How to Foster Open Communication Among Diverse Teams
We’ve come a long way in our fight for equal rights, and research continues to show the benefits of diversity in the workplace. Still, even with the best-laid plans, putting people with different opinions in the same environment can be challenging.
The laws surrounding DEI (diversity, ethnicity, and inclusion) make it clear that any harassment or discrimination against someone due to differences in things like race, religion, nationality, or, more recently, political stance should not be tolerated. But, these differences often lead to divisive obstacles in communication.
In a world where borders continue to disappear with technology, hiring the best people for your job often brings people from different backgrounds together. How can you foster open communication and a united front in those situations? These tips will help you conquer the goal of DEI.
1. Start With the Leaders
As much as we’d like to believe that everyone we hire is on board with inclusivity, that’s not always the case. Many of your team will look to the leaders to determine how to treat those who are different. When a leader shows discriminatory practices, those behaviors may give others the idea that they can also engage in similar treatment.
In addition to training your team on DEI practices, you must ensure those in leadership positions demonstrate role-model behavior. Their communication methods represent your business. Divisive communication derails your team’s productivity and hurts your bottom line. This article by Obsidi® explains the vital role DEI plays in any industry.
Train leaders on how to communicate effectively by learning about other cultures and backgrounds. Teach them how to monitor their words and actions to consider how someone could take them with different views. Seek feedback about leadership and the overall work atmosphere from team members. Do they feel safe? Heard? Valued? Pay attention to the responses, and address leadership as necessary. Without open communication from the top, your team will probably not be as effective as they could be.
2. Make It a Point to Recognize and Celebrate Uniqueness
How does your company handle holidays or significant events in life? For example, it’s okay to celebrate Christmas, but if others on your team don’t, ensure you find ways for them to feel included, too. Seek the essential holidays of other cultures and educate your workplace about those celebrations.
When someone’s different background or perspective brings a valuable result to the company, recognize and celebrate their actions. Teach your team that you value and embrace diversity.
3. Stay On Top Of The Workplace Atmosphere
What’s going on within the various interactions within your workplace? Is everyone still satisfied with their role? Open lines of communication help individuals feel more comfortable reporting things that make them feel disrespected or unsafe before they become issues.
You may think everything is going well while your teams struggle to find common ground or overcome a difference of opinion or perceived offense. As a leader, you must consistently have your pulse on the atmosphere of your workplace.
This knowledge could come from in-person observations and conversations, staggered surveys requesting feedback, or something in between, but it must be consistent. It can take time to build enough trust to reassure your team that honesty won’t be punished but rather rewarded and appreciated.
4. Include DEI Communication in Training
Continuing education and training is a normal part of most business practices. In addition to the industry-specific conferences and informative meetings, add DEI policies to your agenda.
Providing training to your staff and leaders reinforces to those who feel different that they are valued. It reminds others that certain words, including idioms and slang, can be offensive to those in different cultures, with various languages, or across age gaps.
Including this topic in your regular training shows how your company values diversity in the workplace more than intricately written policies can do.
Conclusion
Diverse teams can be extremely strong if the leadership surrounding them encourages differences. Borders, languages, and backgrounds no longer limit our workplace.
Creating cohesive and satisfied team members happens when each person feels valued and seen, which depends on the communication in the work environment. Starting with the leaders, then continuing to celebrate differences through your business practices and training, you can foster a workplace where diverse teams flourish.
