Here's how you can develop the essential skills to promote workplace diversity and inclusion.

It is essential to understand the place of narrow focus/visioneering, however, in a team, the freedom to adopt/accommodate additional perspectives is driven by collegial empathy across the team. Adjacent solutions often dovetail into broader positive outcomes which is why it is very useful to encourage open conversations in safety and trust, in every team.

Always being open to communication appreciating different perspectives and never be judgmental brings workplace diversity and great company culture.

I make it a point to engage in open dialogues with my team. Whether we’re huddling in the Zoom meeting or catching up over text messages, I encourage everyone to share their stories and experiences. This isn’t just a box-ticking exercise neither—it’s about genuinely understanding the challenges they face and recognizing the value of their diverse contributions. Empathy helps us see the world through each other’s eyes, and it’s a powerful tool for fostering a culture where diversity isn’t just welcomed, but celebrated. Whether in meetings or community projects, this inclusive approach leads to stronger, more innovative teams, driving both personal growth and organizational success.

Continuous education is key to truly grasping the complexities of diversity and inclusion. As a first-gen American from the Bronx with Dominican roots, I know firsthand the value of learning about different cultures and experiences. Constant learning helps me recognize and address unconscious biases and implement policies that genuinely promote equality.

First, I am not a fan of the term "diversity". Its root is "divis" from the Latin meaning to split or force apart. "Diversity" is the antonym of "inclusion". I tend to lean towards the LMX leadership style, which harnesses inclusion and integration through dyadic networks. This brings people into the "in-group", the team, and promotes a "family" atmosphere. My military career sowed me best way to foster this inclusivity is to hire people with the skills and potential to do the work to begin with. If you use objective KPIs and standards with clear expectations bound by common values and a shared vision, then neither the ethnic heritage nor religious beliefs of the individual team members will affect the team in any negative manner.

Encouraging collaboration and making sure all voices are heard during meetings and decision-making processes are crucial. An inclusive culture celebrates differences and ensures everyone has equal access to opportunities for growth and advancement. It’s about building a workplace where everyone feels they belong and can thrive.

Creating an inclusive workplace is about more than just ticking boxes—it's about fostering a culture where every individual feels valued and respected. From flexible work arrangements to mentorship programs, the goal is to provide support and opportunities that cater to diverse needs. Encouraging collaboration and ensuring all voices are heard are crucial steps toward building a workplace where differences are celebrated and everyone has a fair chance to thrive.

Addressing unconscious biases involves both proactive and reactive strategies. Implementing blind recruitment processes can help reduce bias in hiring. Utilize software tools that analyze language in job descriptions and performance reviews to ensure they are free from biased terminology. Regularly rotate team leads and project managers to expose employees to different leadership styles and perspectives. Encourage cross-functional team projects to foster collaboration among diverse groups. Additionally, establishing a clear protocol for reporting and addressing bias-related incidents ensures that employees feel safe and supported when raising concerns.

This whole concept is simplified when you base your evaluation on skill, ability and performance. Quality knows no color, race, creed or sexual orientation.