How do you get your team to see the value of diversity?

Educating people on the value of diversity is fine...but people need real opportunities to experience it's value. So, firstly, get the recruitment processes right. Advertise roles widely. Attract candidates of all races, genders, ages, backgrounds, experiences and perspectives. Create diverse teams. Then, make sure they are well led, by leaders who clearly demonstrate their appreciation for diversity, seek to understand both team and individual needs, and coach them to work together effectively.

I will give examples of how diveristy will add value, revenue, creativity and ask if they see the importance of having diversity in the team. Example could be as simple as Constructing a shopping mall by Male, female, LGBTQ, kids, old people, disabled and see how they come with the plan and what happens if they all come together do it. In this way they see the value , change in perspective, empathy, importance of having diversity in the team.

A lot of leaders and managers may not be aware of the “diversity dividend”. Including more employees and prioritising DE&I in your organisation isn’t just the right thing to do, but it contributes to organisational and team success. We can link more diverse teams with greater collaboration, higher innovation and even productivity and profit. Ensuring employees are aware of the contribution diverse team members make to your success is critical in creating more welcoming and inclusive environments.

Diversity is as important as a core value of an organization. The enlightenment to tolerate others regardless of who they are and how you see them. The values in embracing others ideas and perspectives. All of these are valuable and tangible things about diversity that needs to be taught in a workplace.

Quick piece of advice: When you’re engaging them on this, own up that diversity is really hard! The classic point: the research shows that diverse teams take longer to make decisions. But the decisions they make drive better results. Oh, one more: Make sure they understand that diversity at work isn’t about PR or CSR. It’s about enabling fresh and different perspectives, that create opportunities for all.

The single most important element to any plan. The employees will react (and act) exactly how they see leadership act. If leaders value diversity, in WORDS and ACTIONS, then the employees will also.

It is a challenge to lead a group with diversity but it also provides great opportunity. All look for something exceptional from you which works as common denominator. If it works you have potential to be a great leader.

Be conscious of how you encourage and respond to different opinions and ideas in meetings. Encourage others to share when they think differently than you do, and explore with an open mindset. This is a great way to model the value of diversity already on your team.

Leadership engagement and championing of this is key to impact and engagement. This cannot be implemented effectively without this and it is a key factor to success and building truly inclusive and diverse workforces

This, always. How does the sameness stifle the diverse so much? It doesn't let diversity in to protect the 'culture', so if you can help show people how they're being exclusive and how that stifles more rounded view points and opportunity, you're already one step in the right direction.

Diversity is a great measure to implement however brings in its own challanges. There would be apprhehensions, discontent, and grumbling about adjustments too. This would come from both the sides , the existing and new set of employees (DEI candidates). Its then a critical task to address these fears and issues while keeping everyone on board. Sensitivities need to be cultivated afresh many a times. The responsibilitity rests on the shoulders of each and every team leader and manager. The process starts top downwards, as leaders lead by example.

Create an environment where team members feel comfortable expressing their thoughts, experiences, and perspectives without fear of judgment or reprisal. Implement regular, structured discussions or workshops focused on D&I, where employees can share personal stories and learn from each other's experiences. Encourage open dialogue by setting clear guidelines that promote respect and empathy. Provide training on unconscious bias to raise awareness and help team members understand how their perceptions can impact interactions and decision-making. Fostering a culture of openness and mutual respect, team members can better appreciate the unique contributions that diverse backgrounds bring to the table, leading to innovation, and team cohesion.

This is key for any workplace, and especially for one that is preparing to diversify. In addition to what is already listed, create a space where making mistakes is ok. That is required for people to be able to practice new skills - when people are fearful of trying something new because they might make a mistake, they often don't bother trying.

Make the experience authentic. Encourage connection by ensuring that employees feel heard and informed. Leverage feedback and participation to ensure these efforts align with broader goals. Reinforce culture and engagement by promoting knowledge sharing and regularly seeking feedback on what is working and what needs to change. Sharing new ideas and lessons learned can help employees sharpen new skills and awareness of diversity and inclusion to stay motivated. Instead of just engaging employees, strive to empower them by recognizing their strengths and engaging their spirit.

Engagement is key and creating a range and variety of ways for people to participate, to be motivated and inspired will really help to build wider engagement and supercharge the impact of your programme. Make these are driven by employees from planning to implementation building authentic and relevant programmes that matter and that will gain wider support will help you to drive and embed diversity across all areas of business

Implement a rewards system that acknowledges individuals who actively contribute to creating an inclusive environment, such as those who champion diversity initiatives, mentor colleagues from underrepresented groups, or facilitate training sessions on cultural competency. You could introduce an "Inclusion Champion" award presented at company meetings or offer professional development opportunities as rewards. This motivates employees to engage in diversity efforts and sets a precedent that the organization values and prioritizes such contributions. By visibly appreciating these actions, you reinforce the importance of diversity and inclusion within your team's culture, encouraging a more accepting and collaborative workplace atmosphere.

This is so often forgotten and yet it can be some impactful. When we make time to recognise and reward achievements in this space and promote work done here - we do not not only encourage others to take part and become invested but also encourage those already involved to dig deeper and do more!

All of this is great, but are you aware from the outset what you're looking to achieve? Don't aim for the simple 'more diversity', as you can risk tokenism or being unauthentic. More specifically, what is the outcome you are aiming for with better diversity? These goals will present you with ROI, and make improvements more tangible.

There are so many ways diversity builds value for business and it is essential that we monitor, measure and report on these to help drive change, recognise issues and make real impact with future projects. Diversity matters, Diversity brings real value to business and we must measure and monitor to share the success internally and externally to harness the power of it to enable effective change!

Diversity has to be a personal realisation and individuals need to see how it impacts them. You cannot now just talk about diversity being a business imperative. It’s a human imperative, the world has become small and closer as people intersect. So I say make it personal. I talk about my lived experience and try very hard to not judge others who have a completely different lived experience. It’s also important to acknowledge that we are living with a set of rules made up by other people and some of these people are family. So let’s make DIVERSITY PERSONAL, very very personal. Then inclusion then will happen.

Action speaks better than words. same case in here. - showcasing commitment by leading any one's example - Provide training - Share successful stories of the company or any other company - Open communication, ALWAYS! - Promote talents of employees among all - How diversity is linked with organisation goal and productivity - Implement Inclusive policies

Making social mobility part of your DE&I plans is also important. Encouraging and being attractive to people from different socio economic backgrounds is a great way to diversify thoughts and ideas across organisations whilst also adding great social value to your local communities. Seeing DE&I in practice inside and outside and organisation is much more meaningful to people than stats on a slide

When making decisions or planning out initiatives, ask you team these: 1. How would you feel if we do this? 2. How do you think certain groups of people would feel if we do this? 3. How will we be able to cater to the needs of different groups without compromising another? By making people realize the perspectives and needs of others while letting them assess their own, their mindset about diversity may change.

To cultivate appreciation for diversity, foster open dialogue within your team, emphasizing the myriad perspectives and talents that contribute to success. Harness AI and LinkedIn community insights to tailor strategies, ensuring inclusivity flourishes as a cornerstone of organizational culture.