Week 10 Group Discussion
Group 19
Kavi Senthilvel - 501269366
Simi Olatunji - 500700814
Sanam Imani Aghdam - 500936575
Praneeth Bharadwaj - 501279637
1. Some of the ways that managers can ensure that a team reaps the advantages of
diversity while not being thwarted by some of the challenges team diversity raises?
Share examples of applicable.
● Implementing Mentorship Programs for Underrepresented Groups: Managers can
create mentorship programs specifically tailored to support underrepresented groups
within the team. By pairing individuals from diverse backgrounds with experienced
mentors, they can provide guidance, support, and opportunities for growth, thus fostering
inclusion and professional development. Organizations can also create opportunities for
team members to serve as mentors or take on leadership roles to foster personal
development, build confidence and build career growth.
● Addressing Leadership Involvement: Leadership involvement is crucial in driving
diversity and inclusion initiatives. Managers should ensure that upper management
allocates resources and supports D&I efforts, even amidst other organizational priorities.
By aligning D&I goals with organizational values and actively involving leadership,
managers can establish a strong foundation for fostering diversity within the team.
● Continuous Measurement and Feedback: Managers should prioritize continuous
measurement and feedback mechanisms to track the progress of D&I initiatives. Beyond
annual surveys, they should implement real-time listening strategies to gather insights
and address concerns effectively. By measuring diversity and inclusion-related KPIs and
analyzing changes in metrics, managers can assess the impact of their efforts and make
data-driven decisions to further enhance inclusivity within the team.\
● Training and Intervention: Providing training for both managers and employees on D&I
goals, biases, and inclusive practices is essential. Managers should lead by example
and integrate D&I principles into various aspects of team management, from hiring
processes to everyday interactions. By recognizing biases, fostering inclusivity, and
building an inclusive team environment, managers can promote a culture of diversity and
inclusion within the team.
● Inclusive Leadership: Create environments for leaders to listen in on diverse
perspectives, create open communication and promote collaboration among team
members. Organize regular team meetings where everyone has opportunities to create
ideas and contribute to decision making processes
● Objective Key Results in Diversity: Creating OKRs within the organization to establish
clear goals and expectations on diversity hiring and ensuring everyone is aligned to
encourage hiring within diverse groups.
● Employee Consensus: Annual reviews of the organization to study diversity levels
across larger companies to promote ongoing recruitment to ensure hiring is among
different types of people that bring unique experiences to the organization. (time of hiring
and an annual training that captures this information)
● Lead by Example: Model inclusive behavior by actively seeking out diverse
perspectives and demonstrating respect for all team members.Encourage managers and
leaders to participate in diversity training and to continuously educate themselves on
issues related to diversity and inclusion.
● Address Conflict Constructively:Implement a conflict resolution process that
encourages parties involved in a conflict to express their perspectives and work towards
a mutually acceptable solution. Provide training on constructive feedback and conflict
resolution techniques to help team members navigate disagreements effectively.
● Celebrate Diversity: Organize events or activities that celebrate different cultures,
holidays, or traditions represented within the team.Highlight the contributions of diverse
team members during team meetings or through recognition programs.
