Here's how you can build a diverse team by considering key factors.

Primero. Uno no crea equipos diversos. Sino que define perfiles y competencias, de posiciones de trabajo, que serán cubiertos por PERSONAS. La diversidad no la establece una intención. Sino la capacidad de cada ser. La dinámica se vera enriquecida cuando los miembros de un equipo se sientan parte del mismo y la competencia no distinga más que el aporte de cada uno en lugar de su elección de vida y su género.

We have seen organizations who have been in business for a long time with somewhat moderate business growth trends and struggling maintain consistency due to VUCA factors. These organizations carry a talent pool that has longer tenures of employees at senior and middle management roles. Comparatively we have observed younger organizations with diverse teams onboarded from different places who demonstrate passion, sense of belongingness and the drive to accelerate business Here are the main contributors and benefits of having a diverse team in your organization 1. Add creative and innovative perspectives during brainstorming 2. Look at problem solving from a third eye perspective and create better outcomes 3. Enrich employee experience

Challenge Biases: Implement blind resume reviews or diverse hiring panels to reduce unconscious bias. Expand Your Search: Look beyond traditional talent pools, partner with organizations focused on diversity. Foster Inclusion: Create a welcoming environment where everyone feels valued and respected.

Building a diverse team involves several key factors. Firstly, prioritize diversity in recruitment by actively seeking candidates from various backgrounds. Secondly, foster an inclusive workplace culture by promoting open communication and offering equal opportunities for all. Additionally, provide diversity training to increase awareness of biases. Recognize and celebrate diversity within the team through cultural acknowledgments. Leadership should advocate for diversity initiatives and lead by example. By considering these factors, organizations can create stronger, more innovative teams that reflect the richness of human experience.

Sostengo que la meta es la búsqueda de la motivación en pos de un objetivo. Cada uno debe tener claro porque esta donde esta y cual es su contribución. Para que pueda ver reflejada su labor en los resultados. El conjunto esta por encima de la individualidad. Más la individualidad es VITAL para llegar a consagrar un equipo

Acredido que definir objetivos claros e mensuráveis para a diversidade na equipe, como aumentar a representação de grupos sub-representados em cargos de liderança, melhorar a inclusão de pessoas com deficiência ou promover a diversidade de gênero em determinados departamentos, através da metodologia SMART pode ser bem eficaz. Alinhar essas metas com a visão e os valores da empresa, garantindo que a diversidade seja vista como um componente estratégico para o sucesso organizacional, isso traz valor.

De acuerdo al plan de empresa y crecimiento empresarial vas a necesitar personal, equipos, herramientas, tecnología, lo ideal es que se promueva internamente, si hace falta personal especializado se contratará externamente. Hace grande una empresa por la diversidad de diferentes perfiles y especialización dentro de la empresa, si todos tienes claro sus funciones, plan de desarrollo facilita el entendimiento y progreso.

Sin objetivos claros perdemos el norte de lo que buscamos. Sin embargo, el paso fundamental es que el verdadero objetivo, más allá del resultado, sea el aprendizaje. De esa forma construimos consciencia sobre el proceso

When I address the objectives, I see them with a different SMART model. I like to address the SPECIFIC goals and needs, to give MEASURABLE tasks for people to feel empowered, I give AMBITIOUS but REACHABLE propositions to motivate and I structure the action TIMING. Better done than perfect and after you improve !

1. Be open to diversity of views and people. 2. Encourage sharing of best practices. 3. Invest in people development and take ownership of the same.

Expanding your talent pool requires proactive efforts to attract candidates from diverse backgrounds. Consider implementing structured internship programs targeted at underrepresented groups, establishing partnerships with community organizations, and offering mentorship opportunities for individuals from marginalized communities. Additionally, leverage technology to mitigate bias in the recruitment process, such as using AI-powered tools to anonymize resumes and standardize candidate evaluations.

Yesterday, a candidate told me that I did not ask "regular" questions. I was not into judgement but more into empowerment. Which is true. because I do not like that. I like diverse team with mad skills as much as hard and soft skills. Usually people motivated to their core for a mission will find the energy in them to learn quickly and efficiently the hard skills and achieve their goals. To find them, I facilitate various training to different audiences and I keep my eyes wide open !

