Your team is skeptical about diversity and inclusion programs. How can you convince them of the benefits?

Convincing a skeptical team about the benefits of diversity and inclusion programs involves presenting a clear, evidence-based argument that highlights both the moral imperatives and the tangible business advantages. Here are some strategies you can use: Present Data and Research Highlight Innovation Benefits Address the Skills Gap Discuss the Legal and Social Expectations Emphasize Market Reach Create a Dialogue Pilot Programs Leadership Endorsement Training and Education Using these approaches, you can build a compelling case that aligns with both the values and the strategic goals of your organization, potentially swaying skeptics in your team.

The world is changing around us and we need to move together . De&I is something that is now a given ! It has numerous benefits as the team thinking widens and open ups perspectives

It’s not rocket science, it's future-proofing your business. The most important skill required by businesses in the next few years, according into the World Economic Forum, is creative thinking. It is ranked no1 by a cross-section of the world’s largest employers from 803 companies, collectively employing more than 11.3 million workers, across 27 industry clusters and 45 economies from all world regions.  Innovation is impossible without creativity. High quality creative thinking requires diversity of thought and experience. So make it easier to innovative new goods and services by investing in diversity. Simple!

Diversity isn't just about fairness—it's your secret weapon in the marketplace. A team that mirrors the world sees opportunities others miss. By embracing different voices, you're not just creating a workplace; you're building a living, breathing focus group that speaks the language of every customer.

Showcase successful marketing campaigns that stemmed from insights gained from a diverse team. For instance, a team member from a specific cultural background might have identified an unmet need or preference that led to a product innovation. Conduct role-playing exercises where team members encounter scenarios from a different cultural perspective. Present market research data segmented by cultural demographics. This can help your team visualize the potential they're missing by not having a diverse perspective. Track key metrics like customer satisfaction, brand loyalty, and market share before and after implementing D&I initiatives.

Diversity isn't just a policy—it's a talent magnet. In the war for talent, inclusion is your secret weapon. By championing diversity, you're not just filling positions; you're creating a beacon for brilliance from all walks of life. Build a diverse team, and watch as the best and brightest flock to your door.

Feeling that you fit in a company is an important aspect for an employee. Accepting and understanding different cultures improves the feeling of belonging leading to a satisfied employee and a better working environment.

To effectively promote diversity and inclusion within your team: - Provide Training: Offer regular training sessions on diversity, inclusion, and unconscious bias to raise awareness and educate your team. - Lead by Example: Leadership should model inclusive behavior and demonstrate a commitment to diversity in all aspects of the business. - Create Inclusive Policies: Implement policies that support diversity and inclusion, such as flexible working arrangements, mentorship programs, and diverse hiring practices. - Foster Open Communication: Encourage open dialogue about diversity and inclusion, allowing team members to share their experiences and suggestions for improvement.

Explain how diverse teams bring a variety of perspectives and experiences to the table. This can lead to healthy debate and challenge assumptions, ultimately leading to better decision-making. Emphasize that D&I creates a sense of psychological safety, where team members feel comfortable sharing ideas and opinions without fear of judgment. This openness is crucial for effective collaboration. A diverse team environment allows team members to learn from each other's experiences and skillsets. This cross-pollination of knowledge can lead to personal and professional growth for everyone. Acknowledge that navigating diverse perspectives can sometimes lead to disagreements.

A reputation for D&I attracts top talent and positions your company as a leader in social responsibility. This can enhance your brand image and give you a competitive edge in the marketplace. Don't overwhelm your team with a large-scale D&I overhaul. Begin by implementing small, achievable goals that demonstrate the positive impact on the company's long-term success. Emphasize that D&I is a continuous journey. Encourage your team to embrace ongoing learning and development opportunities to become more effective in a diverse work environment.

La diversité est aussi un sujet de performance. De nombreuses études l'attestent : les équipes mixtes sur-performent. Une étude a été menée par Sodexo à l'échelle mondiale auprès de 50 000 responsables. Les résultats montrent que la mixité a un impact significatif sur l'engagement et la fidélisation des collaborateurs mais aussi sur la sécurité et la fidélisation des clients (ratio hommes/femmes de 40 % à 60 %).

We know some mall companies that are keen to hire people with disabilities, because the genz generation is keen to an inclusive society. Having a diverse and inclusive organization also elevates the perspective of the organization in the eyes of your prospective clients. Imagine you had a person with disability at your reception welcoming your guests, how would the guests feel about your company?

Un par de ejemplos: Ferrero, la empresa detrás de Nutella, también ha trabajado en la inclusión y la diversidad. Han lanzado iniciativas para promover la igualdad de género y la inclusión de personas con discapacidades. Estos esfuerzos han mejorado el ambiente laboral y han fortalecido la reputación de la empresa como un empleador responsable y comprometido con la sociedad. Mercadona, una de las cadenas de supermercados más grandes de España, ha implementado programas de formación y desarrollo para empleados de diferentes orígenes y niveles educativos. Al invertir en la capacitación y el desarrollo de su personal, han logrado crear un ambiente de trabajo más inclusivo y motivador.