Strategies to take teams to the next level fostering diversity

Numerous researches agree that teams can be more productive than individuals, as long as they are made up of individuals with different cultural backgrounds, professional experiences and complementary skills sets. In today’s highly competitive environment, we need to look beyond putting together teams based on the title, university, etc. and to seek out an opportunity to build a team considering factors such as gender, race, ethnicity, age, levels of experience and skill sets. Nevertheless, we are still finding leaders that fall into the trap of surrounding themselves with people who professionally look like them and have similar experiences, as it feels good and safe.

Teams with diverse cultural background, work experiences and complementary skills can drive success in several ways:

Innovation and comprehensive expertise: Each team member brings their own set of experiences, skills, and knowledge to the table. This diversity of backgrounds and perspectives can lead to more creative and innovative ideas and to open up new possibilities. Team members can build upon each other’s ideas. Different work experiences can bring fresh insights and approaches to challenges, allowing teams to consider a broader range of possibilities. When team members possess complementary skills, they collectively cover a wider range of expertise.
Enhanced decision-making: Diverse work experiences and skills can lead to more robust decision-making processes. When team members come from different professional backgrounds, they bring their own expertise and judgment to the decision-making process. This can help identify potential risks, evaluate options from various angles, and make more well-rounded decisions that consider multiple viewpoints.
Efficient task allocation: Team members with complementary skills can take on roles and responsibilities that align with their individual strengths and competencies. This ensures that each task is assigned to the most qualified person, leading to increased productivity, better quality of work, and faster completion of projects. Not every team member can be an expert in every area. By having individuals with diverse skill sets, teams can bridge those gaps and ensure that all necessary competencies are covered and, consequently, be autonomous.
Collaborative problem solving: Diverse teams are better equipped to tackle complex problems because they can approach problems from various angles. Each team member may have encountered similar challenges in different contexts, allowing them to contribute unique problem-solving approaches.
Adaptability and resilience: Diverse teams are accustomed to navigating various work environments, industries, and challenges. This adaptability enables them to quickly adjust to new circumstances and embrace different perspectives which can be crucial in dynamic and rapidly evolving business environments.
Increased collaboration and learning: Diverse background, work experiences and skills foster a culture of collaboration and continuous learning within teams. Team members with different backgrounds are more likely to exchange knowledge, share insights, and challenge one another’s assumptions. Team members have the opportunity to learn from each other, acquire new skills, and expand their knowledge base. This collaborative environment promotes personal growth, expands individual skill sets, and encourages ongoing professional development for the entire team.
Broader market understanding: Diverse teams bring a broader understanding of different markets, customer segments and industries. This knowledge can help identify new market opportunities, tailor products or services to specific customer needs. A diverse team’s market understanding enables organizations to better connect with diverse audiences.
Improved employee engagement and retention: A team that values and embraces diversity and inclusion fosters an inclusive and engaging work environment. When individuals feel that their perspectives and experiences are respected and valued, they are more likely to be engaged, motivated, and committed to their work. This, in turn, can lead to higher employee satisfaction and retention rates.

To fully leverage the benefits of diverse backgrounds, experiences and skills, organizations should prioritize inclusivity, open communication, and a culture that values and celebrates diversity. Building a diverse and inclusive team culture allows individuals to leverage their skills effectively and enhances overall team performance.

Analyses by McKinsey & Co. show that companies that are diverse with respect to gender, race, religion, age, physical condition, sexual orientation, nationality and ethnicity are 35% more likely to outperform less-diverse companies. To stay ahead and thrive, companies are investing in inclusion practices. Organizations that make significant expenditures of human and financial capital to foster a culture that embraces diversity gain an edge in talent acquisition, employee engagement and retention, innovation, and customer service. This edge helps to sustain excellence in performance, innovation, growth, and profitability.

A company’s commitment to diversity needs to come from the highest management levels, and should be made highly visible. The leadership should identify the need for a strong diversity culture, and foster cultural change to sustain an inclusive environment.

Building a diverse team and fostering a culture that nurtures diversity requires a thoughtful and intentional approach. Here are some key steps to consider:

Define and communicate the importance of diversity: clearly communicate the value and benefits of diversity to the organization. ensure that leadership and stakeholders understand and support the significance of diverse perspectives, experiences, and backgrounds in driving innovation, problem-solving, and overall success.
Fix your inclusion problems before you recruit. you can’t hope that, somehow, the new hires — simply through their presence — will repair your company culture from within. recruiting a team without assuring that they will be included by your culture is a waste of your resources and efforts.
Develop inclusive hiring practices: review and revise hiring practices to mitigate bias and promote inclusivity. use structured interviews and standardized evaluation criteria to assess candidates objectively. expand recruitment efforts to reach diverse talent pools and leverage platforms that connect with underrepresented groups.
Set measurable goals for underrepresented groups and track progress. consider implementing diversity quotas or goals to ensure a fair representation of diverse perspectives in the teams and the board. knowing your goals and how you are performing against those goals gives you a workable plan for improving what needs attention. collect demographic data, conduct employee surveys, and monitor retention rates to evaluate the effectiveness of diversity initiatives.
Encourage people to tell their stories. invite experts to speak about topics around equity or that throw a spotlight on diverse experiences. create forums where people can tell their own story and where people are encouraged to listen and respond.
Create ways for people to say what’s wrong. people who experience bias are often hesitant to tell leaders what’s wrong. overcoming the feeling that nothing will be done about it, that there will be backlash against them, and that speaking up is dangerous to their career is an integral part of living life as an underrepresented group.
Make leaders accountable to the diversity goals. having a clear process and stated criteria for advancement can move responsibility and decision-making power away from managers so employees believe that bias will not stand between them and opportunities.
Provide diversity and inclusion training: offer training programs on diversity and inclusion to raise awareness, enhance understanding, and promote inclusive behaviours within the team. train team members and leaders on unconscious bias, cultural competence, and effective communication across diverse backgrounds. foster empathy and understanding to build stronger relationships among team members.
Encourage cross-cultural learning: create opportunities for team members to learn from each other’s diverse backgrounds and experiences. encourage cross-cultural exchanges, knowledge sharing, and mentorship programs that enable individuals to expand their understanding of different perspectives and develop cultural intelligence.
Recognize and celebrate diversity: recognize and celebrate the contributions of diverse team members. acknowledge and showcase achievements, perspectives, and ideas from different backgrounds. incorporate diversity and inclusion into company-wide events, such as team celebrations, newsletters, and internal communications, to demonstrate the organization’s commitment to fostering an inclusive culture.
Establish supportive policies and practices: implement policies and practices that support work-life balance, flexibility, and equal opportunities for career advancement. address unconscious bias in performance evaluations and promotion processes. provide resources and support networks for underrepresented groups within the organization.

Remember that building a diverse and inclusive culture is an ongoing process that requires continuous commitment and effort. By embracing diversity, fostering inclusion, and valuing the contributions of all team members, you can create a thriving environment that drives innovation, creativity, and overall success.