Here's how you can foster diversity and inclusion within your team.

En primer lugar, #ComoYoLoVeo, no se puede fomentar algo en lo que no se cree, por lo tanto DIVERSIDAD E INCLUSIÓN, deben estar real y genuinamente entre los VALORES fundamentales del buen líder. A partir de ahí, es preciso crear ambientes de COMUNICACIÓN Y DIÁLOGO, abiertos, respetuosos, donde todas las personas se sientan escuchadas. La ESCUCHA ACTIVA, la empatía, generarán confianza, apoyo. También es importante CONOCERSE, para poder entender lo que cada uno hace. Creo que es fundamental predicar desde el ejemplo, para ser una fuente de inspiración. No podemos pedir lo que no somos capaces de hacer..

🌟 Building a diverse and inclusive team is essential for success! 🌟 1️⃣ Set clear diversity and inclusion policies and goals. 2️⃣ Implement unbiased hiring practices and reach out to underrepresented groups. 3️⃣ Offer training on unconscious bias and cultural competence. 4️⃣ Foster an environment where everyone feels valued and heard. 5️⃣ Support Employee Resource Groups (ERGs) for community and growth. 6️⃣ Promote diverse leadership and mentorship programs. 7️⃣ Provide flexible work options for all. 8️⃣ Encourage and act on employee feedback. 9️⃣ Celebrate diverse cultures and traditions. 🔟 Monitor progress and make data-driven improvements.

I'm currently on a team of 5. We are from 5 different continents. It is the most diverse team i've served on in my 25 year career. Together we serve a global organisation of 3500. My leader built the team wanting broad / global representation. He wasn't focused on outward characteristics. He knew to lead a truly global organization he needed leaders who think differently from himself. We work together to solve problems and I'm grateful for outcomes that are incredibly diverse. Often those outcomes are night and day from how I would have solved the problem... And, thats good.

The first step towards practicing empathy is to cultivate mindfulness. Are you fully aware, open, curious, non-judgmental, kind, compassionate, and honest about cultural differences, individual needs and challenges, location, surroundings, and more? Only then can you truly listen to others without preconceived notions or biases fully present in the moment. This is when the power of empathy truly begins. Yes, it takes effort, but embracing it honestly is what will help you and your team embrace diversity and practice inclusiveness. Be here now! Practice kindness!

I have experienced in the past that clear goals set on inclusion and diversity will give clear direction and path to achieve these goals and these will be organisational goals which will have clear focus of all leadership team members.

Setting clear diversity and inclusion goals is crucial for accountability and advancement. Define what diversity means for your team and establish specific, measurable objectives. These may involve enhancing the representation of underrepresented groups, implementing bias training, or enhancing policies to support work-life balance. By establishing these goals, you provide your team with a roadmap to follow and a benchmark to gauge success against. It's important to periodically review and update these goals to align with the evolving needs of your team and organization.

Incluir o trabalho na vida e não a vida no trabalho: esse virou meu mantra. O trabalho ocupa um espaço essencial e há outros pilares tão essenciais quanto: saúde física, cuidar das relações e das emoções, dedicar-se a novos aprendizados e hobbies,…vale a pena abrir mão de tudo para se dedicar até morrer pelo trabalho?

Setting Clear Goals: Setting defined diversity and inclusion objectives ensures accountability and advancement. Clarify what diversity means for your team and establish measurable targets. These might involve enhancing representation, providing bias training, or improving work-life balance policies. Such goals create a clear roadmap and benchmarks for success. Regularly review and update these objectives to meet the changing needs of your team and organization. An example is Salesforce's approach. Salesforce sets specific targets for increasing minority representation and conducts regular bias training. They continually assess and adjust their policies to support an inclusive workplace and progress in diversity initiatives.

Talvez um dos maiores desafios da liderança seja manter a coerência e integridade entre o pensar, fazer e agir. Observo líderes com discursos incríveis…no primeiro conflito com o time mostram a forma primária de lidar com as pessoas. Muitos esquecem de que um time é reflexo da liderança e portanto tudo o que for voltado para aprender práticas de letramento racial, autoconhecimento e desenvolvimento de novas competências relacionais estarão no cerne na liderança humanizada.

