¿Qué haces si tu equipo a mitad de carrera carece de diversidad e inclusión?

Assess Current State: Evaluate the current diversity and inclusivity within the team to identify gaps and areas for improvement. Implement Training: Provide diversity and inclusivity training to team members to raise awareness and promote understanding of different perspectives. Foster Inclusive Culture: Encourage open communication, respect for diverse viewpoints, and opportunities for all team members to contribute and thrive within the team.

Compreender as características do time de forma geral e perceber os indícios de afinidades ou ausência delas com relação ao tema da inclusão e diversidade é a chave para iniciar um trabalho bem estruturado. Entender aspectos de geração, gênero, raça/etnia, classe social, dentre outros, pode fornecer um caminho de identificação de fatores a serem trabalhados. Os próprios colaboradores podem trazer aspectos que acreditam ser necessários abordar com a equipe, ou mesmo sugerir a partir de suas vivências e desafios diários na organização.

Navigating the Mid-Career Crossroads: Embracing Diversity and Inclusivity! In the midst of a rapidly evolving professional landscape, where diversity and inclusivity are increasingly recognized as essential pillars of success, what do you do if your mid-career lacks diversity and inclusivity? First and foremost, it is essential to acknowledge that this realization is not a failure, but an opportunity for growth and transformation. This requires a willingness to challenge these norms and embrace change. Cultivate a mindset of curiosity and openness. Take time to educate yourself, engage in meaningful conversations listening to diverse stories, challenges and perspectives. Moreover, embrace the mind-set of self-reflection and introspection!

A educação para inclusão e diversidade é a principal base para fortalecer um ambiente verdadeiramente acolhedor às diferenças. Diante de uma estrutura social que enfraquece vínculos e reforça estereótipos sobre grupos minoritários em direitos, é somente com a disseminação do conhecimento que se faz possível a transformação individual que irá refletir na mudança social e, neste caso, organizacional. Perceber as lacunas e os temas mais delicados pode ser um ponto de partida para o planejamento de estratégias de educação para a diversidade e inclusão, assim como a criação de comitês, por exemplo. Abrir espaço para os diálogos e trocas de experiências pode ser muito enriquecedor.

Educating your team on diversity and inclusion is paramount because it cultivates an environment where every member feels valued, respected, and empowered to contribute their unique perspectives. By fostering understanding and empathy, you not only enhance teamwork and collaboration but also unlock creativity and innovation. Additionally, educating on diversity equips individuals with the tools to recognize and challenge biases, fostering a culture of fairness and equality. Ultimately, investing in diversity education isn't just a moral imperative but also a strategic one, as it leads to stronger, more resilient teams capable of navigating complex challenges in today's globalized world.

First of all, inclusion means that everyone feel heard, valued and belonged. You can achieve this by having their say, either through formal or informal conversation or through survey. Get the insights if to evaluate how much the team feel heard and valued. Be intentional and transform this into culture that everyone embrace. Next step is identifying which diversity aspect is missing in the current team and why it is important. Once this is identified, the recruitment initiatief can start. Work with HR and marketing department to create inclusive and inviting vacancy where candidates feel welcomed. Be open to more progressive approach of recruiting. Focus on talents, potentials and motivation. Go beyond their CV can describe.