Updated: Dec 10, 2020
When it comes to a group setting, building a diversity and inclusion is extremely important and beneficial. People from different experiences, backgrounds, and cultures can enhance innovation and stimulate projects and group missions. Cristian Grossmann, CEO and Co-Founder of Beekeeper, says, “Diversity occurs at the beautiful intersection of different people from different places with different experiences. It includes cultural diversity in the workplace, gender diversity, religious diversity, language diversity, different education levels, different viewpoints, and unique abilities. It’s all of that. It’s people who think differently, act differently, and look different working together to solve complex problems.” Promoting diversity and inclusion isn't just one action or effort. Truly understanding that a culturally diverse team is an asset is the first step, and then basing decisions from that core value can follow. There are many different avenues in which to promote diversity and inclusion, however, but below are three great places to begin.
1. Prioritizing Diversity and Inclusion Amongst Leadership
Integrating ongoing trainings for leaders not only gives them tools and knowledge to promote diversity and inclusion, but it also reflects your investment in these core values. Making sure that an inclusive mission statement is visible for the group, as it provides clear communication on D&I prioritization. It can also serve as a "blue print" for other areas of D&I support.
2. Look at Your Hiring and Recruitment Procedures
Incorporating a diverse and inclusive lens throughout your hiring and recruitment process is an important step to creating a more open environment. Are you searching for new people amongst various demographics? Are you valuing different backgrounds, experiences, and cultures when you are hiring? Starting with these questions can help evaluate your processes in a helpful way.
3. Gain Feedback from Your Group
One of the best ways to promote diversity and inclusion is to gain feedback from people who comprise your group. Are you meeting diverse needs and recognizing varying situations? Take feedback as a learning experience, verses a failure, to help shape a more inclusive environment. Being willing to work with people’s varying experiences can strengthen moral and engagement. Look at your group agreements and see if they support a variety of scenarios, backgrounds, and needs.