Voici comment vous pouvez favoriser la diversité et l’inclusion au sein de votre équipe.

Embracing diversity is good business. It creates a wider range of perspectives, as people from different backgrounds bring different experiences and viewpoints to the table. This diversity can lead to more creative problem-solving and better decision-making. Further, having a diverse workforce can help better understand its customers, who are themselves a diverse group. Finally, casting a wider net for talent will attract the best and brightest people, regardless of their background. These diverse teams are better at challenging the status quo and developing new ideas.

Fostering diversity and inclusion within your team can significantly enhance innovation and productivity. Here are four strategies to achieve this: 1. Valuing Unique Perspectives: Encourage and respect the different backgrounds and experiences of your team members. 2. Equitable Policies: Ensure your workplace policies are designed to support all employees fairly. 3. Bias Training: Implement regular sessions to help your team recognize and mitigate unconscious biases. 4. Diverse Hiring Practices: Proactively recruit from a wide talent pool to build a more inclusive workforce. These steps can help create a more dynamic and inclusive workplace.

Having a diverse team automatically brings different perspectives to the table. Challenging the status quo and fostering a culture in which the team feels comfortable to share ideas, brainstorm and be creative unleashes the potential of diversity.

One thing I have observed is that people who have been exposed to very diverse situations, teams and experiences have to be more conscious about their surroundings as they may miss out that as manager to create space for rest of the team to open up in their pace.

In addition to policies reflecting commitment to diversity, there must be measures of accountability in place. Policies lacking accountability and/or checks and balances are simply beautiful words on paper. Let’s back our commits with action.

To effectively foster diversity and inclusion, think beyond traditional categories like race and gender to include diverse learning styles, parental statuses, and other personal factors. For instance, implement training tailored to different learning preferences, and adjust meeting formats to accommodate varied schedules. A true commitment to diversity also involves practical implementation of policies, not just drafting them. This could mean actively monitoring and evaluating the effectiveness of your diversity policies and making adjustments as needed. Additionally, investing in external DEI training can provide fresh perspectives and specialized knowledge, ensuring your efforts are both innovative and impactful.

A tailored approach should be taken to strengthen anti-discriminatory rules. Organized policies are relevant to your unique environment and provide education to identify and eliminate patterns of discrimination. These policies also work to create accountability and keep inclusion top of mind.

Creo que desde hace un tiempo hasta esta parte y mas, luego de la pandemia, que las organizaciones ya presentan una estructura mas horizontal que antes, y eso tambien se aplica a todo genero o grupo que antes haya sido excluido y hoy fomentado desde el trabajo remoto, a actividades grupales presenciales hacen que todos formen parte. Generar estas politicas a traves de la comunicacion general hacen que sea aun mas inclusivo, el poder hablarlo es la clave.

Policy formulation is by far much easier than the commitment to implement accordingly. This is most revealing in situations of keeping inclusion alive at organisations and institutions. Individuals in their roles may be fully aware of policy provisions, yet less inclined to live by rules. Bias sentiment in humans becomes harder to curb in those seen to be principled and we expect them knowing better. The fact that it requires policy and regulations to tackle biases, paving way for inclusion means that discrimination of some sort prevails. Alienating others just because you share less in common with them is one unhealthy work place worst practice. While policy makes it better, regulation to punish perpetrators serves as stop valves.

Offering tailored workshops that help managers recognize and manage unconscious biases is essential. Understanding and addressing these biases is crucial for overcoming barriers to diversity and inclusion. Our goal is to foster a more inclusive environment where equitable interactions thrive.

Having watched leaders unable to address their own biases is why these type of trainings oftentimes fail to produce the results and outcomes claimed to be needed by companies. There is a silent shame attached to bias awareness and doing the inner work to more than revealing it, but healing them. So if you are going to hire someone to do a training, make sure you also hire someone who has the skills to advise/coach/heal what is revealed from the training.

It’s critical to recognize one’s on unconscious bias towards personality, diversity of thought and resiliency. Just because you can’t envision it for yourself, it doesn’t mean it’s impossible for someone else. I am reminded of a mentor’s advice provided to me, “when it comes to leading a high performing team, don’t focus on how individuals complete the work, focus on if the work gets done”.

Recognising and addressing unconscious biases is vital for fostering diversity and inclusion. Offering training and workshops can help the team identify and manage these biases, leading to more equitable interactions. Awareness is the first step towards creating a truly inclusive environment. #Diversity #Inclusion #UnconsciousBias #TeamTraining

In my experience, The companies that actively encourage the diversity have been shown to be more creative, to make better decisions, to have better active and satisfied employees, to have a deeper understanding of their customers to be more flexible and responsive to market changes,

Uma das minhas experiências mais representativas num processo de recrutamento foi realmente estimular a diversidade, romper crenças limitantes e questionar os pontos de partida. Derrubamos os rótulos sobre o tema para reconstruir processos dignos e passiveis da leveza e imparcialidade sobre o tema. Contratamos humanos e não podemos colocar na frente suas decisões do ser e seus certificados. A essência do individuo ainda é o maior valor que ele pode ter e para que você possa enxerga-la, você também precisa romper barreiras e se preparar. Eu fui reeducada no tema em uma empresa onde os líderes acredita nesta educação. E depois disso, tudo mudou!!!!

Hiring managers should also ask recruiters for a diverse pool of candidates to ensure recruitment tactics are effective and reaching a diverse audience. Women and minorities are underrepresented in business and in particular in management and senior leadership roles. Don’t be complacent with non-diverse pools of candidates. Diverse, qualified talent exists. Challenge your recruitment teams and scrutinize your recruitment efforts if you keep getting the same results. More importantly, set some accountability measures in this area. The more reflective your organization is of your market, your consumer-base, client-base, partners, etc, the better your bottom-line.

