Sie befinden sich in einem virtuellen Team, dem es an Vielfalt mangelt. Wie können Sie ein inklusiveres Umfeld schaffen?

To create a more inclusive environment in a virtual team lacking diversity, Will try to actively recruit diverse members, promote open communication, encourage everyone to share their perspectives, and ensure that everyone feels valued and respected regardless of their background. Will actively seek diverse perspectives. Provide training on unconscious bias, establish inclusive policies etc.

Creating a more inclusive environment in a virtual team that lacks diversity requires intentional effort and commitment. Here are some strategies to consider: 1. Educate the Team 2. Encourage Open Communication 3. Promote Diversity in Recruitment 4. Establish Inclusive Policies 5. Provide Training and Development Opportunities 6. Create Affinity Groups 7. Lead by Example 8. Celebrate Diversity 9. Seek Feedback Regularly 10. Monitor Progress and Hold Accountable By implementing these strategies, you can create a more inclusive environment in your virtual team, where every member feels valued, respected, and empowered to contribute their unique perspectives and talents.

Ways to get started is to : Educate the team on the importance of diversity and inclusion through resources and training sessions. Encourage open communication where team members feel comfortable sharing their perspectives. Advocate for diverse hiring practices to bring in team members from different backgrounds. Implement inclusive policies like flexible work hours and access to necessary resources. Foster collaboration opportunities for team members to learn from each other's experiences. Celebrate cultural holidays and events to recognize diversity within the team. Lead by example by actively seeking out diverse perspectives and addressing bias. Continuously evaluate and adjust diversity and inclusion efforts based on feedback.

Diversity is the word of the month. It is undeniable that the idea of having similar people on the team is easier to manage for several reasons: people with similar ideas argue less, think in similar ways, and agree easily. But that's the problem. People with different backgrounds and training are the key to instigating new ideas, leaving their comfort zone, and bringing new ideas to solve everyday challenges in companies.

In my experience, the initial phase of evaluating team diversity is crucial for fostering inclusivity and maximizing productivity. Utilizing tools like the Diversity Wheel, Cultural Dimensions, or Belbin Team Roles offers a structured approach to assessing various aspects of diversity within the team. By mapping out differences in backgrounds, identities, personalities, skills, and preferences, you gain insights into the team's dynamics, strengths, and areas for improvement. This process not only highlights potential sources of friction but also unveils opportunities for synergy and collaboration among team members with complementary attributes.

NEVER hassle someone on a video call because their camera is not on. There are a number of reasons why the other person may have it off, ranging from bedhead to neurodiversity.

Hearing all voices and fostering participation. Using surveys, sharing best practices, intentionally searching for successful examples, ... Anything that can be received is welcome to improve our practices.

When planning group in-person events, always ask discretely in advance for dietary needs, and involve those with specific needs in the planning. Passing along a few words to an event planner who may or may not pass them to a caterer who may or may not understand (or care) is a recipe for hungry and unhappy team members. And in no case schedule at a steakhouse / bbq joint or a loud/crowded bar.

Eschew proximity bias. Use tools that work well for everyone, like Slack. Video tools, tools that punish Mac users, only hiring people who live close to an expensive office building: these are anti-inclusive.