Build Diverse & Inclusive Teams
Should you say something if you hear a team member describe a colleague as “a bit weird” or dismiss a candidate saying “they won’t fit in the team”? Could these be cues that diversity and inclusion need attention in your workplace?
As leaders, navigating diversity, equity, and inclusion (DEI) can feel daunting. We know it needs to be woven into the fabric of our companies, going far beyond token actions or HR initiatives. But understanding how to lead this effort effectively can be challenging.
However, leading from the top means embracing this responsibility. Ignoring it isn’t an option.
Equitable, inclusive workplaces not only drive innovation and creativity but also deliver better financial results. Yet so many businesses still struggle with recognition of this by the wider community.
A striking example: only 1.8% of total equity investment has been received by women-led businesses. That statistic doesn’t scream equality to me.
I don’t claim to be an expert on DEI—far from it—but I am passionate about promoting diversity and inclusion.
Particularly, I advocate for empowering women to reach leadership positions. Over the years, I’ve been on a journey to learn, and this article shares some of the key insights and strategies I’ve discovered.
1. Understand & Act on the Equity vs. Equality Distinction
If you can’t understand it, you can’t practice it.
Once, I struggled with whether equality or equity was more important. I also found it hard to articulate the difference—until I heard an analogy about shoes that stuck with me (perhaps because I love shoes!):
Equality: Everyone gets a pair of shoes.
Equity: Everyone gets a pair of shoes that fits.
Diversity: Everyone gets a different type of shoe.
Acceptance: Understanding that everyone wears different kinds of shoes.
Belonging: Wearing the shoes you want without fear of judgement and being valued for your self-expression.
It’s not just about providing the same opportunities. It’s about tailoring those opportunities so everyone can thrive and feel a sense of belonging.
2. Create a Safe Space First
Make it part of your cultural norms to share thoughts: Building psychological safety within your team is crucial. It’s all about those small, consistent steps that make your team (and you!) feel comfortable to speak your minds without fear of retaliation. Remember, it's not an overnight process, so take small steps towards it every day.
Tailor Support: Understanding people's needs is key to providing effective support. Openly and supportively ask individuals during onboarding what they need to thrive—whether it's a quiet workspace, accessible tools, desk location preferences (e.g., a quieter spot or proximity to toilets), or any specific emergency evacuation considerations.
Lead by example: Demonstrating openness about your own needs encourages others to do the same. I use hearing aids, so I tell people: “If I ask you to repeat yourself, it’s not because I’m not listening—it’s because I didn’t catch it.” Little acts of transparency like this can make a big difference.
Incorporate Diversity in Everyday Operations: Use inclusive imagery in presentations and materials. For example, include diverse photos of people or ensure icons are gender-neutral. Review your internal communications for language that reflects inclusion. Instead of saying “guys,” I use words like “team” or “all.” These small shifts signal that everyone belongs.
3. Don’t Rely Solely on Unconscious Bias Training
Awareness is a start, but real change requires action.
Address Cognitive Biases: Recognise how biases like the Halo Effect (where a single positive trait overshadows all other qualities, e.g., assuming a charismatic candidate is also highly competent), or the Horn Effect (where a perceived weakness dominates your perception) can influence your decisions.
Consider Intersectionality: Understand that people face multiple overlapping barriers (e.g., being a woman with a disability) and adapt policies to reflect that complexity.
Move Beyond Training: Follow up unconscious bias training with specific actions and review progress on those actions regularly.
Call things out: If you notice behaviours or language that may be inappropriate or offensive, act quickly. Choose the right time and place to provide constructive feedback, sharing your perspective. Without feedback, individuals may not realise the impact of their words or actions—or know they need to change.
4. Attract a Diverse Pool of Top Talent
Partner with the Right Recruiters: Work with recruiters who specialise in reaching underrepresented groups. Casting a wide net of candidates means knowing where to find diverse pools of candidates. If you limit your outreach to the same university or local industry group, you're likely to attract similar candidates. A recruitment agency that prioritises diversity will know the right job boards, forums, and career fairs to tap into a broader talent pool.
Write Inclusive Job Descriptions: The language in job descriptions can either invite diverse groups of candidates or unintentionally deter them. Use tools like the Gender Decoder to identify and eliminate gender-coded language that may discourage women or nonbinary candidates. For example: replace “driven” or “competitive” with “motivated” or “collaborative” to appeal to a broader audience.
Be Transparent: be upfront about salary ranges, benefits, and accommodations to show your commitment to equity.
“Building diverse and inclusive teams requires going beyond awareness. Equity ensures every team member gets the support they need to thrive.”
5. Run interviews with an EDI mindset
Remove Identifiers from CVs: Use blind CV reviews to avoid unconscious bias linked to names or demographics.
Proactively Offer Accommodations: Ask all candidates if they need adjustments for interviews, such as AV aids, flexible timings, dietary requirements, accessibility needs.
Use Standardised Questions: Focus on consistent evaluation criteria to ensure fairness across candidates. I ensure I have the same list of questions in interviews for each candidate and clear evaluation criteria to manage biases.
6. Prioritise Work-Life Balance
Promote Flexible Working: Encourage schedules that allow people to balance caring responsibilities, health needs, or other priorities.
Know Your HR Policies: Promote policies like menopause support and parental leave to ensure employees feel supported. Signpost these policies to your team and consult HR on how they apply, including maternity, adoption, IVF, bereavement leave, and options like purchasing extra holidays for working parents. Most companies are open to offering support and will listen to individual needs.
Host Inclusive Events: Schedule events to accommodate parents and carers, with daytime options. I am mindful to provide non-alcoholic alternatives like "nosecco” at company celebrations- bubbles in a flute are all you need to make it feel festive! My calendar is full of reminders for religious celebrations, so I can extend good wishes to team members who have shared their beliefs with me. I avoid scheduling team lunches during Ramadan to be mindful of my colleagues who are fasting. I also make a point to invite parents on maternity or paternity leave to the Christmas party to keep them included.
7. Leverage Data and Feedback to Drive Change
Conduct regular pulse surveys to understand your team's experiences with inclusion and equity.
Use demographic data to identify gaps in hiring, promotion, and retention. Example: If promotions skew toward a specific demographic, analyse performance metrics and processes to eliminate potential biases.
Feedback is Gold: Don’t shy away from those negative comments. They’re not just rants – they’re a sign that your employees trust you enough to be honest. Approach them with curiosity and look for patterns that can help you improve.
Emotions are Data: When you do receive feedback… those gut feelings and emotional reactions you feel? They’re data points! Use them to get a deeper understanding of what’s really going on within your team. Get curious about what they’re telling you, even when it feels uncomfortable. Address the "unsaids" in conversations and be transparent about past issues and the actions taken to resolve them. This continuous effort will bridge the gap between your teams’ actual experiences and your perceptions as a leader.
8. Empower Managers as Change Champions
Anti-bias and anti-stereotype training often miss the mark. Instead, empower managers to lead change through democratised career systems and task forces that align with diversity goals.
Promote and encourage employees to join Employee Resource Groups (ERGs) or Diversity Networks
Promote allyship and mentoring . Equip managers with tools to mentor underrepresented employees, ensuring accountability and sustained focus on inclusivity.
