Here's how you can foster a diverse and inclusive workplace for the future.

Best way to attract talent from all walks of life, all ages, backgrounds, and cultures is to have a "Signature" for your organization. No organization worth joining should have to recruit much at all. Talent from all generations and backgrounds will line up for the organization. Be clear as to exactly what kind of culture you lead. "Culture eats strategy for breakfast." - Peter F. Drucker. For an org that is intense, competitive, high-octane, strong performance driven...declare it. If a job seeker can't tolerate that kind of culture, don't apply. If they do, apply there. A "Team" culture...no room for Rambos. Teamers, come work with us! Instead of DEI, aim for MEI: Merit Excellence Intelligence. Hire for attitude, train for skill.

I believe that diversity and inclusion are key factors to create a strong company or team culture. Everyone regardless of gender, age, background should feel welcome in joining the team. After many years working and living in five different countries and travelling across the globe, I have come across many diverse cultures, traditions, beliefs and backgrounds. Through these experiences I could grow not only professionally but also personally. There is always something valuable to learn from different cultures and backgrounds. That's why I believe the diversity of a team is a strength that can not be replaced with anything else.

Inclusion and belonging require organizational and cultural change to create psychological safety for those who are and have been socially and politically under-estimated, under-resourced, and undervalued. This can look different based on where in the world you inhabit. It is important to look for the intersectional experiences of people who represent various identities, for example, Black women in the US context. This requires structural shifts that focus developing growth mindsets and the ability to view failure and change as opportunities. With this mindset it become easier to institute policies that normalize inclusive practice.

In my experience, fostering a diverse and inclusive workplace for the future began with these 3 things. -I believe in leading as my authentic self as an example to others to also feel comfortable in their skin. -Speaking up and/or having uncomfortable conversations about issues or ideas related to diversity (especially serving as the voice for others who fear this) made a difference and empowered others. I began all diversity initiatives at an organization just by having a conversation about how staff were feeling about the state of our world! -Lastly, create a space where people feel safe and comfortable expressing themselves. I was able to build trust with a systemwide team. I've left a lasting legacy of impact and you can too!

Well, I can relate. I had a similar experience in 2019 when I visited one European country as part of a group from 27 different countries and I happened to have been the only one 'of color.' I felt isolated as everyone spoke a common 'local' language for the region which made me fail to network and relegated me to my hotel room for 2 days. I provided a solution to the problem we were working on during the break-away session and was more competent to present. After an excellent presentation that saw our group being awarded the first position, individuals got interested and started asking which African country I came from and others offered their business cards, but I said thanks, but no thanks - I declined. Inclusivity must NOT end on paper.

Its important to realise and accept that we all have inherent biases and judgments about people and things around us. In addition, its very normal that people tend to like and associate with persons who are similar to them. Education and exposure helps us to recognise these biases and judgments, and manage them effectively in the workplace and in our personal life engagements. The more we engage with others, the more we realise we have more similarities than differences.

Educating teams and employees about diversity is very important for two reasons - They should understand the value and importance of diverse culture - Organizations should address any insecurities which are being developed in current employees due to lack of knowledge on diversification and promoting a negative culture. Many a times people do not understand what diversity it about and create different perception based on their limited knowledge on the subject. Educating them and build a inclusive culture is important for the success of the organization.

1. Demographics across organization levels 2. Retention across employee groups 3. Employee turnover 4. Adverse impact 5. Candidate demographics 6. Employee advancement / Promotion rate 7. Equal pay and pay equity 8. Employee resource group (ERG) participation 9. eNPS (Employee net promoter score) 10. Initiative-focused DEI metrics

After all these measures taken into action, organization need to measure the progress to foster a diverse and inclusive workplace for the future. Because, what gets measured gets managed. Prepare different metrics to track the progress in diversity and inclusion on regular basis. Reach out to your employees and ask for their feedback. Create and environment so that employees can give their feedback without any fear. Based on the data, look at your improvement areas, add/ modify/ upgrade/ abolish policies, look at your leadership band and make them accountable for the outcomes, etc. All these will make an organization transparent. Transparency in reporting these metrics can also build trust among employees.

Organization moves with the help of visionary leaders. Empower your leaders so that they are ready to lead from the front. Leadership engagement is crucial for driving any cultural change, including efforts towards diversity and inclusion. Make sure your leaders understands the real meaning of diversity and they are utilizing that knowledge on daily basis with his/her team. Otherwise, all these efforts will simply go onto the water!! Leaders should belive that these things works and once that is in their blood, automatically things will start improving.

Employee Engagement and Productivity also flourishes. A diverse and Inclusive workplaces foster a sense of belonging and respect, which boosts employee morale, engagement, and productivity. When employees feel valued and supported, they are more likely to contribute effectively and stay committed to the organization. And when Ethical and Social Responsibility is promoted with diversity and inclusion, it demonstrates a commitment to fairness, equality, and social responsibility, enhancing the organization's reputation and trustworthiness.

Establish a review schedule: Set up regular intervals (e.g., quarterly, semi-annually) to assess diversity and inclusion efforts. Collect data: Regularly gather metrics on workforce diversity, inclusion initiatives, and employee feedback. Analyze trends: Look for patterns and changes over time in your diversity and inclusion data. Identify areas for improvement: Based on the data, pinpoint processes or policies that need adjustment. Involve employees: Create channels for ongoing feedback and suggestions from all levels of the organization. Update policies: Regularly revise company policies to reflect best practices in diversity and inclusion.

Fostering a diverse and inclusive (D&I) workplace is no longer a feel-good initiative; it's a strategic imperative. Imagine a marketing team tasked with developing a campaign for a new fitness app. A team composed solely of young, athletic individuals might miss crucial insights from older demographics or those with physical limitations. However, a diverse team could leverage varied fitness levels, cultural perspectives, and technological expertise to craft a more inclusive and effective campaign that resonates with a broader audience. Continuous Learning and Ongoing DEI education acts as a bridge, fostering empathy, understanding, and ultimately, a more cohesive team