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How can a manager build and maintain a diverse and inclusive team?

How can a manager build and maintain a diverse and inclusive team? Your team is diverse, you’ve told your clients you are a diverse organization, you have a diverse public position, but beyond that, the most obvious and perhaps most important place to see diversity is right under our noses: your team. So how do you build an inclusive team and how do you help your managers and executives as they navigate their way through a world where their people have ever more diverse backgrounds? When building inclusive teams: Keep it simple. Don’t expect your team to understand everything. Every diversity issue and point of view is important and relevant. But, don’t be overly complex. Include examples and keep it easy to understand. It is important to address access to career routes; pay; leadership opportunities; mentorship and life coaching. This is critical to making sure there is an access point for and value associated with diversity. Be human. What does one of those diverse backgrounds look like? What does one say, think, feel, or like? Don’t be dismissive if you do not know. Open communication leads to understanding and acceptance. As a leader, set expectations. Let your people know your beliefs, values, 

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Don’t try to force your values on everybody. Show everybody Visit Website courage to be human along the way. Dare to be different. What are these values of your organization? Will you lead your organization by valuing inclusion, justice, opportunity and acceptance? Honesty and authenticity will always be important. What are your attitudes when building an inclusive team? We have been dealing with diversity inclusion for years now, but it is still a constant. A steady grind which goes through a constant growth and change. There are four main attitudes: My goal is to help my people as they grow into leaders who make a positive impact. I am here to help my people succeed. I am here to represent my organizationHow can a manager build and maintain a diverse and inclusive team? Being a manager is one of the greatest rewards I’ve ever received. There have been highs and lows, as well as amazing moments too. Before I start I want to address something that I’m sure many people are wondering – how did I get to where am? – and the answer is simple. I was in football. Specifically, I was in football administration.

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In my first job in football that’s how I fell in to the role of ‘Development Director’. For many people working in football, this is a step up – indeed it’s a pretty straight switch from having a great football career to being paid ‘manager’ type wages. So the question you want to ask yourself next is ‘where did I fall in to this new position?’ These are my opening remarks, very open mic style, for new manager who is ready to think about and learn from the experiences of others. If you want to see the real answers to questions about building maintaining teams, read on. This is a little bit of a complicated one. It’s about diversity and inclusivity and the impact of both in football, but it’s also about the impact of those principles in every aspect of your life. How do you think they should manifest in your life? How can you enrich your life by embracing diversity and inclusivity? Let’s start by looking at playing groups. Clubs have tended to be run as clubs. Over time, the majority of people in football will have been from the European and English traditions of the game. Let us pretend that everyone got their first job in business, life and sport by starting in a similar environment, being recruited from similar people, studying the same courses and networks – what do you think the prospects for our team would be? “Think about how hard it is for a marginalised person to get a football team How can a manager build and maintain a diverse and inclusive team? Take this course to learn how. In Episode 1, you heard some of ways diversity and inclusion efforts become more successful when they do a better job of creating rich, authentic learning environments. In Episode 2, we’ll dig into culture as a variable and the role it plays in the diversity efforts of any organization. And in Episode 3, we’ll dive into how we can foster diversity in our own minds.

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Stacey Perry Hines, Senior Technical Education Program Manager, Microsoft Today’s topic is what makes a place a “good place.” It will highlight the main aspects of a strong culture and the decisions leaders make every day that keep them out of trouble. From the way decisions are made to the type of people hired and retained, a strong culture will make your place better. Think about your own environment, and think about everyone in it. Then think about their impact on the organization. You’ll find out how the top leaders of some of the world’s largest companies are doing what they need to do to build a strong team. Please join The HR Post Community for a live Q+A session hosted by Rachel Mc Keone Greene. Rachel has been nominated as one of the 10 Leading HR Influencers in the Northeast. She will answer from Twitter users on the most pressing topics in the HR space during the live discussion. If you’re based in the Northeast and are interested in being on list, you can reply and Rachel will get in touch with you! The HR Post is a community where Human Resource professionals, business owners, students and career-changers can go for expert advice, connect, collaborate and learn. Founded in 2011, and registered with the NAEYC, the HR Post offers numerous free services to the community including: expert advice, career advice, tips on resumes, interview tips, and monthly webinars. In addition to its free