the momentum going for improving your sales team's diversity and inclusion. You should not treat diversity and inclusion as a one-time project or a checkbox exercise, but as a continuous journey and a strategic priority. You should constantly monitor and measure your sales team's diversity and inclusion performance, and celebrate the milestones and achievements. You should also reinforce the commitment and accountability of your sales team members and yourself to diversity and inclusion, and foster a culture of learning, feedback, and improvement. You should also seek out new ideas and innovations that can enhance your sales team's diversity and inclusion, and create more value for your customers and your business.

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?