What do you do if your virtual collaboration lacks inclusivity and diversity?

An organization can only respond to issues when it knows of their existence! The best approach towards self improvement is by allowing project stakeholders and other approved parties to conduct an audit and listen to proposed interventions and solutions to remedy the issue. Their inclusivity and diverse involvement also promotes a sense of ownership, commitment, teamwork and sustainable outcomes!

I primarily think of "inclusivity" and "diversity" in terms of diversity of ideas or differing perspectives. It seems to me that one of the biggest problems today—particularly in the public square—is the lack of intellectual diversity or a diversity of ideas in positions of power, particularly in many of our most powerful institutions. So, I believe this means there is importance to running a meeting where one is legitimately listening to the ideas of others and building a challenge culture away from group-think. If it's a big institution you may want to train and educate people on freedom of speech, conscience, and religion. Don't focus so much on compelling people but rather listening and hearing people so they have buy-in.

True inclusion starts with acknowledging the need for it. Create a safe space for honest feedback: 1. Encourage concerns without fear of judgment. 2. Actively listen and validate all experiences. By understanding challenges, you can build a commitment to a more inclusive team culture. #teamwork #communication

Ask yourself why and work with the truth of the answer. Make the virtual space a safe one. Sometimes its as simple as asking everyone to turn on their cameras. Keep that 1 or 2 persons from hogging up the time. Engage everyone by gently calling them out if necessary. People will know if they can truly contribute after the first virtual meeting, depending on how they are treated. LISTEN much and speak little, and steer the convo to those hard to face topics. Ask the team for solutions to problems or issues raised. Make sure to implement changes you say you will implement!

For people who do not feel a sense of invitation or comfort in sharing, simply asking them to share or passing the mic is not enough. Issues around power, status, culture, ability etc. can all be inhibitors here. It's important to address the deeper issue behind a lack of engagement, and the person seemingly 'disengaged' holds the answer to that. Allow people to share how they would like to engage and where to get insights on format, location, frequency, and so on. Once you have the insight, build an engagement plan that takes those into account. In addition, make sure that non-traditional (whatever that means in context) input is valued equally as the loud voices in a virtual room.

I’m a huge fan of knowing what the top strengths are at the table. We all have strengths, but we don’t always know who possesses what because opportunities don’t always present themselves. I find this to be common amongst introverts. Challenge everyone to speak from their zone of genius. Encourage them that the conversation is invaluable without their input. It makes a difference.

Ahhhhh, Creativity is PARAMOUNT here. First of all it’s important to understand the word diversity as been destroyed, misrepresented and misplaced. Part of me feel like it’s been done on purpose. The collaborations MUST be more interactive and engaging outside of just having different ways to check a box. Too many diversity trainings become a blame game of those who didn’t want to attend in the first place and the other side of the room as the Amen corner when someone agrees with them. It doesn’t help. Honestly, if you want the best help, hire me! And really, decide how to be engaging and interactive without using information and stats that can just be googled without genuine care or delivery.

An example that I have seen work is to engage with a third party who administers a truly anonymous survey. Some people don’t feel heard or they may feel intimidated sharing an opposing view of those in charge. A survey with open ended questions helps to gather feedback and opinions from all who choose to participate. A survey can help to identify trends as well as areas that need to be addressed.

Take a step back. Did you ask before you did? ie did your target communities and stakeholders say they were happy with virtual engagement, that they had the capability and resources? Be honest. Are you doing virtual collaboration for your convenience or for theirs? If virtual is the best option for all then increase support. 1. Offer training, tech, and hand-holding. 2. If you are project lead with multiple stakeholders, take it in turns to join each stakeholder group in person for the virtual meetings. Debrief afterwards over tea and buns to understand how the experience felt for them and where you can make improvements.

I'm not a fan of the question. It makes assumptions about power, influence, and opportunity. Everyone doesn't have the power, influence, or opportunity to raise questions about the lack of diversity and inclusivity in the work place.

It's a good question. The answer is to reach out to other groups and organizations and seek their recommendations. Let's say you work for the Fish & Wildlife Service doing migratory bird conservation. You know you need the perspective of Tribal Nations, but you aren't getting much from a federal register notice. You should contact Tribal wildlife officials more directly. There's a thousand ways to network and every group is different, but the principle is the same. Make active efforts to reach out.

Let's jazz up diversity in our virtual space by tapping into a spectrum of perspectives! Switch up the spotlight by rotating who leads discussions, ensuring everyone gets their moment to shine. Encourage a smorgasbord of ideas by inviting folks from diverse backgrounds to contribute their unique flavors. Stir in the richness of varied experiences—it's the recipe for a virtual banquet of creativity and innovation!

When rolling out a campaign or any project that requires virtual collaboration, it's crucial to include all related teams from the start. The sales team needs insights on customer perspectives, so include customer service. Graphic designers benefit from understanding mandates or policy guidelines, and content writers contribute to messaging clarity. Diverse perspectives not only enhance collaboration but also mitigate stereotypes and cultural misunderstandings.

I don't assume I can talk for other people when they have their voice, so I generate spaces, in special public in companies or NGOs were people can express themselves.

