DEI has become a controversial topic as business giants such as Amazon and Google have scaled back their diversity initiatives. Other organisations, such as the Co-op have said that they will continue to promote DEI once they see the benefits. You might wonder, what’s next?
Why diversity matters
Numerous studies have shown how creating a diverse workplace is not just a “nice-to-have”, but essential for the success of companies. Inclusion is key to managing a diverse team, which requires a new set of skills. Diversity is about recognizing differences and bringing them to your business. Inclusivity is about embracing and managing diversity. I’ve heard a lot of talk about the first and I see a wide range about the second.
Experts have found that diversity in thought and experience can give your business an advantage. The business case is still valid. Inclusion in the workplace can attract and retain a wide range of talent. Generation Z and Millennials, for example, are known to prioritize employers that have a diverse working environment.
Diversity in teams also leads to improved problem-solving, creativity and productivity. It’s also what customers want. In a recent Kantar report, 75% of consumers stated that the diversity and inclusion reputation of a brand influenced their purchasing decisions.
What is diversity of teams?
Diversity doesn’t just refer to legal protected characteristics, like gender, age or disability. It also includes religion and ethnicity. It’s more than that. There are many factors that can affect our differences, including how we were raised, our different financial and political backgrounds, and what drives us. The ways in which humans can be different is limitless.
The Conflict
Most managers want to create a strong team and know that diversity is key to this. The challenge is to ensure that this ethos and its championing is spread throughout the organization so that division does not reign in areas of difference. This is where managers can help. They are the frontline for building and nurturing more diverse teams.
If no one is there to implement the DEI values and policies, it’s a waste of time. Start by training your managers and giving them the power to make decisions.
Top Training Tips
Encourage curiosity
Managers should not always view things through their own lens. It is important that managers truly understand inclusion, which means being as responsive and open as possible.
Train managers to be curious and ask questions if a colleague holds a different opinion. The managers should first seek to understand and identify what is really happening, then sense-check and decide.
They could teach them to ask, “I wonder why they think that way?” Listening to answers is important, but they should also be aware that everyone has a bias and a filter.
Nobody’s perfect!
Encourage managers to acknowledge that mistakes are part of being human. There’s no script to follow, but there are concepts and methods that can be helpful.
As humans, we know that we feel more secure when we’re with others who share our values. It’s 2025. We have evolved and will continue to evolve, so there is no need to continue this.
Maya Angelou, the renowned trainer and author, has given me one of her best pieces of advice. Do your best, until you learn better. Do better. All our training programmes are based on this premise.
Managers should also not be afraid to say or do the wrong thing. Give them tools to help them feel confident in challenging situations. For me, it’s all about finding ways through difficult conversations. Line managers must work with employees in order to be authentic. If you equip managers with the tools to be authentic, rather than correcting mistakes, they will not only learn from their experiences but also grow from them.
It could be as simple to have the maturity to say ‘Sorry I didn’t intend it that way – please speak to me again’ or ‘We should talk about (X)’. I don’t know how to proceed but if you work with me, we can find the answers together. Emotional bravery is important.
A Safe Space
Provide your managers with a safe environment where they can develop their skills and experience this without being around the team. Offer professional, relevant and experiential training. My favourite programs include those that offer live feedback, follow-up, post-workshop, and individual coaching. When they are ready, you will be able to see them use those skills in the workplace.
Look ahead
If we truly understood inclusion, I think we would not need diversity training. We’d automatically recognize that someone else might view things differently, and we would embrace this with interest. To build diversity in teams, my final advice is to be aware of when you are judging others. You may be surprised by what you find when you shift your focus to curiosity.
