What do you do if your professional network lacks diversity and inclusivity in leadership?

In most multicultural and global enterprises it is evident that their biggest asset is diversity in leadership. It has been proven time after time that diversity accelerates innovation, creativity and employee wellbeing. The first and last step in creating a diverse and inclusive network is... wait for it... talk to everyone even if, and especially when, it's uncomfortable. That is where growth happens.

Here are three tactical ways to diversify your professional network right here on LinkedIn. 1. Follow leaders on LinkedIn that share new and unique perspectives on your role and industry. Make a list of each account in your Notes app, and regularly visit each person’s page and engage with their content. Over time, they’ll appear more frequently in your newsfeed. 2. Join free virtual webinars and events that will expose you to new audiences. Watch their conversations in the gathering and the chat, and engage with participants. You’ll make new friends and gain new perspectives. 3. Explore articles like this one and look for new and interesting perspectives on topics you care about. Follow those people and join the conversation!

“A lot of people in our industry haven’t had very diverse experiences. So they don’t have enough dots to connect, and they end up with very linear solutions without a broad perspective on the problem. The broader one’s understanding of the human experience, the better design we will have.” Steve Jobs The first step to developing a diverse network is to acknowledge that diversity enriches our thinking, our perspective, our creativity, our decision-making. When we do, we are naturally drawn to other different from us.

When your professional network lacks diversity and inclusivity in leadership, there are several steps you can take to foster positive change: 1. Raise awareness and acknowledge bias. As a leader, it’s crucial to be aware of biases. 2. In addition to awareness, leaders should express humility and empathy. No one is immune to biases, and it’s essential to approach situations with an open mind. 3. Organizational practices for inclusivity. Consider implementing the following practices: Fair and respectful treatment. Valuing and belonging. Inclusive policies and practices. 4. Use your influence to advocate for diversity initiatives within your organization. Push for actionable steps rather than just acknowledging the importance of diversity.

As a Digital & Payments Business/Risk Executive, I become a member of employee resource networks different to my identity. This is one way to interact with people who may not be in my everyday activities. Another tactic I use is to practice hobbies outside of my comfort zone. I significantly diversified my network when I took standup comedy classes. And how refreshing it was! Often we must go out of our comfort zone to connect with people and their experiences so we can become allies and agents of inclusion.

Educate and train. Provide training sessions on diversity, inclusion, and unconscious bias for leaders and employees. Encourage ongoing learning and discussions about diversity-related topics.

Education is crucial for fostering diversity and inclusivity in leadership. Take proactive steps to educate yourself on topics such as unconscious bias, cultural competency, and inclusive leadership practices. Engage in training programs, workshops, and readings to expand your understanding and awareness. By continuously learning and evolving, you can contribute to creating a more inclusive environment where diverse perspectives are valued and respected in leadership roles.

Take the time to educate yourself about the importance of diversity, equity, and inclusion (DEI) in the workplace. Learn about the benefits of diverse leadership teams, the challenges faced by underrepresented groups, and best practices for promoting inclusivity. meanwhile Stay informed about current events, social issues, and legislative developments related to diversity, equity, and inclusion. Follow news outlets, blogs, and podcasts that cover relevant topics and issues affecting underrepresented communities. Being informed allows you to stay engaged in ongoing conversations and contribute meaningfully to efforts for positive change

You need educate yourself to understand the causes that restrict diversity and inclusivity in your network. There could be unintentional biases affecting your networking practices and systemic issues placing barriers to the emergence of diverse and inclusive leaders. You need to take due actions to overcome such barriers, to meet your desired objectives.

To address the lack of diversity and inclusivity in your network, start by educating yourself about the barriers that contribute to this issue. This entails actively seeking out resources, such as articles, books, workshops, and training sessions, that delve into topics such as unconscious bias, systemic discrimination, and privilege. By gaining a deeper understanding of these barriers, you can identify specific challenges that hinder diversity and inclusivity within your network. This knowledge empowers you to develop informed strategies and initiatives aimed at dismantling these barriers and creating a more inclusive environment for all.

Begin by seeking voices that challenge and enrich your perspective. DEI isn't about ticking boxes; it's about valuing diverse experiences and wisdom. Attend events and join forums outside your usual circles. Be curious, ask questions, and listen, really listen to the stories and insights others offer. Mentor and sponsor professionals from underrepresented groups. Advocate for diverse leadership within your networks and organizations, not as a quota, but because diverse leadership is effective leadership.

Take proactive steps to diversify your network by seeking out and connecting with individuals from diverse backgrounds and underrepresented groups. Engage in inclusive networking events, join diversity-focused professional organizations and advocate for diversity and inclusivity within your existing network and industry circles.

One unique thing you can do if your professional network lacks diversity and inclusivity in leadership is to proactively seek out and join affinity groups or professional organizations that focus on diversity and inclusion initiatives. These groups often provide valuable opportunities for networking, mentorship, and professional development specifically tailored to underrepresented individuals. By actively participating in these communities, you can expand your network with diverse leaders who share similar values and goals, ultimately contributing to a more inclusive and equitable professional landscape.

