What do you do if your team lacks diversity and inclusion?

To start with Set a D&I goal for your team with clear objectives. Educate the existing team on the benefits of an Inclusive culture. Add more people to your team with diverse background especially from the under represented groups. Foster D&I culture by encouraging innovation, creativity, participation of team members in brainstorming sessions, Appreciate open communication, freedom of expression of ideas & suggestions.Be an active listener, show empathy and care.Create an environment where all the team members feel safe, respected, heard, included and valued. Bring in more engaging team activities that enhances cooperation & bonding within the team thereby increasing the overall productivity through D&I and achieve business goals together

Engagement, Engagement, Engagement through, what they like the most, know through Sensitivity, which sense each member use the most, seek their opinion, than move them towards the aTarget. 3 E Engagement Enhancement in knowledge Experiencing Learning

Diversity is often misinterpreted. Diversity is not about employing workers from different nationalities. Having a team that is open to different opinions, skills, talents, experience, diversity in creativity is part of it. Diversity goes beyond this, it is respecting and valuing people from different backgrounds and giving them the opportunity to contribute to the organisations mission, vision and values.

Creating a diverse and inclusive team is vital for success! Step by step, starting with assessing our reality, setting clear goals, and implementing comprehensive training. It's not just about numbers; it's about fostering a culture where everyone feels valued and heard.

In crafting goals, prioritize depth over breadth. Set objectives that foster a variety of perspectives, such as increasing neurodiversity, cultural backgrounds, & life experiences within your team. Goals should also target the enhancement of inclusive practices, like implementing structured interviews to reduce bias in recruitment & establishing mentorship programs that support career advancement for underrepresented groups. These are impactful because they address both the visible & invisible facets of diversity, leading to a more innovative, empathetic, & effective team. By focusing on comprehensive inclusivity, you create an environment where diverse talents thrive, driving business success from a foundation of varied perspectives

I believe HR professionals have a lot of work to do in this area. HR professionals also need ongoing training in dealing with diversity issues, they have to be role models and desist from bias behaviours. Their lack of knowledge and education in this area is also a barrier in ensuring that each team including management is well equipped in dealing with diversity matters.

In my experience, the policies and trainings are objective aspects that provide evidence of a shift towards embracing people of all backgrounds. However, what keeps people is the feeling of inclusion. This takes those policies and trainings that demonstrate acceptance of all people to actually involving and embracing all people. There are so many methods to foster inclusion. One simple tactic I use is remaining curious about people and their thoughts, asking questions and leaving space for others to respond. I also practice self-reflection. After meetings, I will take a few moments to ask myself how I included others and possibly excluded others. I then make action plans for my next meeting to sustain or improve.

Firstly acknowledge the Problem.I recently experienced leaders don't open up on DEI. So, Educating yourself and team is very important. Assess the situation and identify barriers.Implement Diversity and Inclusion Initiatives which matter on every day moments. Encourage open communication within your team where team members feel comfortable discussing diversity and inclusion issues and sharing their experiences, not everyone is at same level. Lead by example by demonstrating inclusive behaviors and fostering a culture of respect and acceptance within your team. Continuous Improvement should be focused. Monitor Progress and Celebrate Successes. Commit to Long-Term Change.

If my team lacks diversity and inclusion, I'd first acknowledge the issue openly and encourage honest discussions. Then, I'd actively seek out diverse perspectives and voices, whether through hiring practices, training programs, or outreach efforts. It's crucial to create an inclusive environment where everyone feels valued and respected. Additionally, implementing diversity and inclusion initiatives and policies can help foster a culture of belonging. Regular feedback sessions can also help gauge progress and identify areas for improvement. Ultimately, it's about fostering an environment where everyone feels empowered to contribute their unique perspectives and talents.

This all begins with having a fair and diverse attraction and selection procedure in place. Get your EVP right, your attraction campaigns aligned, and create an objective and fair assessment process for selecting employees, and you will be able to create, over time, an equal and diverse workforce through Recruitment