You're aiming to promote diversity in leadership. How do you ensure an inclusive organizational culture?

To promote diversity in leadership, there needs to be diversity in leadership to begin with. This does not mean hiring people to tick diversity boxes but examining why there is a lack of diversity at these levels. Once it is identified why there is a need for more diversity and what trends are being seen amongst the teams, the organisation can assess who needs to be brought into the organisation or brought up within the organisation to level the playing field.

Too often, when we talk about inclusion culture at organizations, we hear about the need to adopt policies that foster inclusion in the workplace. While policies set the ground for a respectful and professional environment, they do not override or erase people's intrinsic values. Therefore, organizations must never forget that culture is stronger than policies. Thus, setting expectations of inclusion and access during the hiring process and screening for intrinsic inclusion value in new hires will most likely lay the foundations for a culture of inclusion in an organization or at an institution.

Cultural competency skills are key to ensuring an inclusive organisational culture. The tone at the top must be willing to learn from different cultures and be open to new experiences. Organisational values should then be formulated in a way that promotes inclusivity.

To promote DE&I and a inclusive culture involves an strategic approach that address several key areas. First it's important have diversity in leadership and they must lead by the example. Leaders should demonstrate commitment to equity, diversity and inclusion. Second: data is important! The company needs to collect data on the demographic make up of the workforce to know the current state of diversity and the gaps that needs more focus/attention. Using surveys or any kind of tool to highlight areas needing improvment. A benchmarking could be helpful to compare diversity metrics with other companies.

A mi me ha resultado util realizar talleres en todos los niveles de la organización, con dinámicas que no aplique la jerarquía o el cargo, sino con las personas que están detrás del trabajo o rol, con esto se promueve la escucha y la comunicación fluida y asertiva.

Data is important to promote an inclusive culture, once the company knows its gaps it's time toi define the goals. The company can use SMART goals (specif, measurable, achievable relevant and time-bound goals) for improving DEI but must important all the goals must be alligned with business objectives and shared with leadership (remember leaders should lead by the example) Also give visibility to all employees and stakeholders. everybody in the company need to know DEI goals.

I think the first step to engage leaders is provinding DEI training sessions about the importance of DEI, how to manage diverse teams and about the goals. Encourage the leadership to publicly commit to DEI goals and participating in iniciatives of inclusion.

Los lideres son el eje fundamental para dar el norte, la guía o el rumbo hacia la cultura deseada, es por ellos la importancia de alinear a los lideres hacia un mismo objetivo.

Building a workplace where everyone feels valued and has equal leadership opportunities requires more than just training. It demands ongoing learning and open conversations about diversity within your company. Share insights on demographics and challenges faced by underrepresented groups to foster understanding and shared responsibility. Don't shy away from tough conversations about systemic barriers and historical biases. This understanding builds empathy and fuels action. Empower leaders to champion inclusion by equipping them to recognize and address bias, create psychologically safe environments, and actively support, mentor, and sponsor all talent, intentionally inclusive of underrepresented talent.

Educar en educación emocional y sobre todo en comunicacion no violenta, esto apoya a los equipos a generar empatía e inclusión.

The DEI policy needs to outline organisation's commitment to the subject covering recruitment, retention, compensation, promotion, health and training practices. The policy must be comprehensive and clearly communicated to all employees. It is a living document that needs to be reviewed and updated considering the social context of the moment.