Leading Diversity & Inclusion from where you are

Promoting diversity and inclusion (D&I) is becoming a strategic necessity. Diverse teams bring a variety of perspectives, experiences, and ideas that can drive innovation and improve business outcomes. However, achieving meaningful progress in D&I requires intentional actions and a commitment from leadership at all levels.

Here's some ideas on how you can get started in actively promoting diversity and inclusion in your team and workplace and leveraging the powerful benefits it offers.

Understanding your own bias, or bias in your workplace (we all have them!)

The first step in promoting D&I is for us as leaders to recognise and address our own biases. All of us have unconscious bias that can subconsciously influence decisions and interactions, often in ways that disadvantage underrepresented groups. As leaders steps we can take include undertaking bias training, seeking feedback, and engaging in self-reflection to better understand our own bias. By recognising and acknowledging these biases, we can create a more inclusive environment where all employees feel valued and respected.

Leading by Values

Leaders that embody and lead by values that emphasise diversity and inclusion, know that you need to go beyond mere statements to integrating your values into every aspect of how you do business.  From hiring practices to daily operations, leaders who consistently communicate the importance of D&I and demonstrate through their actions how core values are applied in real-world situations give a powerful example for the entire organisation.  These actions demonstrate that diversity and inclusion are not just goals but fundamental aspects of your company's culture and identity.

Mentoring and Sponsoring Others

Mentorship and sponsorship are critical for advancing diversity and inclusion. Mentoring can be a game changer for individuals from underrepresented groups, providing guidance, support, and opportunities to develop skills and advance their careers. Sponsorship goes a step further, where leaders actively advocate for their mentees, recommending them for projects, promotions, and leadership opportunities. These relationships can help break down barriers and ensure that talent from all backgrounds has the opportunity to succeed.

Being a Champion for Diversity and Inclusion

Leaders must be vocal and visible champions for D&I. This involves advocating for diversity and inclusion initiatives within the organisation and in the wider industry. Leaders can support D&I programs, participate in diversity recruiting efforts, and speak out on D&I issues. By using your influence to advocate for change, you can help shift the culture of your industry towards greater inclusivity.

Advocating for Policies and Practices that Support D&I

Promoting D&I also means advocating for policies and practices that facilitate these goals. As leaders examine your organisation's current policies and practices to identify and eliminate barriers to diversity and inclusion. This could include implementing flexible work arrangements, enhancing parental leave policies, or creating more inclusive recruitment and promotion processes. By advocating for these changes, you can make your organisation more welcoming and supportive of diversity.

Encourage Employee Resource Groups (ERGs)

Support the formation and activities of Employee Resource Groups (ERGs) for underrepresented employees in your organisation. ERGs offer a forum for employees to share experiences, support one another, and drive change within the organisation. The best way you can support ERG’s is by being visible and present with a curiosity to learn and understand.  Leaders can also provide funding, resources, and executive sponsorship, demonstrating the company's commitment to D&I.

Through these actions, we can all drive meaningful change, creating an environment where everyone has the opportunity to thrive. By embracing diversity and inclusion, we can support people to unlock their full potential, increasing innovation, creativity, and resilience in an increasingly competitive and diverse industry.

What are you going to commit to?