How Leaders Can Foster Diversity And Inclusion At Work

Sahar Andrade is an award-winning coach, author, speaker and strategist, specializing in D.E.I. and leadership. Sahar Consulting LLC.

Once upon a time, in a bustling corporate office, a new leader, Sarah, was appointed. She walked into a team diverse in skills but not in backgrounds or perspectives. Sarah quickly realized that the company's diversity and inclusion (D&I) efforts were more superficial than substantial. This is a story about her journey to transform her team into a truly inclusive unit.

The Journey Begins

Sarah's journey began with a simple realization: Diversity in the workplace is not just about numbers or meeting quotas; it is about creating an environment where different perspectives are not only present but also heard and valued. She started by assessing the current state of her team, identifying gaps in diversity and understanding the team's dynamics.

PROMOTED

Understanding Diversity Beyond Numbers

For Sarah, diversity was not just about race, gender or ethnicity; it included diversity of thought, experience, learning styles, background and all parts of individual intersectionality. She initiated open discussions about diversity, inviting team members to share their stories and experiences. This helped in creating a sense of belonging and understanding among the team.

The Challenge Of Authentic D&I

Leaders like Sarah often face the daunting task of turning D&I from mere buzzwords into a living, breathing part of their organization's culture. The first hurdle is recognizing the barriers to creating an inclusive workplace. These barriers can range from unconscious biases to a lack of understanding about what true diversity and inclusion entail.

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Unconscious Bias: The Invisible Barrier

Unconscious bias is like an unseen force that shapes our perceptions and decisions without our even realizing it. For Sarah, addressing this meant first acknowledging its presence. She organized workshops and training sessions that showed the team that we all have bias and what we do with it is what matters. These opened channels to help her team have difficult conversations and to recognize and counteract their own biases.

The Power Of Inclusive Leadership

Sarah knew that to build a truly inclusive culture, she needed to go beyond just awareness. She implemented policies that encouraged diverse hiring practices and promoted equal opportunities for growth and development within the team. She also made sure that all voices were heard in meetings and decision-making processes. She understood that before having equality she needed to practice equity.