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What steps can you take to create a diverse and inclusive workplace?

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Diversity and inclusion are not only ethical and social goals, but also strategic and competitive advantages for any team. A diverse and inclusive workplace can foster creativity, innovation, collaboration, and engagement among team members, as well as attract and retain talent, customers, and partners. However, creating a diverse and inclusive workplace is not a one-time event, but a continuous process that requires commitment, action, and accountability from everyone. Here are some steps you can take to create a diverse and inclusive workplace as a team leader.

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Gustavo Porporato Daher (Ph.D.)

Profesor y Consultor - exCFO
Ana Bavon

Estrategista | Executiva de ESG | Direitos Humanos | Cultura Inclusiva | Inteligência Relacional | Conselheira…

1 Assess your current situation

The first step to creating a diverse and inclusive workplace is to understand where you are and where you want to be. You can conduct a diversity audit to measure the representation, participation, and satisfaction of different groups within your team, such as gender, ethnicity, age, disability, sexual orientation, religion, and so on. You can also collect feedback from your team members and stakeholders on how they perceive the culture, values, policies, and practices of your team and organization. This will help you identify the strengths and gaps of your current situation, as well as the opportunities and challenges for improvement.

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Ana Bavon

Estrategista | Executiva de ESG | Direitos Humanos | Cultura Inclusiva | Inteligência Relacional | Conselheira Consultiva| Board Member | Tedx Speaker | Docente
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Integrate psychological safety into your organization culture core values. You should already make it a habit to revisit your company’s culture core values periodically, especially in a dynamic environment. If your core values don't already include a statement on psychological safety and inclusive culture, get the buy-in from the top and make efforts implement it. To get the maximize your ROI, assess your current organizational culture perception. Those datas may help fill in a blank you’ve missed, and help you earn crucial top-to-bottom buy-in.

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Vineet Govani

Mr. Project | Project Manager | Electrical Engineer | DipPM | PRINCE2? | MAIPM | MIEAust | Delivering the Major Electricity Utility and Power Infrastructure Construction Projects
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The most important step in creating a diverse and inclusive workplace is to have the support of senior leadership. This means that the CEO, other executives, and managers must be committed to creating a culture of inclusion. They must set the tone for the rest of the organization and make it clear that diversity and inclusion are important values.

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2 Set clear and realistic goals

The next step is to set clear and realistic goals for diversity and inclusion that align with your team's vision, mission, and strategy. You can use the SMART framework to make your goals specific, measurable, achievable, relevant, and time-bound. For example, you can set a goal to increase the representation of women in leadership positions by 10% in the next year, or to reduce the turnover rate of minority employees by 15% in the next six months. You can also establish indicators and metrics to track and evaluate your progress and impact.

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3 Implement inclusive policies and practices

The third step is to implement inclusive policies and practices that support and promote diversity and inclusion in your team and organization. You can review and revise your existing policies and practices to ensure they are fair, transparent, and consistent for all team members, such as hiring, promotion, compensation, performance evaluation, training, development, recognition, and benefits. You can also introduce new policies and practices that encourage and celebrate diversity and inclusion, such as flexible work arrangements, mentoring programs, affinity groups, diversity training, and events.

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Vineet Govani

Mr. Project | Project Manager | Electrical Engineer | DipPM | PRINCE2? | MAIPM | MIEAust | Delivering the Major Electricity Utility and Power Infrastructure Construction Projects
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Establish anonymous reporting mechanisms for discrimination, harassment, or bias. Ensure that employees feel safe reporting incidents and that swift action is taken. This will also give you a starting point for opportunities to improve.

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4 Communicate and engage your team

The fourth step is to communicate and engage your team in the diversity and inclusion journey. You can communicate your goals, expectations, and actions to your team members and stakeholders regularly and openly, and invite their feedback and suggestions. You can also engage your team members in the diversity and inclusion initiatives by involving them in the planning, implementation, and evaluation stages. You can also recognize and reward your team members who demonstrate inclusive behaviors and contribute to the diversity and inclusion outcomes.

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Gustavo Porporato Daher (Ph.D.)

Profesor y Consultor - exCFO
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These are the most important tasks to do when you manage an international and multi-site team: communicate and engage. How do you do them considering all the differences among them? We are talking of cultures, languages, skills, education and time-zones differences! My learning experience was to engage one to one with all the members as frequent as possible, using everyway (meetings, calls, videos, hang-out). But the most effective and during action is to make the most every time you have the option to be face to face with every individual. Simply, be there, listen and remember what was said in the last meeting.

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5 Learn and improve continuously

The last step is to learn and improve continuously from your diversity and inclusion efforts. You can monitor and measure your results and impact using the indicators and metrics you established earlier, and compare them with your goals and benchmarks. You can also solicit and analyze feedback from your team members and stakeholders on their experiences and perceptions of the diversity and inclusion culture, values, policies, and practices. You can then use the data and insights to identify what works and what doesn't, and to make adjustments and improvements accordingly.

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Vineet Govani

Mr. Project | Project Manager | Electrical Engineer | DipPM | PRINCE2? | MAIPM | MIEAust | Delivering the Major Electricity Utility and Power Infrastructure Construction Projects
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Celebrate diversity. It is important to celebrate diversity in your workplace. This can be done by hosting events, recognizing employees for their contributions, and creating a space where people can share their stories.

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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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Vineet Govani

Mr. Project | Project Manager | Electrical Engineer | DipPM | PRINCE2? | MAIPM | MIEAust | Delivering the Major Electricity Utility and Power Infrastructure Construction Projects
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Adopt inclusive hiring practices. When you are hiring new employees, make sure to use inclusive recruiting practices. This means that you should cast a wide net and reach out to a diverse pool of candidates. You should also avoid unconscious bias in your hiring decisions.

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What steps can you take to create a diverse and inclusive workplace?

1

2

3

4

5

6

1 Assess your current situation

2 Set clear and realistic goals

3 Implement inclusive policies and practices

4 Communicate and engage your team

5 Learn and improve continuously

6 Here’s what else to consider

Team Leadership

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What steps can you take to create a diverse and inclusive workplace?

1

2

3

4

5

6

1 Assess your current situation

2 Set clear and realistic goals

3 Implement inclusive policies and practices

4 Communicate and engage your team

5 Learn and improve continuously

6 Here’s what else to consider

Team Leadership

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