What do you do if your team is struggling with diversity and inclusion in the workplace?

"Struggling" can be subjective. So, it's important to assess the situation. If a group of people don't believe a problem actually exists, then it won't be easy to address it. So, open the doors for a transparent discussion, not a lecture or workshop, and discuss if what you currently see is aligned with the values you claim to hold.

Fostering scheduled knowledge-sharing sessions is important in engaging different perspectives on weekly topics provided. This should be done in a respectful space where everyone feels comfortable sharing unique ideas, regardless of age, expertise, and any other social hierarchy.

Examine current policies and processes to ensure they are inclusive and encourage diversity. Make the necessary changes to remove any barriers to underrepresented groups' participation.Encourage an open and honest discussion on diversity and inclusion within the team. Create safe environments where team members can freely share their experiences, problems, and suggestions without fear of being judged. Leaders and managers should model inclusive attitudes and actively promote diversity within their teams. This entails actively listening to varied ideas, advocating for marginalized voices, and ensuring that all team members have equal opportunity.

In this area, the goal of being "time-bound" is the most important. Many of these discussions typically lead to nobody taking the initiative to move forward after the fact. A clear deadline creates a sense of urgency and accountability you otherwise would not have.

Besides workshops and seminars put people in rooms and situations to work with people who are different. Suppose someone does not understand the value of diversity by putting them in a situation to solve a problem with someone different from them. In this case, they'll have the opportunity to learn new and different approaches while hopefully building the foundations of a fruitful relationship.

Ensure that the processes of recruitment and hiring attract a diverse pool of candidates by conducting a review of these processes. To limit the amount of bias that occurs during the hiring process, you should think about employing blind hiring procedures, defining diversity targets, and offering proper training.In order to build an inclusive environment within the team, you should develop projects and programs that celebrate diversity. Cultural events, mentorship programs for marginalized groups, and employee resource groups are all examples of examples that could fall under this category.

The term "struggle" might be naive. So, it's critical to evaluate the circumstance. If a group of people do not accept that a problem exists, it will be difficult to address. So, instead of a lecture or workshop, open the doors to a candid debate about whether what you are seeing now is consistent with the ideals you profess to espouse.Begin by admitting that there is a problem with diversity and inclusion on the team. Ignoring or denying the problem will only make it worse.Provide training or workshops on diversity, inclusion, unconscious bias, and cultural competency. This can help team members realize the value of diversity and how to foster an inclusive atmosphere.