I recently had the honor of speaking to Professor Shelly Mitchell’s Business Management class at Hult University in Boston. As usual, I ask what questions they had about inclusion, diversity, equity, and accessibility. They are the same types of questions I hear when I speak at organizations and conferences. So, I thought I would share my thoughts on them in this edition of my blog. Here goes…
1. What is one big challenge in building diverse teams?
One of the biggest challenges is recruiting a more diverse workforce. Many organizations find themselves repeatedly drawing from the same talent pools—such as traditional higher education fairs—which often results in similar employee profiles and limits diversity. Overcoming this requires innovative recruitment strategies, such as building strategic partnerships, upskilling programs, and expanding outreach to underrepresented groups.
Even after recruitment, retaining diverse talent is another significant hurdle, necessitating a proactive, inclusive culture that makes all employees feel valued and engaged. Having an inclusive culture of will, actually, help with the recruitment because people want to work where they know they will be included and supported.
2. How does one speak up in the workplace when witnessing discrimination?
When you witness discrimination, it’s important to support the affected individual and take action. Here’s how you can respond:
-
Offer support to the targeted person, expressing empathy and concern.
-
If you feel safe, speak up directly and tell the harm-doer you (use I statements) find their behavior offensive and unacceptable.
-
Encourage the targeted individual to report the incident to a supervisor or HR.
-
Document the incident with details of what happened, when, where, and who was involved.
-
Report the incident yourself, even if the affected person plans to do so, to strengthen the case.
-
Follow up with both the individual and HR to ensure appropriate action is taken.
-
Remember, most organizations have policies against retaliation for reporting discrimination.
3. What are the characteristics of belonging?
Belonging at work means employees feel accepted, valued, and included. Key characteristics include:
-
Being seen: Recognition and respect for one’s contributions. Being valued for who you are as an individual, different than others.
-
Being connected: Positive, authentic relationships with colleagues and leaders. Having a role and responsibility.
-
Being supported: Access to resources and encouragement from peers and leadership.
-
Being proud: Alignment with the organization’s purpose and values.
These elements foster loyalty, engagement, and job satisfaction while reducing feelings of exclusion and isolation.
4. What is an example of improving diversity in an organization?
This question is usually not so much about hiring but about creating an inclusive environment for diverse people. A practical example is the creation of employee networks—groups formed around shared characteristics or interests (e.g., race, gender, disability). These networks provide support, advocacy, and a platform for underrepresented voices, helping to foster a more inclusive culture.
Other initiatives include offering flexible or hybrid work arrangements to accommodate diverse needs and encouraging open communication so all employees feel safe sharing their concerns and experiences. More examples are described in Affirmity’s The Future of Diversity, Equity, Inclusion, and Belonging 2024.
5. How does diversity help with financial success and reducing risk?
Diversity drives financial success by fostering innovation and better decision-making. McKinsey’s Diversity Matters reports show that companies in the top quartile for gender diversity are 21% more likely to outperform on profitability, and those in the top quartile for ethnic diversity are 33% more likely to have industry-leading profitability. Diverse leadership teams generate higher innovation revenue and are better equipped to understand diverse customer needs.
Additionally, Heidi R. Andersen, CEO at Living Institute says diverse boards and leadership teams are more likely to practice strong governance, reducing risks related to ethical breaches and compliance failures.
In Summary
Building diverse teams is challenging, but the benefits are clear: increased innovation, stronger financial performance, reduced risk, and a workplace where everyone can belong. By committing to intentional recruitment, supporting employees, and fostering an inclusive culture, organizations can unlock the full potential of their people—and their business. Even Generation Alpha students understand that diversity and inclusive leadership will make them successful. The questions they asked give me hope that our future will be more inclusive than our past.