Broadening the search for diverse candidates is essential for building an inclusive and high-performing team. By partnering with organizations that support underrepresented groups, participating in job fairs at diverse institutions, and leveraging social media platforms, leaders can access a wider talent pool. This approach aligns with Harvard's commitment to diversity and excellence, ensuring that recruitment efforts are comprehensive and inclusive. By casting a wider net, organizations increase their chances of identifying top talent from diverse backgrounds, fostering innovation, creativity, and success within their teams.

There are great candidates who may not have the exact background you’re looking for, but have a strong, related background with a different point of view. Be willing to consider candidates who are a 70% or 80% match, and learn more about their perspectives and relevant work history.

Inclusion in team is basic necessity to leverage diversity and power of collection. Heterogeneity is best option to thrive. Hence, harnessing is best for the stakeholders.

Además de todo lo aportado en puntos anteriores una de las asignaturas que tenemos pendientes las personas es aprender a entender y a gestionar los diferentes estilos de comportamiento. Una cultura inclusiva se relaciona con las diferencias en culturas y en generaciones, pero además, cada persona tiene un estilo de comportamiento preferente que necesitamos primero identificar en nosotros y luego en los otros para sacar grandeza de la diversidad. Un equipo ideal debería contemplar perfiles diversos de estilos de comportamiento y tu tarea como líder es darles las herramientas para que se sientan cómodos con esa diversidad y aprendan a sacarle ventaja desde la colaboración efectiva. Y eso deben empezar con tu propio ejemplo.

Sí y a la vez también me encanta el término de cultura de la UNICIDAD. Fíjate, cada ser humano es único e irrepetible. Crear una cultura que respete, y por tanto aprecie, el valor que trae cada miembro. En su grandeza, en su esencia. Es el viaje de la diversidad, a la unicidad pasando por la apreciación.

Cultivar uma cultura inclusiva é essencial para construir uma equipe diversificada. Isso envolve valorizar e respeitar as diferentes perspectivas, origens e experiências dos colaboradores, promover a equidade de oportunidades, garantir um ambiente seguro e acolhedor, e incentivar a participação ativa de todos. Uma cultura inclusiva não apenas atrai talentos diversos, mas também promove a inovação e o crescimento organizacional.

I think this is the most important step in the process. Many leaders I have worked with want to have a more diverse team, and understand the benefits that different experiences and skills provide. However, naively jumping into leading a more diverse team can lead to unintended consequences, specifically, increased tension and greater need to rethink established processes. What I've seen work the best is to first admit, as a leader, that I will make mistakes. I will say something wrong, make mistakes, etc. But equally important, clarify that you are committed to creating a more inclusive team. Work to build the trust with the team to leverage mistakes as learning opportunities. It takes a lot of courage, but the upside is tremendous.

Implementar práticas que ajudem a mitigar o viés, como processo de seleção com aprnas informações direcionadas às competencias tecnicas, experiencia e formação nos currículos, diversificação dos painéis de entrevista e uso de dados objetivos na avaliação de desempenho e promoções. Capacitar e desenvolver regularmente sobre viés inconsciente para conscientizar os funcionários sobre preconceitos implícitos que podem influenciar suas decisões.

Building an all-inclusive team involves addressing biases in the hiring process with a strategic approach. Incorporating Neurolinguistic Programming (NLP) helps in understanding and mitigating unconscious biases that may influence decision-making. Implementing structured interviews with standardized questions, guided by NLP principles, ensures fair evaluations. Additionally, traditional coaching techniques empower hiring managers to recognize and challenge biases, fostering a more inclusive hiring environment. Timeline therapy can also aid in addressing past biases and fostering a culture of growth and learning. Furthermore, adopting blind recruitment techniques removes identifying details from resumes, promoting objective decision-making.

Quienes evaluan los procesos deben trabajar en sus propias creencias. En muchos casos el sesgo limita la visión amplia de otras realidades y nos puede llevar a la pérdida de grandes colaboradores

Implementing innovative, structured interviews with powerful coaching-based questions fosters the development of diverse, open-minded teams committed to ethical behavior, driving their performance. This approach aligns with the growing emphasis on corporate social responsibility, promoting visible exemplarity and broadening ethical conduct, behaviors within organizations.

Eliminating bias in evaluations is crucial for fair and accurate assessments. Whether you’re recruiting, evaluating performance, making decisions, or conducting research.

