What are the best frameworks for building diverse and inclusive teams?

1 The 4C Model

One of the most comprehensive and practical frameworks for building diverse and inclusive teams is the 4C model, developed by Dr. Bernardo Ferdman and Dr. Barbara Deane. The 4C model stands for Composition, Connection, Contribution, and Challenge, and it covers four key dimensions of diversity and inclusion. Composition refers to the demographic and identity diversity of the team, and how it reflects the broader environment and stakeholders. Connection refers to the interpersonal and psychological diversity of the team, and how it fosters trust, communication, and collaboration. Contribution refers to the functional and role diversity of the team, and how it leverages the skills, knowledge, and expertise of each member. Challenge refers to the strategic and developmental diversity of the team, and how it embraces change, innovation, and learning. By applying the 4C model, you can assess the strengths and gaps of your team in each dimension, and design interventions to improve them.

2 The TEAM Model

Another useful framework for building diverse and inclusive teams is the TEAM model, created by Dr. Dnika Travis and Dr. Jennifer Thorpe-Moscon. The TEAM model stands for Trust, Empowerment, Accountability, and Mistakes, and it focuses on four key behaviors that leaders and team members can adopt to create a culture of inclusion. Trust means creating a safe and supportive environment, where team members can share their opinions, feelings, and experiences without fear of judgment or retaliation. Empowerment means giving team members autonomy and ownership over their work, and encouraging them to take risks and experiment. Accountability means holding team members responsible for their actions and outcomes, and providing constructive feedback and recognition. Mistakes means acknowledging and learning from errors and failures, and treating them as opportunities for growth and improvement. By applying the TEAM model, you can foster a climate of inclusion, where team members can perform at their best and achieve their goals.

3 The SCARF Model

A third framework for building diverse and inclusive teams is the SCARF model, developed by Dr. David Rock. The SCARF model stands for Status, Certainty, Autonomy, Relatedness, and Fairness, and it explains how these five social domains affect the brain and behavior of team members. Status means the relative importance and recognition of team members, and how they compare themselves to others. Certainty means the predictability and clarity of the team's work and expectations, and how they cope with ambiguity and change. Autonomy means the control and choice that team members have over their work and decisions, and how they balance independence and interdependence. Relatedness means the connection and belonging that team members feel with each other, and how they build trust and rapport. Fairness means the justice and equity that team members perceive in the team's processes and outcomes, and how they handle conflicts and disagreements. By applying the SCARF model, you can understand the motivations and emotions of team members, and address their needs and concerns.

Building diverse and inclusive teams is not a one-time event, but a continuous process that requires commitment, awareness, and action. By using these frameworks, you can enhance your people management skills and create teams that are more effective, engaged, and inclusive.

4 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?