Successfully leading a diverse workforce includes understanding previously overlooked cultural/social nuances. This is not the fault of team leaders because you don’t know what you don’t know, but data tells us that talent from under-represented groups has the highest attrition rate. Now is the time to support team leaders in creating equitable and inclusive cultures within their teams.
Getting the best from your diverse talent is a two-way street. It’s not enough for talent to step up; it also requires managers to understand the cultural barriers to career development. These may not be immediately obvious, especially if you are of a different cultural background or generation to your reports.
Thankfully, once you become aware, these barriers can be removed. This programme provides the insights needed to achieve exactly that. Often, it doesn’t require a radical overhaul of processes, just having the right conversations and taking some simple steps to create an environment where employees feel they belong and can progress. A slight change in approach can be the difference between your organisation having a ‘diversity drain’ and having a flourishing pool of diverse talent.
*Ethnically diverse communities/generational/neurodivergent