Desde mi experiencia como Coach en Desarrollo de Liderazgo, puedo afirmar que esta herramienta es transformadora y efectiva para guiar a las personas hacia su máximo potencial en roles de liderazgo. A través de sesiones personalizadas, los coaches trabajamos estrechamente con los líderes para identificar áreas de mejora, desarrollar habilidades clave y mejorar su desempeño en línea con los valores y metas de la organización. El enfoque del coaching de desarrollo de liderazgo se centra en fomentar el crecimiento personal de los coachee, promoviendo una nueva perspectiva profesional que cultive la autoconciencia, la inteligencia emocional y la toma de decisiones efectivas. ¿Por qué es crucial el entendimiento emocional en el liderazgo?

Nadie es producto terminado. Todos, absolutamente todos podemos continuar con nuestra mejora. Y es importante mantenernos en este ritmo de constante crecimiento y aprendizaje. Toma cursos! Certificate! Busca un mentor o un coach! Un coach te va a ayudar a ver tus opciones con ojos totalmente objetivos, sin emoción, y esto te ayudará a tomar siempre las mejores decisiones. Sobre todo cuando hablamos de inclusión, es importante aprender a cambiar paradigmas a través de miradas objetivas, como aquellas que solo un coach te puede ayudar a descubrir

Desenvolver as habilidades necessárias da equipe é fundamental, mas antes de ir para o nível mais operacional, os gestores precisam ter as competências necessárias pra lidar com o processo de mudança e adaptação da sua equipe.

Leaders need to encourage and support ongoing learning initiatives within the team, such as workshops, training programs, or mentorship opportunities. Leaders also need to demonstrate a commitment to continuous learning in order to set the tone and encourages team members to prioritize their development.

Building teams is about meeting goals with talented, competent, and able people for the task at hand. Consider the needs versus the actual team abilities. Where we most fail as leaders is when we put any team on any task. Take a good look at who is on the bus, and in what seat. Do not be afraid to shift seating, and if need be, ask some folks to kindly exit and wait for the right bus. When we allow the setting up of the wrong team members, we are setting that team and the individual up for failure, regret, and disappointment. That responsibility rests on the leader, period. Lead smart, lead well.

One of my most successful corporate coaching clients has created diversity on their teams that has massively impacted growth They consistently recruit to these 3 pillars. #1 values More than anything else they recruit to values alignment. This overrides the natural bias because when we share core values we are no longer divided by differences. #2 embracing unconventional experiences - While we want those traditional pathways to careers, a diverse culture leaves space and chooses to embrace the road less traveled. My favorite example of this is a client who brought a financial analyst onboard who is passionate about the business building metrics of social media. #3 Opposite Day! Define the opposite of the usual candidate!

After assembling your team, consider these strategies to foster inclusivity: 1. "Understanding Each Other": Host workshops on communication styles. 2. "Supporting Each Other": Establish coaching circles for mutual growth. 3. "Dealing with the Past": Schedule sessions to address biases. 4. "Talking About Diversity": Organize open discussions to learn from each other. 5. "Equal Collaboration": Promote fair participation in collaboration. Implementing these post-hiring strategies can strengthen team cohesion and effectiveness.

Providing resources and support tailored to employees’ diverse backgrounds is essential for creating an inclusive environment. Establishing affinity groups, employee resource networks, or mentorship programs can offer individuals opportunities to connect with others who share similar experiences or identities, fostering a sense of community, belonging, and empowerment among employees. Employees with high potential should be offered mentors regardless of their age, race, sex, or other factors.

Para un equipo diverso considero crucial cultivar dos fortalezas fundamentales: aceptación y directividad. La aceptación permite valorar y respetar las diferencias en el equipo y reconocer que cada perspectiva enriquece los procesos. Acoger la diversidad de pensamientos y estilos crea un ambiente donde la creatividad florece y cada miembro es valorado y motivado para contribuir con lo mejor de sí mismo. La directividad es muy importante ejercerla de manera equilibrada y consciente, para evitar imponer perspectivas y negar el valor de los aportes de cada uno. Dar espacio a la diversidad de ideas fomenta resultados más innovadores y auténticos. ¿Consideras que estas fortalezas se encuentran en equilibrio en tu práctica profesional?