There has been much less activity around this area in nonprofit funding lately, philanthropic sources seem to be looking at other causes. We must keep a focus on DEI and equality in all things we do; as nonprofit leaders we should all ensure that we are partnering and align with people and corporations that hold these things as being integral as part of their mission.

The bigger problem is that people don’t know, each other’s assets, interests, passions, and other aspects of their life outside of their careers. There’s not enough time spent getting to know the people in organizations and teams. Understanding what makes them tick and learning about where their enthusiasm lives. if we did more of this, we would truly be inclusive without having to control or use power structures to achieve goals and innovations.

For any corporation or organization, retaining talent is one of the best investments for their economic ROI. Through training, workshops, or various tools and technologies, we focus on individual growth that can lead to organizational performance. Remember to maintain flexibility and demonstrate acceptance of ambiguity, as learning and implementation take time. Sensitivity to cultural differences is vital, appreciating the unique contributions each team member brings. Embracing an open mind encourages curiosity and the ability to see opportunities in different situations. These approaches not only bridge gaps but also create a more inclusive and innovative virtual collaboration environment.

*Equitable* access to training and resources should be your standard, not equal access. Different people have different needs and (lack of) privilege. If you offer everyone the same resources, you can easily fail to give some people what they need, such as when their needs differ from the majority of the group's needs.

Prior to providing training and resources, conduct a needs assessment to determine specific gaps. This will support in providing development and tools that are meaningful and relevant for the team. Administer pre and post surveys to gauge training effectiveness and resource usefulness through the lens of an employee and not just those with decision making power.

Acknowledge the Problem: Recognize and acknowledge that there is a lack of inclusivity and diversity in virtual collaboration. Educate Team Members: Provide education and training on the importance of inclusivity and diversity. Help team members understand biases and encourage them to embrace differences. Diversify Teams: Actively seek to diversify teams by recruiting individuals from different backgrounds, cultures, and experiences. By taking these steps, organizations can foster a more inclusive and diverse virtual collaboration environment, which can lead to increased creativity, innovation, and productivity.

The foundation of effective progress monitoring lies in having clear, well-defined goals. The SMART framework provides a powerful tool for setting goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. By outlining these parameters, you establish a roadmap for success and create benchmarks to track your progress. Don't wait until the finish line to assess your progress. Schedule regular reviews, either daily, weekly, or bi-weekly, depending on the complexity of your project or goal. These reviews allow you to identify any roadblocks early on, adjust your approach as needed, and ensure you're still on track to meet your deadlines.

Positive outcomes, germane to objective, are always the measure of successful engagement. Diversity, Inclusivity, and Equity does NOT require extraordinary outreach measures to ‘recruit’ participants, but to ensure opportunities are not denied any QUALIFIED participant.

It's crucial to set a precedence by reviewing policies and guidelines periodically. Each review should be seen as an iteration toward the next improved version of virtual collaboration. The purpose of the collaboration is to create a community where every member aligns with their values and works together towards the excellence that the organization is committed to pursuing. By continuously reviewing and refining policies, we ensure team members support inclusivity and diversity, fostering a culture of respect and innovation.

I've created Internal policies against discrimination and participation promotion. This means that if discrimination occur we can have protocols to repair and sanction

Work Hours & Flexibility: Consider time zone differences and cultural norms when setting expectations for availability. Promote flexible work arrangements to accommodate diverse needs and family situations. Recognition & Rewards: Ensure your recognition and reward systems acknowledge diverse contributions and value different working styles. Consider team-based rewards alongside individual ones. Data & Analytics: Utilize anonymized data and analytics to identify potential disparities in participation or opportunities within your virtual team.

It is critical to understand that your on-line tools and communications practices must be accessible if you want to be inclusive. Is captioning available and turned on? Can you pin a single language interpreter? Are you on-line platforms accessible to screen readers and other forms of assistive technology? Are hand raising tools used so that people get a chance to speak?

It is important to acknowledge that diversity in thought is paramount and sometimes can be ascertained by listening to others and engaging in meaningful conversations.

I don’t have this issue because I always make sure diversity is at the forefront of the virtual panels and conversations that I participate in and set up. This isn’t a hard thing to do. Especially when you understand that different perspectives and experiences of others adds value to the conversation.

Strong work ethic & mutual respect are key to a successful team, especially in virtual settings where inclusivity can be a challenge. Common Ground: Shared goals & values unite. Discussing these openly bridges/gaps and fosters camaraderie. Respectful Communication: Disagreements happen-courtesy matters. Listen actively, avoid interrupting, & focus on ideas, not personalities. Create a safe space for everyone to contribute. Embrace Diverse Styles: People work differently virtually. Clear communication styles & schedules ensure everyone has a chance to be heard meaningfully. Celebrate Strengths: Diversity is an asset. Encourage highlight each person's unique skills & experiences. This will lead a to more creative solutions/a stronger team.

Fostering an inclusive virtual collaboration requires ongoing effort and a willingness to address any imbalances or biases. Personally, I believe in and appreciate leading by example, thus, when the the (given company) takes proactive steps, a more diverse, equitable, and collaborative environment that benefits everyone involved, can/will be created.