Here's how you can attract and keep diverse talent as a team manager.

Integrating neuroinclusion accessibility strategies in the recruiting, hiring, policies, systems, and culture is an essential part of finding and keeping diverse talent. Many companies have launched neurodiversity hiring initiatives in recent years which is wonderful. Like others have mentioned, there has to be an ongoing practice of neuroinclusion accessibility in order to create the kind of environment that ensures neurodivergent and disabled talent access, belonging, and opportunity to contribute meaningfully to their work and environment. Understanding neurodivergent culture is paramount for inclusive leadership.

Para atrair talentos e mantê-los é necessário que tenhamos uma política que trabalhe a diversidade entre todos. O compromisso tem que ser falado diariamente e exemplificado.

It's important to first accept and recognise that company processes, policies and ways of working are not neutrally designed. They are built in the image of the decision-makers - normally ablebodied, extraverted, neurotypical, cis, straight, white men. A great first step to embracing diversity is to reimagine an employee experience from the perspective of the marginalised. Take recruitment - How would assessments be structured if everyone needed lots of time to process information? What skills would be considered important if all parties were women? Instead of crowbarring a reasonable adjustment into a system that doesn't work for many, try stepping into another's shoes and work from there.

💥 Ensemble, embrassons la diversité. Créer une culture d'inclusion commence par reconnaître et célébrer les différences qui nous rendent uniques. Pour attirer les meilleurs talents, il est essentiel d'adopter des pratiques inclusives dès le processus de recrutement. Révisez vos descriptions de poste pour qu'elles soient accueillantes, diversifiez vos méthodes de recrutement et sensibilisez votre équipe aux biais inconscients. Communiquez clairement votre engagement en faveur de la diversité pour montrer aux candidats potentiels que leurs antécédents et expériences sont valorisés. En construisant un environnement chaleureux et inclusif, vous ouvrez la voie à une diversité de candidatures riches en talents et en perspectives inspirantes." 🌟

By actively fostering an inclusive environment and supporting the growth and well-being of diverse employees, you can build a strong, innovative, and loyal team. Remember, attracting and retaining diverse talent is not a one-time effort but an ongoing commitment to creating a workplace where everyone can thrive.

Developing and implementing inclusive policies is crucial to retaining diverse talent. These policies should address fair hiring practices, equal opportunities for advancement, and a zero-tolerance stance on discrimination. Flexibility in work arrangements, such as remote work and flexible hours, can also support diverse needs. Additionally, providing resources like employee resource groups (ERGs) and diversity training programs can help create a supportive and inclusive workplace culture.

In my experience, to create a diverse culture in any work place, or even in Clubs/Societies, first including people form diverse backgrounds in conversations is essential, and then we can've an idea of how they want to be seen, know, or compensated. Starting us these discussion might me tough initially, but'd be inclusive in long run.

Exemple de politique inclusive surtout dans un contexte international. -Former les facilitateurs des réunions de bien inclure et donner le temps convenable à chaque participant de la réunion de parler et de faire passer sa voix. -Etre ouvert au type de congés cultuels et de religions. -Accepter les conditions de santé difficile de certains candidats comme le handicap.

La différence culturelle dans un environnement de travail est un atout. Etre observateur / trice des réactions de nos collaborateurs est essentiel afin de garder une bonne relation avec eux quelque soit leur origine et leur culture. Observer et analyser le comportement des parties prenantes et s'adapter en fonction est essentiel.

Cultural competency is a journey, not a destination. The workplace is an ever-evolving environment, and so should our understanding of the cultures that influence it. By continuously learning and developing our cultural competency, we can foster a more inclusive and productive work environment for everyone.

O ser humano é um ser em constante evolução, e o ambiente de trabalho não é diferente, em uma organização, em um projeto são varias criações, modos de pensar e agir em um só lugar, mostrar que todas as ideias são respeitadas, aceitas e juntas elas se unirão para o projeto final, motiva a equipe a continuar nesse ambiente onde todos se sentem acolhidos.

I have learned that when a dialog is opened and received. there are now many things that can be accomplished. However, the most important thing that is accomplished, is what can be learned and given: the idea of mutual respect, better understanding, and an agreement to be open to an share idea.

