What do you do if your executive team lacks diversity?

As someone who has firsthand experience being the only female in an executive team, the issue of diversity within leadership resonates with me. The first step was to ensure the lack of diversity was identified and acknowledged. It was key for me to openly discuss this issue with the executive team – sharing my personal experiences and challenges humanized the issue.

First, what is your company's definition of diversity? I've had companies tell me they are diverse and have diversity at the executive level and it's normally (1) white woman. After asking the question for them to define diversity I would be clear on the lack of diversity you see at the top and ask the question what plans do they have to diversify Sr. leadership and what can others do under the diversity "label"( Gender, Race, LGBTQ, Disabilities sight seen and unseen & Veterans)(Age) need to do to advance their careers as they work on Sr. Leadership diversity?

Once you've assessed the reality devise a strategic plan that prioritizes diversity and inclusion initiatives. Engage leadership in open discussions about the benefits of diverse perspectives and experiences. Implement targeted recruitment strategies to attract diverse talent and ensure fair and inclusive hiring processes. Provide training and resources to foster cultural competence among executives and staff. Encourage mentorship & sponsorship programs to support the development of underrepresented employees. Lastly, hold leadership accountable for progress through transparent metrics and regular assessments. Remember, diversity isn't just a checkbox—it's a crucial driver of innovation, creativity, and success in today's global marketplace

Too bad that diversity is measured. This should be a no brainer with groups determined by talent and not by a numeric formula.

Recognise and acknowledge the lack of diversity within your executive team. Understand the importance of diversity in driving innovation, creativity, and decision-making effectiveness.

En mi entorno de las industrias creativas, existe el término de "diversidad creativa" entendido como herramienta para reconocer y aplicar la creatividad en función de nuestro estado emocional y autoconocimiento. Tiene por tanto un importante grado de subjetividad y es necesario recurrir a la facultad de la empatía para que los fenómenos de la inclusión, la aceptación y la armonía convivan eficientemente en grupos de personas de diferentes características personales, de origen, etaria, de formación entre otras.

Diversity is crucial for any executive team. We can start by actively seeking diverse candidates, implementing inclusive hiring practices, and providing training on unconscious bias. Additionally, fostering a culture of inclusion and openness to diverse perspectives can help attract and retain diverse talent.

We celebrate stories of non-minority executives boldly taking risks in new areas, yet unfairly stigmatize minorities for the same ambition, perpetuating the "lowered the bar" myth. This harmful double standard holds diversity back and robs us of potential. Let's expand leadership models to include diverse strengths, and challenge our own perceptions of what leadership looks like. Women excel in transformational leadership, and "executive presence" isn't one-size-fits-all. Does your company truly embrace innovation – even if it comes in a different package or disrupts the old ways? Be honest: Are your standards for evaluating talent consistently applied, or do subtle biases create an uneven playing field, limiting who reaches the top?

When faced with an executive team lacking diversity, we want to adopt a long-term perspective and prioritize building a healthy and diverse talent pipeline for our executive team. Focus on how we can tap into our talent within the organization. Allyship and sponsorship play a crucial role here. It takes collective efforts to identify, develop and advocate for high-performing individuals from underrepresented groups. One of the straight forward methods is by leveraging existing employee resource groups to foster sponsorship, mentorship, and peer support networks. Encouraging employees to take up leadership roles within these affinity groups can also provide them with opportunities to demonstrate their leadership capabilities.

You epitomize true leadership when you realize that if your leadership network lacks diversity, it's already bankrupt in every action. Stop meeting quotas and start meeting people. Reconstruct your ecosystem to desubjugate DEl, and set shared accountability as an expectation for being apart of the organization. Now, let's lead.

Reflect on the root causes of the lack of diversity in your executive team. Is it due to biased hiring practices, limited outreach, or a lack of inclusive culture? Address these issues by implementing fair and inclusive recruitment processes, expanding outreach efforts to attract diverse candidates, and fostering an inclusive workplace culture that values and respects all voices. Additionally, provide training and resources to support cultural competence among executives and staff. By actively addressing these factors, you can create a more diverse and inclusive executive team that reflects the richness of perspectives in today's society.

Achieving diversity in an executive team involves deliberate and multifaceted efforts aimed at fostering inclusivity and representation across various dimensions. To implement inclusive hiring practices, actively seek candidates from underrepresented backgrounds and provide equal opportunities for advancement. To foster a culture of belonging and respect within the organization, implement diversity training programs and mentorship initiatives where executives mentor aspiring leaders from diverse backgrounds to facilitate career development and to create pathways to leadership roles. To promote transparency and accountability regarding diversity metrics, hold leadership accountable for diversity goals, addressing disparities or biases.