What do you do if your team is lacking diversity and inclusion?

Building a diverse and inclusive team is vital for innovation and success. If my team lacks diversity and inclusion, I would first initiate open conversations to understand the root causes and perspectives of team members. Then, I'd implement strategies such as inclusive hiring practices, diversity training, mentorship programs, and fostering a culture of belonging. Collaboration with HR and leadership to establish clear goals and metrics for progress is key. Ultimately, creating an environment where every voice is heard and valued is paramount for achieving our collective goals.

Addressing a lack of diversity and inclusion starts with a commitment to change at all organizational levels. First, a diversity audit must be conducted to establish a baseline. Only 40% of companies currently do so (McKinsey, 2020). Implement targeted recruitment, focusing on underrepresented groups, and enhance your selection process to mitigate bias. Education is vital: investing in diversity and inclusion training has been shown to improve workplace harmony by up to 50% (Deloitte, 2021). Finally, an inclusive culture can be created by establishing employee resource groups and promoting diverse leadership.

Setting goals for team development is the main trait of leadership.Train them in a way to make them comprehend diversity is unity..

To address a lack of diversity and inclusion, assess the team's composition, acknowledge the issue, educate team members, set clear goals, revise recruitment practices, promote inclusive leadership, provide platforms for diverse voices, address bias, support employee resource groups, and regularly evaluate efforts for continuous improvement.

Gaps in diversity, equity, and inclusion are everywhere, even in teams who actively engage in the work, so don't be intimidated if your list of gaps is long. Don't think of this list as failures, but as a document that will help you strategically address the themes as they surface. And, keep adding to the list! Assess the gaps at a regular interval to make sure you're staying engaged and on track with your efforts.

Go beyond diversity as something that you have to ‘tick’ and start seeing diversity as something that you need to have if you want to have any chance of creating good ideas.

You will not achieve change unless diversity is a core KPI. Every newsletter, every conference, every touchpoint with readers is key. As well as internal goals - where are your gaps? How well are you retaining diverse talent?

Policies are useful, but look at who actually write the policies and what processes you have in making the policies. If you're making policies by inviting the same people to the same roundtable in the same boardroom while asking diverse people to just be guests for you to feel good about 'consulting with diverse people', then your policies are already dead in the water. Get out of the boardroom and be prepared to be challenged.

Policies are not the only way to make progress but they are vital. Flexible working is the number one way to close the gender pay gap, embrace it. Accessibility is another key opportunity, open your doors to the talent of disabled creatives and you open the doors to new audiences.

People who grew up in dominant cultures often struggle with changing their ways because they never had to change for the better. People who grew up in marginalised cultures often struggle with changing their ways because they had never been given the chance to change for the better. Somewhere in the middle there is a way to educate each other well, but it's a long journey.

Don't make DEI an unpaid side hustle for diverse talent. Invest in proper training, bring in the experts. Creative Equals is excellent in this space.

Diversity, equity and inclusion (DEI), was an issue before it was publicly an issue. If not, for the just purpose of including individuals in your marketing, and your staff, who are of a different race, and ginger, who speak different languages, or have different sexual orientations, it is important to represent these different individuals in every aspect of what your company does. It’s not just making sure you have two different skin colors in your stock images for marketing. It means observing holidays other than the stereotypical white American holidays like Christmas and July 4. it means educating your staff to understand that we are all different, but we are all one.

One common misconception about DEI is that it's primarily about ethnic diversity. While that is absolutely part of the consideration going into it, it's important to address what the whole of diversity, equity, and inclusion efforts include, and how equality and equity are different. Work in the DEI area promotes access for all at every ability level, and is another way to promote a company's values. It is not a "one and done" topic that can be discussed at a single team retreat, but must be baked into practices across the company for it to be effectively a part of the work culture. It must be continually brought to the forefront, as meaningful work in this area changes over time, and with the stigma surrounding it.

Inclusion isn't what you write in a deck it is how you behave. It isn't about a one off training exercise it is about an ongoing commitment to creating an environment where everyone can thrive and that means embracing the opportunity of true flexibility.

To foster inclusion in a team lacking diversity, instil a culture where every member feels valued& respected, irrespective of their background.We can initiate regular team-building activities that celebrate different cultures, backgrounds,& perspectives.By embracing flexible work policies, we can encourage cross-functional collaboration, break down communication barriers,&promote collaboration.We must ensure equal opportunities for career growth & nurture an environment where everyone feels safe and included. The efforts towards diversity&inclusion should be ongoing, focusing not just on awareness but tangible actions that create a sense of belonging for all. By embracing diversity, we enrich our collective experiences & drive innovation.

🌟 Building an inclusive team requires continuous learning and improvement. If you find your team lacking diversity, you can take proactive steps such as: 1️⃣ Assessing Current State Conduct an assessment of your team’s composition and identify areas for improvement. 2️⃣ Setting Specific Goals Establish clear, measurable diversity and inclusion goals aligned with your values and business objectives. 3️⃣ Implementing Inclusive Practices Actively promote inclusive hiring, mentorship programs, and employee resource groups. 4️⃣ Regular Monitoring and Adjustments Continuously review progress, seek feedback, and make necessary adjustments to our strategies. Diversity and inclusion are core values that drive innovation and success.🌍💪

To address our team's need for more diversity and inclusivity, we must consider initiating open discussions to encourage diverse perspectives. Encourage team members to share their unique experiences and backgrounds, promoting a culture of understanding and respect. Implement mentorship programs where seasoned team members can support and guide newcomers from underrepresented groups. Collaborate with external organisations and attend diversity-focused events to broaden your network and attract diverse talent. However, we must remember that diversity isn't just about representation; it's about creating an environment where every voice is heard and valued. 🌟 #EmbraceDiversity #InclusiveCulture