During my corporate career I have been a big supporter of Diversity and Inclusion…there was no chance of my team members not accepting it as it was mandatory for them to seek out personnel with skills irrespective of gender or any other shortcomings …leading by example and showing it in your actions is equally important for it to be accepted by all …and ensure celebrating success together brings in this acceptability easily

To encourage openness to diversity in my team, I’ve focused on building a culture of respect and inclusion. I foster open communication, ensuring that everyone feels heard and valued, regardless of their background. I lead by example, making inclusivity a priority in decision-making and ensuring fairness throughout the team. By continuously educating the team on the benefits of diversity and celebrating small milestones along the way, I’ve helped create an environment where differences are welcomed, and collaboration naturally strengthens.

Data, data, data......there are countless reports and white paper showing the correlation between diversity and company profitability.

On parle souvent de donner du sens, je crois que c'est une erreur. Le sens de se donne pas, chacun le construit. En revanche on peut aider son collectif à construire un sens partagé. Résister à ce type de changement, veut souvent dire que l’on se sent menacé à niveau profond, identitaire souvent. L’échange, la mise en mot, l’écoute la rencontre ... seront des clés d'adhésion importantes. Cela permettra la construction d’une nouvelle couche narrative autour du changement.

To start firstly we need to understand the root cause of resistance. is it fear of Change or fear losing their sense of control?! Many times it is just lack of awareness, where employees may not understand the importance of D&I or its business value. For the case of lack of understanding. Offer training to address these barriers. It is vital to listen to employees first; maybe though conducting surveys to identify the underlying concerns. Once the problem is identified communication is a must to show how a diverse workforce fosters innovation, and enhances employee satisfaction. Using data can show the positive impact. companies with diverse leadership are 33% more likely to outperform their peers