Quanto mais uma empresa ter pessoas de perfil diferente, mas ela agrega conteúdo nas pessoas, todo recrutamento deve ser livre de conceitos pré estabelecidos e ser de uma maneira clara e igual a todos

What "diverse recruitment" makes me want to ask is: "Why does it matter to you?" This is not a trick question. Of course there is the moral and ethical aspect of it. But who does it serve if we engage in token hiring (which diverse hiring often ends up being, sadly)? We will only experience value of diverse workforce, when we have a culture that fosters psychological safety and therefore inclusion, and one in which people feel motivated enough to add value. These elements are NON-NEGOTIABLEs of our workplace culture.

A great leader at Sprinklr recently shared that he practices opening up about his authentic self in conversations with direct reports or candidates. For example, sharing something personal about yourself, your family, or your pronouns can help the other person feel comfortable showing up to work as their true self. This instantly shows them that their leader is supportive, cares, and values a safe workplace. This practice fosters an inclusive environment where everyone feels valued and accepted.

I’m a big supporter of creating safe and secure spaces for employees to voice their concerns. Having this outline can create a better sense of communication and inclusivity. The notation of being comfortable with being uncomfortable is a true thing and in order to really get down to the meat of it, we have to have these realtime but also raw conversations! This world is very different now and these problems are not going anywhere. Create the space and include the inclusion!

Creating safe spaces is essential for fostering diversity and inclusion within a team. Ensure that every team member feels secure enough to express their thoughts, ideas, and concerns without fear. Here's how: Encouraging Openness: Safe spaces encourage sharing unique perspectives, enriching the team's creativity. Building Trust: A safe environment fosters trust. Enhancing Communication: Safe spaces allow for honest conversations, improving decision-making. Learning from Differences: Team members learn from each other's diverse backgrounds. Preventing Conflict: Openly addressing concerns prevents misunderstandings from escalating. Promoting Inclusivity: Safe spaces ensure all voices are heard, fostering inclusivity.

"Safe spaces" as a concept has become a triggering expression for some people, but it does not equate to coddling or special treatment as is commonly misrepresented of the term. It simply means treating everyone with respect, dignity and being aware of how your actions impact others. When a workplace has strong psychological safety, everyone can show up and do their best work free of harassment or discrimination.

Building and setting guidelines for interaction are important as a leader. If people trust that you will guide them with respect, it leads to building trust. If people feel that there is any type of bias or favoritism exhibited, it will ruffle feathers and lessen team camaraderie.

Diversity, inclusion, equity and belonging: 1. Check your motivations, don't bother if optics or virtue signalling are on your agenda. 2. Who, specifically, is being excluded and what organisational policies or behaviours are promoting their exclusion. 3. Ask! Listen! Ask again and listen better, no consequences! Your people know what you need to do differently. 4. Words are not enough, take action - your actions must match your words!! 5. DEIB is about your people working to their strengths, do you know them well enough to engage their strengths? 6. Encourage them to bring their whole selves to work, not just their best selves. 7. Your inclusion initiatives must engage the whole business not just the demographic you're trying to include.

Rather than making DEI a "checkbox" exercise for the purposes of compliance or optics, make it an organizational lens through which every company program, policy and action is filtered and examined. Identify your internal DEI champions to lead this work or hire an external consultant, if required to create & apply this lens to the full scope of the organization. While professionals can become adept at the concepts included in DEIB - no one ever stops learning, especially true of those at the highest levels of leadership.

Realmente essa temática é delicada e muitos empreendedores precisam ajustar suas organizações não por cotas de inclusão, mas sim pelo valor agregado pelo colaboradores em cada ação, projeto ou atividade. A metanoia nas áreas estratégicas ajudarão as áreas de chão de fábrica a trabalhar com mais tranquilidade.

Nao há como atuar com diversidade sem inclusão. E não há como ser diverso e inclusivo se não deixar de olhar para as minorias que tem mais afinidade e olhar para todas elas. Além de olhar, conhecer suas reais dores e desafios. E isso vai exigir que estejamos continuamente aprendendo para transformarmos cenários e outras pessoas m.

Continuous Learning: Diversity and inclusion are journeys, not destinations. Invest in ongoing training and education. This keeps the conversation alive and demonstrates your commitment to a more inclusive workplace.

Recognizing the impact is essential for fostering and embracing diversity and inclusion. These principles are not just trends to align with global priorities. Teams that maintain healthy diversity and empower genuine inclusion consistently perform at the highest levels and become uniquely transformative.

Below are some points to consider: 1.Promote Open Communication: Encourage team members to share their perspectives and listen actively to understand different viewpoints. 2.Provide Training: Offer diversity and inclusion training to raise awareness and build skills for creating an inclusive environment. 3.Recruit Diverse Talent:Actively seek out and hire individuals from diverse backgrounds to enrich the team's perspectives. 4.Create an Inclusive Culture: Establish policies and practices that support inclusivity. 5.Recognize and Address Bias: Be vigilant about identifying and mitigating unconscious biases in decision-making processes. 6.Celebrate Differences: Acknowledge and celebrate cultural, social, and individual differences.

A missed opportunity I see within some organizations, especially larger corporations is really leaning into employee resource groups (ERGs). And, going beyond using them as a DEI checklist item. While ERGs provide a great source of connection and support for members, ERGs also want to align with the strategic priorities and goals of the organization. They want to see more people like them hired and promoted, they want the business to engage more partners and clients like them and ultimately they want to help the organization be successful. Let’s listen more, let’s make sure executive sponsors are influential decision-makers and let’s equip ERGs with the data and resources they need to help the business grow!