The best leaders in a culturally diverse context, I find are the most curious leaders. They demonstrate curiosity. They lead with questions. They celebrate solutions that are not their own.

Practical ways to promote diversity, inclusion and equity in your teams/conversations- 1. Pay attention to your word usage. Are you using words like- disabled, mentally challenged, depressed, blind, OCD without really understanding how others take them? 2. Is your language gender neutral? e.g.- use folks instead of guys. Do you refer to managers/leaders/clients as only He, not she/he? 3. Are the status reports colour blind friendly? Not all may understand red, amber and green the same way.

As someone welcoming and informative, I demonstrate your commitment to diversity and inclusion through: Active Listening: Genuinely understand diverse perspectives and ensure everyone feels heard and valued. Inclusive Communication: Use respectful, inclusive language and avoid assumptions and stereotypes. Cultural Awareness: Educate yourself about different cultures and celebrate cultural differences. Support and Advocacy: Actively support and advocate for underrepresented groups, promoting equity and inclusion. Creating Safe Spaces: Foster an environment where everyone feels safe to express themselves. Continuous Improvement: Reflect on your behaviors, seek feedback, and participate in training to improve.

Instalar una cultura del respeto me parece más valorable. Cuando somos capaces de respetar la dignidad de las personas, entonces entendemos que sus opciones personales, es decir, lo que cada quien escoja hacer en su vida privada, es un asunto personal. Hay que tener los límites claros y eso es parte del profesionalismo. Lo mismo que el acceso a oportunidades. Eso no pasa por tener un enfoque de tal o cual características ideológicas, sino más bien sucede cuando creamos culturas justas, donde se premie el desempeño de manera objetiva, independiente de la biología o las elecciones en el ámbito privado. Esa sensación de justicia es mucho más poderosa, porque sobre la justicia se establece la confianza, y la justicia es indivisible de la ética.

Today we have DEIB sessions across all levels & functions. I have an overseas client where they have recruited transgender people from security till the top management. They have recruited across all levels & functions. But before doing that, they had made DEIB sessions for everyone to have a better experience for the new recruits. That organisation also had washrooms for physically challenged, transgenders, women and men. Though they are still in the transformation phase, the way the learning was/is incorporated, its truly commendable. I am so proud that i was/is/will be a part of that inclusive moment.

Liderança vai além de um papel institucional e é uma jornada de uma vida inteira. O aprendizado pode e deve vir de várias formas: cursos, mentores, coaches são válidos, mas a cola do aprendizado é estar em movimento contínuo, colocando o ego de lado e servindo o time.

Continuous education is central. Life is an endless learning marathon, and one never stops learning. Even when you think you know a subject well, the environment around it keeps changing. I have always welcomed learning new things, and when it comes to diversity, what there is to learn is literally boundless. For example, a few year ago I was in a discussion about hiring in Africa and got to learn about differernt tribes and their relationship to each other. I had no idea how little did I know.

This, 100% Continuous learning is a must What works today won't work forever. There's plenty to learn as things change and evolve.

Lo relacionado con la diversidad y la inclusión debería ser un tema abierto para poder ser compartido en el ámbito empresarial. Ante esto hay una amplia gama de perspectivas, que más allá de mantenerlas reservadas, es de gran valor que sean expuestas y recibidas siempre desde el respeto y desde la amplitud de miras, para conseguir oportunidades de mejora. En este proceso es importante velar por no caer en polarizaciones que generen resistencia y abran brechas. Por el contrario, el enfoque estaría en encontrar puntos de encuentro y vías de actuación sostenibles.

Leader: I want to emphasize the importance of diversity and inclusion in our team. Any ideas on how to achieve this? Shivangi recommends using mindfulness to foster inclusivity, advocating for discussions that are fully aware, open, curious, non-judgmental, compassionate, and honest. Seeking to create a mindful space for safe sharing of ideas and opinions. Leader: That's a brilliant suggestion. Kitano San: Agreed. Ensuring everyone feels valued is essential. Ideas for fostering inclusive discussions? Yang Chen: Ground rules: active listening, no judgements, and openness to different perspectives. Leader: Mindful idea. John: These ground rules will foster collaboration. The mindful dialogue continues to progress as intended.

