When onboarding a new employee, I make it a priority to sit down with them and have an in-depth conversation about their communication style, preferred working methods, and other “get-to-know-you” questions. Additionally, I conduct a DiSC assessment to understand their work style in comparison to the rest of the team. With this information, I pair them with a mentor who can guide them and also provide a list of key individuals they should connect with in their first 90 days to help them start building meaningful relationships. To ensure ongoing support, we hold weekly check-ins to discuss progress and address any concerns.

In addition to what’s already been said, I believe it’s important to prepare the environment. A lot of times we focus on how the diverse candidate needs to change to fit into the environment but they could try their hardest, get a mentor and even be paid well but if the culture that is established is not welcoming, their presence will be short lived. If companies want to diversify, they need to focus on the majority because they tend to control the climate for everyone. Companies need to be clear about the kind of culture they want and everything they do needs to match up with that. Then your diverse employees will feel a sense of belonging because their comfort was prioritized.

Also personal coversations with them. Get to know them, take an interest in them. Tell them thay they bring new perspectives to work and personal engagements. And reasure them that your door is always open to them and that you've got their back.