Last updated on Jul 11, 2024

Your team is resistant to diversity and inclusion efforts. How can you convince them of its value?

When your team shows resistance to diversity and inclusion (D&I) efforts, it can be challenging. Yet, embracing D&I is essential for fostering a creative, innovative, and competitive workforce. You may wonder how to shift the mindset within your team to see the value of a diverse and inclusive environment. It’s about highlighting the benefits, addressing misconceptions, and integrating D&I into the very fabric of your team's culture.

1 Understand Bias

To begin, it's crucial to address the implicit biases that may exist within your team. These unconscious beliefs can influence behavior and decision-making, often at the expense of inclusivity. By facilitating open discussions and providing training on implicit bias, you can help your team recognize and overcome these hidden prejudices. This understanding is the first step towards creating a more accepting and diverse workplace.

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Shona C Barker

"Prize-winning tax nerd" ⭐️ MHFA ⭐️ CA ⭐️ CTA
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We all possess unconscious biases - deeply ingrained stereotypes and assumptions that operate outside our awareness. These biases do not reflect character flaws but are a universal human trait shaped by our experiences and social conditioning. When addressing unconscious bias within your team, it's crucial to approach the topic in a way that does not make people feel defensive. Framing it as a universal human experience rather than a personal accusation can help create a safe space for dialogue and learning. Acknowledging that everyone, regardless of background or privilege, possesses unconscious biases can allow for a more productive conversation about recognising these biases and seeing the value of diversity and inclusion.

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2 Share Benefits

Diversity and inclusion aren't just moral imperatives; they have tangible benefits for your team. A variety of perspectives leads to better problem-solving and innovation. When you communicate this effectively, highlighting how diverse teams can outperform their homogenous counterparts in creativity and decision-making, you help your team see the practical advantages of embracing D&I initiatives.

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Milena Rosa

Manager of Sustainability | Manager of Social Responsibility | Manager to Corporate Affairs | ESG | Volunteer Institute Director | Speaker | Mentor
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Garantir equipes diversas em todos os níveis de uma empresa está além de estratégia ou politicas de DEI - Diversidade, Equidade e Inclusão. Empresas com times diversos são comprovadamente mais inovadoras e por muitas vezes até mesmo mais rentáveis. Equipes diversas garantem soluções de produtos e serviços mais completos pois contam com ideias e contribuições de um grupo diverso que tem necessidade e perspectivas diferentes.

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3 Personal Stories

Personal stories are powerful tools for changing perspectives. Encourage team members from diverse backgrounds to share their experiences and how inclusion—or the lack thereof—has impacted their work life. These narratives can foster empathy and make the abstract concept of D&I more relatable and tangible for resistant team members.

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4 Policy Integration

To show your commitment to diversity and inclusion, integrate these values into your team's policies and procedures. This could involve revising hiring practices to eliminate bias or creating clear career pathways for underrepresented groups. When D&I principles are embedded into the everyday workings of your team, it becomes clear that these efforts are not just a passing trend but a permanent and valued aspect of the workplace culture.

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5 Lead by Example

Leadership plays a critical role in setting the tone for diversity and inclusion within a team. By actively demonstrating inclusive behavior and holding others accountable, you can lead by example. This means not only advocating for D&I initiatives but also showing your team what inclusive leadership looks like in practice, from the language you use to the way you mediate conflicts.

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6 Continuous Learning

Finally, emphasize that understanding diversity and fostering inclusion is an ongoing process. Encourage your team to engage in continuous learning and self-reflection. Offer resources and opportunities for professional development that focus on D&I. By making it clear that there is always more to learn, you help create an environment where growth in this area is seen as both positive and necessary.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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🇵🇸Shazzy T.

Mental Health Consultant | Counselling Psychotherapist l Credentialed Mental Health Nurse | Clinical Supervisor I Neurodiversity & Disability specialist | DEIB Warrior | Actually Autistic ADHD PDA ♾️☪️🇹🇿🇬🇧🇦🇺🏳️🌈♿
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To convince a resistant team of the value of diversity and inclusion (D&I), start by educating them on its benefits, such as improved performance and innovation. Connect D&I to business goals, showing how it enhances the company’s reputation and attracts talent. Address concerns openly and share success stories. Involve leadership to demonstrate commitment. Provide training on topics like unconscious bias and cultural competence. Measure and share progress, celebrate milestones, and highlight personal benefits. Implement inclusive practices and create accountability to ensure follow-through.

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Carol Vickers FInstCPD MAPM MAHEP AMInstLM MIEDP

Helping people express their uniqueness through ethical, one-off jewellery. | Upcycled antique cutlery, fidget jewellery and disability friendly designs from £50 | SmallBiz100 | iAlso100
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Sometimes people say to me that they don't have any protected characteristics. I like to remind them that everyone has an age. Anyone could become disabled, or a parent, or a carer, etc. Basically that protected characteristics apply to all humans.

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Your team is resistant to diversity and inclusion efforts. How can you convince them of its value?

1

2

3

4

5

6

7

1 Understand Bias

2 Share Benefits

3 Personal Stories

4 Policy Integration

5 Lead by Example

6 Continuous Learning

7 Here’s what else to consider

Social Impact

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Your team is resistant to diversity and inclusion efforts. How can you convince them of its value?

1

2

3

4

5

6

7

1 Understand Bias

2 Share Benefits

3 Personal Stories

4 Policy Integration

5 Lead by Example

6 Continuous Learning

7 Here’s what else to consider

Social Impact

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