Ihr HR-Team ist in Bezug auf Inklusionsinitiativen gespalten. Wie können Sie die Kluft überbrücken und die Einheit fördern?

- Organize open discussions to understand each team member’s perspective on inclusion initiatives. - Provide workshops or training on diversity, equity, and inclusion (DEI) to raise awareness and align understanding. - Focus on shared company values and how inclusion supports overall business success, fostering a collective purpose. - Showcase real-world examples where inclusive initiatives have positively impacted the company’s culture or performance. - Encourage feedback and discussions in a non-judgmental environment to address concerns or misconceptions. - Involve team members in planning and implementing inclusion initiatives to build ownership and reduce resistance.

Change isn’t the enemy; it’s the catalyst that makes us stronger! 💡 Often, the greatest discoveries come from mistakes. So, why not experiment? 🎯 When our team is divided in opinions, it’s not without reason. In fact, it’s an opportunity to highlight and argue those differences. 🧐 Only when we see who was right, can we unite and act as one. #Experimentation #UnityInDiversity #DifferentPerspectives

One of the great things I've learned about new initiatives is that almost everything is a good idea. At first glance, that could feel negative and make it difficult to decide. Instead, I've learned that when you have multiple ideas to choose from, coming to the table with these ideas limits the hindering effects of groupthink. Now, when it comes to closing the gap and actually making a decision about a way forward, I've learned that it's always helpful to go back to the WHY. What are we trying to achieve? What needle needs to move? Who would be impacted by this the most—both as an end user and administratively? Getting everyone on the same page on these and other critical questions helps make the next step much clearer.

1. Open Dialogue: Encourage honest conversations to understand different viewpoints. 2. Common Goals: Align the team around shared objectives for inclusion and diversity. 3. Educate and Inform: Provide training to address misconceptions and build awareness. 4. Inclusive Decision-Making: Involve all team members in shaping inclusion policies. 5. Celebrate Small Wins: Recognize and celebrate progress in diversity efforts. 6. Lead by Example: Leadership should model inclusive behaviors and commitment to unity.

Para cerrar la brecha y fomentar la unidad en un equipo de RRHH dividido en cuanto a las iniciativas de inclusión, es fundamental promover un diálogo abierto y respetuoso. Se debe facilitar un espacio seguro donde todos puedan expresar sus opiniones y preocupaciones sin miedo a ser juzgados. Es importante destacar los beneficios mutuos de la inclusión y cómo estas iniciativas enriquecen la cultura organizacional. Además, se pueden organizar talleres de sensibilización y capacitación para fomentar la empatía y el entendimiento entre los miembros del equipo. Al trabajar juntos en la creación de un plan de acción inclusivo, se puede construir un consenso y un compromiso compartido hacia la diversidad y la equidad.