El diálogo debe de ser de conocimiento, reconocimiento, ayuda o simplemente de alineación. Siempre en pro del bien común por encima de beneficio de una parte. Las evaluaciones deben de ser diálogos abiertos también que al día de hoy no son en la mayoria de los casos

Sinceridade, transparência e honestidade, são pilares fundamentais para que haja prosperidade em um projeto ou ambiente, entender que todas as ideias são validas e respeitadas, mas nem todas iram caber naquele momento, fazer entender que somos um time e que cada momento um ira se destacar mais de formar individual, mas que no final a vitória será do time como um todo.

Maintaining an open dialogue in a team is more than just communication. It is also creating a safe space for the team members to use their creative mind to bring changes and help the company grow. That ties hand in hand with daring to try new things and not being afraid of failure. In many industries, the more diverse a team is, the more it is being set up for success. This atmosphere makes it easy for peers to learn from one another, grow together as a team, and ultimately improves the culture of an organization.

As a peer support specialist, I embrace cultural competency by promoting diversity in hiring, ensuring inclusive job descriptions, and training my team to recognize unconscious biases. We develop policies that accommodate various lifestyles and family structures, reflecting our team's needs. Continuous learning is encouraged through training on cross-cultural communication and conflict resolution. We maintain open dialogue by providing safe spaces for team members to share experiences. Recognizing and celebrating cultural holidays and achievements fosters a sense of belonging. Leading by example, I demonstrate cultural competency through empathy, active listening, and adaptive management, creating a positive ripple effect in our workplace.

O modo de tratamento de uma equipe deve ser feito de maneira igual por seu líder, sem privilégios a A ou B, dessa forma todos se sentirão incluídos, respeitados e valorizados. Isso torna o ambiente leve, saudável e duradouro criando vinculo entre organização, líder e equipe.

I am a HUGE proponent of leading by example! I have always felt that in order to be a beacon and lead effectively, one must always walk the walk. Company culture is a huge component when desiring to retain top talent. If I want a positive and uplifting work environment, I must genuinely exude that same attitude that I would like others to adopt. Key word here is: genuinely. As a leader, we should always try and understand our audience and humble ourselves and think back to when we were once on the other side. How did you want to be seen? heard? taught? Everyone is different, therefore, we as leaders must be adaptable, open, and easily pivot when needed. Displaying this behavior will always earn you respect and very often, loyalty.

Never expect others to do what you can't do by yourself if needed. That is what makes people want to follow your example and value you as a leader. It's highly appreciated if you even do it by yourself to support your team.

Leading by example communicates the needs and expectations of a leader. Words might be misunderstood, but actions speak volume. It also invites your team to respect and to be inspired by you. It shows dedication and instill trust amongst your team, because your words align with your actions.

Uma liderança eficaz, além de mostrar resultados, muitas vezes ela necessita que o líder se adapte, ou seja, seu estilo e métodos de conduzir a equipe para os resultados deve ser alinhado com a cultura organizacional. Um líder pode ser inovador e ético, mas se suas abordagens não ressoarem com as expectativas da direção, pode haver um descompasso. É essencial para um líder entender e, se necessário, navegar dentro dos valores e práticas estabelecidos da empresa, ao mesmo tempo em que introduz novas ideias e processos que podem beneficiar a equipe e a organização a longo prazo.

By integrating "Breaking the Barrier in a Team", " Maintaining a Hierarchical Balance", "Open Communication" and "Continuous Improvement" into my leadership approach and organizational culture, I was able to foster a collaborative, supportive, and productive work environment where hierarchy complements teamwork, open communication is valued, and continuous improvement is a shared goal. This approach not only enhances employee satisfaction and engagement but also contributes to achieving organizational objectives more effectively.

Leading verses managing. Approaching tasks and projects as a partner to accomplish goals and not just a manager of the work to be completed. Creating space for the members of your team to have a voice when strategizing and thinking through solutions. Everyone wants to feel valued and to feel like they add value to their work and their team. Fostering a work environment such as this is another way to keep a diverse team.

Fight for equity in everything. Equality is giving everyone a size 9 pair of shoes. Equity is giving each person the correct size shoes for them. Always fight for equity.

Embrace diversity as a strength. Foster an inclusive culture where everyone feels valued. Encourage open dialogue, respect different perspectives, and promote collaboration. Invest in training to enhance cultural competency. Remember, diversity fuels innovation and growth.