In order to encourage dialogues, we need to provide a safe & comfortable space for everyone. If there is lack of trust or no mutual respect, then we will not be in a position to have a better communication. The tram should feel good sharing their thoughts without any fear or insecurity. If that is created, then communication will flow progressively.

Fomentar el diálogo debe dar espacio a la posibilidad de disentir, para ello es crucial que todo líder pueda crear espacios de trabajo colaborativos y seguros donde la diversidad de integrantes venga de la mando con la diversidad de pensamientos, miradas, opiniones y soluciones. Es de altísimo valor complementar y analizar los desafíos de los negocios y de los espacios de trabajo con diferentes miradas. Esto se logra solamente con espacios laborales donde los que participan se sienten cuidados y protegidos no solo por sus líderes sino que por todo los miembros que componen el equipo.

Diversity in terms of age need not only empathetic dialogue but listening. One generation can be educated to find value from other, accept working styles and adapt to collaborate to achieve a shared goal, which need to be set and agreed upon

Creating truly inclusive policies requires us to empathize with the unique experiences and challenges faced by individuals who identify with multiple intersecting identities. For instance, a policy on parental leave should not only cater to employees who are biological parents but also those who are adoptive parents or have other caregiving responsibilities. This empathetic approach is key to fostering a culture of inclusion.

Who makes policies... It's only us people. We should be open for improvising our policies based on the relevance & importance. If we still stick to the old policies, people will not get the compatibility to work in the team or company. Good people will leave & rustic people will hold due to no other choices. Our policies should be current & relevant. Most importantly, people friendly

Creating a policy It means building a strong culture that will build strong leadership that will, in turn, build a strong team.

These policies must be well-communicated and woven into the very fabric of your company. Remember, effective policies do more than protect—they send a powerful message that diversity and inclusion are not just buzzwords, but core values critical to your team's success. Are we truly creating a workplace where everyone can thrive, or are we just paying lip service to these ideals? Let's challenge ourselves to make real, impactful changes.

Don’t just hire to meet the targets. Hire to bring in a different perspective and give everyone a seat at the table, a voice and equity. Promote diverse team member and let them take ownership. Make them strong. Care and appreciate.

If you’re in the position to hire a team, use that to your advantage. Hire people who bring diverse ideas, cultures, and perspectives to the table. I especially love bringing in people from different industries so that they can bring their knowledge and best practices in. Industry knowledge is important but can be picked up easily. I tend to avoid hiring people who have been in the industry most of their career unless the role critically requires it. And they’d be the minority on the team. Finally, I also have a “no a**holes” policy. No matter how good someone is, it’s a no go if I sense that they are potentially selfish and disruptive. From my experience, so far this has proven to be a winning combination.

Promover a diversidade e inclusão nas empresas é um processo contínuo que requer compromisso e ações estratégicas. Não esquecendo que a diversidade e a inclusão não são apenas questões de responsabilidade social, mas também estratégias vitais para o sucesso empresarial. Para isso é preciso: 1 - Criar um ambiente seguro e acolhedor. 2 - Estabelecer políticas claras de diversidade e inclusão. 3 - Implantar programas de treinamento e conscientização sobre diversidade. 4 - Contratar uma equipe diversificada (básico, né). 5 - Promover igualdade salarial e oportunidades de crescimento para todas as pessoas do time.

Diversity & inclusion crucially also encompasses diversity of thought. Leaders must be open to other ways than their own of approaching a task or situation. Too often leaders consciously or unconsciously hire or promote others who share their same style or approach, effectively hiring in their own image and shutting out diverse candidates. Leaders need to recognise and embrace different styles to their own as they can not only achieve the same results but actually be beneficial as they may stimulate new ideas and ways of thinking.