Diversity & Inclusion

Recent studies have found that employees desire and place a high amount of value on the ability to be their authentic selves at work, particularly in place that research and exploitation takes place.

Research also overwhelmingly indicates that diverse teams perform better, resulting in positive outcomes for the organization such as greater profitability and value creation.

Diverse teams by design create dialogue, challenge the status quo, and generate more thoughtful & robust products or solutions.

However, having a diverse team isn’t enough – boosting diversity numbers does not automatically create an inclusive culture. Focusing disproportionately on diversifying the pipeline, without also addressing the employee experience (beyond the offer), is often a miss for leaders and organizations.

The first step to building and leveraging the strength of a diverse team is to create a space and environment that is inclusive and allows team members to express their thoughts and perspectives under conditions of psychological safety. This requires ongoing effort and commitment and self-awareness from leaders.

Here are 5 ways to ensure your approach creates an inclusive environment:

  1. We establish a clear vision that celebrates and values everyone: For each individual to bring their best self forward, a sense of belonging must first be established. Collaborate with your team to co-create a meaningful team vision & mission to help foster engagement and build shared goals. Celebrate differences and openly invite different schools of thought in establishing that vision.
  2. We practice Empathy: To better understand and appreciate team members who have different experiences and backgrounds than you, you have to make a point to understand their perspective and meet them where they are. This means that we acknowledge that our team members are human beings before they are employees
  3. We emphasize open & consistent communication: Having good communication is the foundation of any high performing and inclusive team. Showing vulnerability and admitting mistakes makes others know it is safe to do so.
  4. We establish inclusive team norms: Be sure to document team’s norms (e.g., team communication, team interaction and etiquette during meetings.) Always iterate and seek feedback on processes, norms, & codes on a consistent basis to ensure team members are not being left behind
  5. We are persistent: Inclusion is ongoing, not a ‘one-off’ training. It requires individuals to identify key moments in which to build new habits or micro-behaviors (daily actions that can be practiced or measured).


Are you leading a team and you would like to learn more on how to build inclusive behaviors in your every day interactions? Here’s our book recommendations:

  1. Better allies – Everyday actions to create inclusive engaging workplaces, Karen Catlin (https://betterallies.com/)
  2. How to Be an Ally Actions You Can Take for a Stronger Happier Workplace, Melinda Briana Epler (https://melindabrianaepler.com/)
  3. The Loudest Duck: Moving Beyond Diversity while Embracing Differences to Achieve Success at Work by Laura A. Liswood (https://www.amazon.com/Loudest-Duck-Diversity-Embracing-Differences/dp/0470485841)
  4. Belonging At Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization by Rhodes Perry
  5. How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive by Jennifer Brown (https://www.rhodesperry.com/book)
  6. The Leader’s Guide to Unconscious Bias: How to Reframe Bias, Cultivate Connection, and Create High-Performing Teams by Pamela Fuller, Mark Murphy, and Anne Chow (https://www.amazon.com/Leaders-Guide-Unconscious-Bias-High-Performing/dp/1982144319)