Truly understanding and embracing the value of different voices is key. I can't tell you how many times I've seen a great solution come from an unexpected team member. The more diverse the team (including gender, race, nationality & immigration status, LGBTQ+ status, and more), the larger the range of problems your company is equipped to solve. As a manager, constantly celebrate these contributions, from any employee at any level--this will help your whole team intuitively understand the amazing value every person offers with their unique perspective.

Expanding horizons can involve actions like attending industry conferences featuring diverse speakers, joining diversity-focused professional groups like Women in Leadership, or participating in mentorship programs that pair individuals from different backgrounds. These initiatives offer invaluable opportunities to learn from and connect with people with varied perspectives, ultimately enriching your understanding and approach to leadership.

Building relationships is key to fostering diversity and inclusivity in leadership. Actively seek to connect with individuals from underrepresented backgrounds, listen to their experiences, and learn from their perspectives. For example, establish mentorship relationships with diverse professionals, participate in affinity groups, or collaborate on projects with colleagues from different cultural backgrounds. By cultivating authentic connections and fostering an inclusive environment, you can contribute to a more diverse and equitable leadership landscape.

To sustain growth, you need to build relationships genuinely for your network with diversity and inclusivity. You need to reach out to professionals with varying backgrounds and show genuine interest in their prospects. Building and nurturing meaningful connections would be mutually beneficial. With the new insights gained in different leadership styles, you can enhance your leadership credentials for continued growth in your profession.

A part of building healthy, productive, mutually beneficial relationships requires a foundation of commonality. Having that thing both parties connect on is a great start. Then add in authenticity, transparency and some vulnerability into the mix can deepen the connection and create the elements of a great association. With mutual respect for each other's talents, skills and achievements, there will be something to learn from each other

Move beyond transactional networking to cultivate genuine connections with individuals from diverse backgrounds. Listen actively, amplify marginalized voices, and offer support without expecting immediate reciprocity. Embrace the richness of diversity in your network as a source of learning and mutual empowerment.

If your professional network lacks diversity and inclusivity in leadership, take proactive steps to broaden your connections. Seek out networking events and organizations specifically focused on promoting diversity and inclusion in the industry. Actively engage with individuals from underrepresented backgrounds, listen to their perspectives, and learn from their experiences. Intentionally cultivate relationships with diverse leaders by reaching out for mentorship or collaboration opportunities. Use your platform and influence to advocate for diversity within your network, recommending diverse candidates for leadership roles or speaking engagements.

Use your platform and influence to uplift and advocate for diverse leaders. Be proactive in promoting their achievements, creating opportunities for visibility, and advocating for their inclusion in decision-making processes. Recognize that your support can be a catalyst for meaningful change within your network and beyond.

Connecting is key! But to do this you need to have some idea what the people in your network are in need of or aspiring to. Then you can be on the lookout for resources that can help them as well as champion their causes and careers. BUT you must know something about them to do this and that takes us back to the step #4 above :-)

I am proud of the network of people that I have. I have no idea what their ethnic or racial breakdown is but I really don't care.

The next logical step is to reflect and adjust with your new associations and with your Team. You need to continuously monitor the effectiveness of your enhanced network making suitable adjustments in your strategy for diversifying your network. "Networking" is a dynamic and ongoing process. With your association with more and new professionals, you would find better ways to create diversity and inclusivity. Effective communication with your enhanced network would bode well for your progress in your profession.

Attend workshops or webinars focused on diversity and inclusion in leadership. These events provide valuable insights and strategies for creating more inclusive networks. For example, participate in a workshop on allyship or inclusive leadership to gain actionable tips for promoting diversity within your professional circle. By actively engaging in learning opportunities, you not only expand your knowledge but also demonstrate a commitment to fostering inclusivity in your network, thus contributing to meaningful change.

We need to take ownership and responsibility of our individual roles in fostering diversity and inclusion. This means being open to learning new and sometimes difficult to digest realities about what a lack of diversity and inclusion causes for many people. As we're open to learning and have a desire to change then we can further the cause of diversity and inclusion, one person at a time

First acknowledge and confront any unconscious biases that may be contributing to this imbalance. You then need to challenge these biases and actively seek out diverse perspectives and voices by expanding your network.

To foster diversity and inclusivity in leadership, actively seek out diverse perspectives, invite underrepresented voices to participate, and provide opportunities for growth and development. For example, establish mentorship programs, organize diversity training sessions, and support affinity groups. By creating an inclusive environment where everyone feels valued and empowered, you can cultivate a stronger and more innovative professional network.

Te sugeriría que hagas un ejercicio honesto de apreciación de perfiles diversos en distintas capas: genero, demografía, edad, personalidad, disciplina conceptual, valores... no te fijes en lo que te separa del otro sino en lo que aporta. Genuinamente aprecia la contribución de los que son distintos a ti, es decir el resto de la humanidad. Progresivamente llegarás a ver y sentir que cada ser humano es único e irrepetible y que, sí o sí, tiene algo valioso que ofrecer al mundo.