Here's how you can cultivate a diverse professional network with your boss and colleagues.

Diversity; Equity , inclusion and belonging ( DEIB) goes beyond ethnicity and nationality,or citizenship it includes gender,age, religion, disability, sexual orientations etc.This concept of DEIB includes team dynamics. Productivity and innovation within the organization.Each members of your team must have equal opportunities to bring their A game at the workplace and they nust feel valued.Everyone must be heard , seen abd their opinion must be considered in developing workplace policies and procedures.Diversity creates workplace fairness, and inclusion gives employees a sense of belonging.

Abrazar la diversidad cultural no es solo aceptar sino involucrarse siempre un poco más. Parte de las necesidades de la inmensa cantidad de culturas existentes, son las relaciones personales, y la única forma de crear un vínculo es a través de la interacción, y cultivó constante de las relaciones personales, esto permite ampliar la visión del equipo a una forma más cosmopolita de trabajo, y permite aportar nuevas y mejores ideas, dándole seguridad a cada miembro del equipo, y fomentando una inclusión. Bajo una relacion laboral, lo importante es dejar muy claros los límites de estas relaciones, y fomentar una cultura de autoridad y rango, además de unas reglas específicas y formas de resolución de conflictos que permitan un botón de stop.

Value Different Approaches: Recognize that there may be multiple ways to approach a problem or task. Be open to considering solutions from different cultural perspectives.

Mas que escuchar es implemtar la empatía, es decir, debemos profundizar en temas muy complejos de formas de vida, que permitan entender el porqué de las cosas, la lógica siempre es un buen compañero en estos cosos, de la misma manera el objetivo es mantener los canales de comunicación abiertos y comprender el verdadero valor de cada individuo y como líder buscar la integración perfecta en los equipo de trabajo

Nunca es suficiente, efectivamente, nunca terminas de conocer a alguien, porqie ese alguien al igual que tu se transforma y moldea con su entorno, pues existen efectivente patrones que moldear on personalidades, pero no generan definitivas en el accionar de este, por eso, tener la mente abierta y tomar la decisión de mantenerse en constante aprendizaje generan beneficios totales y enriquecedores ñ.

Frequently, members of underrepresented groups do not receive the same access to organic mentorship or coaching. Mentorship provides an opportunity to work and communicate with colleagues of different backgrounds and experiences than your own. Some of these cross-cultural mentoring relationships are the most illuminating for mentors as they can uncover and consider any potential biases they've held or opportunities to grow in becoming more inclusive leaders.

Focus on common points your teams/suppliers/customers have instead of differences as each person is different. Avoid falling in the trap of cliché “he/she is from.. so he/she can’t…”

Take the initiative to engage in meaningful conversations with your boss and colleagues beyond work-related topics. Show genuine interest in their backgrounds, experiences, and perspectives. Many companies have ERGs focused on various diversity dimensions such as race, gender, ethnicity. Joining these groups can provide opportunities to network with colleagues who share common interests and experiences. Get involved in diversity and inclusion initiatives within your organization. Whether it's serving on a diversity committee or volunteering for diversity-related events, actively participating can help you connect with like-minded colleagues and contribute to a more inclusive workplace culture.

Diversity is quantifiable data and says very little about the *quality* of one’s experience. To build trusting relationships within a diverse professional network, we have to understand that how people show up is influenced by their positionality and their proximity to/power within the dominant culture in which the network operates. As we build a diverse professional network, we cannot focus only on interpersonal relationships and forget about systems and structures. How accessible is our professional network? Who is not at the table? What structural barriers and systemic inequities may be preventing members from thriving? What are the root causes and histories of these barriers? How can we remove them to have more equitable outcomes?