¿Cuáles son algunas formas de construir un equipo más diverso e inclusivo?

D&I should not just be one teams responsibility to foster, but it should be everyone in the company's responsibility and everyday event.

Assessing your organization current situation is crucial in tailoring your strategy on fostering diversity and inclusion in an organization. There are HRIS tools that come handy in helping to measure the diversity of a team. It is best to consider outlining the company's goals and commitment to this as well, especially the Team Leads. Ask for feedback and make sure this is something your organization supports and believes to make it work.

Setting up clear and realistic goals is another key. Diversity and inclusivity is very broad. So check what's the gap in your company first and start from there. For example, if your company or if a certain department in your company is male-dominated, then start increasing the number of women, especially in a leadership position to let say, at least 2-3 women leaders from 5 leadership role you have vacant, and leverage this for the next hiring process.

Creating an inclusive work environment is vital for companies that value diversity. A diverse team brings various benefits to the organization. Different backgrounds and experiences lead to the development of diverse ideas. However, it is crucial that the company genuinely believes in diversity and inclusion, rather than just following a social trend. Continuous training and education should be implemented from human resources to hiring managers. The hiring process should be unbiased, open, and evaluated based solely on candidates' qualifications, without considering their last name, gender, school attended, or country of origin. This mission and value should be authentic and driven from top management.

It's a good practice to start tailoring the job description in an inclusive language to attract a broader range of candidates, and focus on required qualifications and skills rather than specific backgrounds or traits that could exclude certain groups. There are some tools that check the inclusivity of a job description. Publish the job ads on diverse job platforms to make sure you are catering to everyone. It is also important to discuss unconscious biases during the interview. There are online tests that you share to them if they are interested. Having a diverse interview panel can also be helpful.

Providing and ongoing training and development does not only promote diversity and inclusion, but this could also influence stabilize or increase your organizations' retention rate. Offering workshops and sharing testimonies to your employees would be a cost-effective way of educating them on diversity and inclusion.

Putting in place a strict company policy to support this is really valuable. For example, setting up particular consequences for discrimination and harassment. It's also valuable to implement a monthly anonymous survey for the entire company and ask questions about this. Offering Learning and Development yearly allowance, conducting regular check-ins in a weekly or bi-weekly basis, leading by example, and promoting diverse and inclusive events would also be good to consider.

To first understand building DEI is not the job of the HR. But everyone’s too. It cannot be that you want to be heard yet not do anything about it. So educate everyone in the company and team that they have to practise DEI in their daily behaviours and work ethics.