Conduct regular training sessions on diversity, equity, and inclusion (DEI) to educate team members about its importance and benefits. Foster an environment where team members feel safe to express their concerns and share their experiences without fear of judgment or backlash. Share stories of how diversity has positively impacted the organization or other companies. Celebrate diverse cultures and backgrounds through events, holidays, and observances. Implementing these strategies can help build a more inclusive culture and reduce resistance to diversity efforts.

First, spend time building your self-awareness around your attitudes and biases regarding others that have backgrounds different than yours. Do the work. Explore books, articles, documentaries that delve into other cultures, demographics, ages, religions, etc. You can't know it all but if you're going to advocate for inclusivity, you have to do some of the walk before the talk.

I believe “diversity” has been weaponised, leading to emotional reactions when discussed, as many feel it’s prioritised over capability. Yet diversity of thought is invaluable to a team—others can spot our blind spots. Focusing on the benefits to the team and individual can shift perspectives. Often, discussions focus on what people should do differently rather than why diversity benefits them personally and professionally. I had impactful bias training that was hugely insightful, changing my thought processes from that point forward. I think this is a great starting point for many teams.