Diversity and inclusion are essential for creating high-performing teams that can innovate and collaborate effectively. However, diversity alone is not enough. Team members also need to respect and value each other’s differences and perspectives, and create a culture of belonging and trust. Respect and inclusion are not static or innate qualities; they are skills that can be learned and improved over time. Here are some activities that can help you and your team enhance respect and inclusion in diverse teams.
Conduct a self-assessment or a team assessment
One of the first steps to enhancing respect and inclusion is to understand your own strengths and areas for improvement in terms of intercultural competence, emotional intelligence, and communication skills. You can use tools such as the Intercultural Development Inventory or the Global Diversity and Inclusion Benchmarks to assess your current level of awareness, knowledge, and skills in these domains. You can also conduct a team assessment to identify the strengths and gaps of your team as a whole, and how you can leverage diversity and address challenges.
Participate in training or coaching sessions
Another way to enhance respect and inclusion is to participate in training or coaching sessions that focus on developing your intercultural competence, emotional intelligence, and communication skills. These sessions can help you learn about different cultural dimensions, values, and norms, as well as how to recognize and manage your own emotions, empathize with others, and communicate effectively across differences. You can also seek feedback from your peers, mentors, or managers on how to improve your respect and inclusion behaviors.
Join or create a network or a community of practice
A network or a community of practice is a group of people who share a common interest or goal and who interact regularly to exchange information, ideas, and best practices. Joining or creating such a group can help you enhance respect and inclusion by exposing you to different perspectives and experiences, learning from others’ successes and failures, and finding mentors or allies who can support you in your growth and development. You can join or create a network or a community of practice within your field or organization, or across different sectors or industries.
Initiate or join a project or a task force
Another activity that can help you enhance respect and inclusion is to initiate or join a project or a task force that involves working with people from different backgrounds, perspectives, or disciplines. This can challenge you to learn from others, appreciate differences, and collaborate effectively. You can also use this opportunity to demonstrate your respect and inclusion skills by listening actively, asking questions, sharing feedback, resolving conflicts, and celebrating achievements.
Celebrate or acknowledge the achievements and contributions of your diverse team members
One of the simplest yet most powerful ways to enhance respect and inclusion is to celebrate or acknowledge the achievements and contributions of your diverse team members. This can help you express gratitude, appreciation, or recognition for their efforts and support, as well as build trust and rapport among team members. You can celebrate or acknowledge your team members by sending them a thank-you note, giving them a shout-out in a meeting, nominating them for an award, or organizing a social event.
Seek out opportunities to learn more about different cultures, perspectives, or topics
Finally, one of the most effective ways to enhance respect and inclusion is to seek out opportunities to learn more about different cultures, perspectives, or topics that are relevant to your work or interests. You can read books, watch videos, listen to podcasts, attend events, or visit places that expose you to new ideas and experiences. You can also ask questions, seek feedback, or request guidance from people who have different expertise or backgrounds than you. By doing so, you can expand your knowledge, broaden your horizons, and deepen your understanding of diversity and inclusion.
Facebook’s diversity issue
Facebook has been criticized for its lack of diversity, especially among its senior leadership and technical roles. Among its technical employees in the US, only 1.5% were Black, 3.6% were Hispanic or Latinx, and 0.4% were Native American or Alaskan Native.
Facebook has also faced allegations of discrimination and harassment from some of its current and former employees who belong to underrepresented groups. Some of them have claimed that they faced retaliation, exclusion, bias, and a hostile work environment because of their race, gender, sexual orientation, or disability. Some have also accused Facebook of failing to protect them from hate speech and threats from users and advertisers.
Facebook’s diversity issue may have negative impacts on its performance in terms of innovation, reputation, and social responsibility. Research has shown that diverse teams can enhance creativity and innovation by bringing together different perspectives and experiences. However, Facebook’s lack of diversity may limit its ability to understand and serve the needs and preferences of its diverse user base, which may affect its product quality and user satisfaction. Moreover, Facebook’s diversity issue may damage its reputation and trust among its stakeholders, such as employees, customers, investors, regulators, and civil society groups. This may lead to legal challenges, regulatory scrutiny, public backlash, boycotts, and loss of talent and revenue. Furthermore, Facebook’s diversity issue may undermine its social responsibility and commitment to advancing human rights and social justice around the world. This may contradict its stated mission of giving people the power to build community and bringing the world closer together.
Other resources
1. How diversity, equity, and inclusion (DE&I) matter | McKinsey
2.Diversity and Inclusion Efforts That Really Work (hbr.org)
3. Equality, diversity and inclusion in the Workplace | Factsheets | CIPD