This week, let’s examine projects as an opportunity to produce more inclusion in the workplace. Finding targeted improvement areas is one approach that may feel more manageable to leaders seeking to foster additional inclusion and belonging in the organization that can, in turn, add up to sizable gains. Every one of us has the power to effectuate change in support of the future diversification of the workplace. If projects are a part of day-to-day work, consider the strategies outlined below to support an inclusive workplace.
IMPLEMENT OR UTILIZE PROJECT MANAGEMENT OFFICES AS A RESOURCE TO CREATE INCLUSIVE TEAMS
Project management offices are generally the ones that source projects with talent—as such, gaining transparency to the inner workings of projects while looking for options that ensure the amplification and inclusion of diverse voices is pragmatic. If no formal office exists, seek out the person(s) in charge of strategic organization projects.
Inclusive Leaders can, therefore, partner with either resource to build awareness and understanding of project challenges that more inclusive teams can solve by leveraging innovative ideas that spring forward from diverse perspectives. Being curious and asking questions are traits of inclusive leaders. Applying this approach by asking about how teams are structured is viable to support more inclusive teaming. Stay curious while seeking to build trusted relationships. For example, ask about the diversity of project leads and strive to provide leadership opportunities that consider representation. One place to look for overlooked talent is in employee resource groups. Provide shadowing, mentoring, and sponsorship strategies to support those inclusion goals.
PROACTIVELY PROVIDING ADDITIONAL TRAINING ON INCLUSIVE LEADERSHIP FOR PROJECT LEADERS AND TEAMS CAN YIELD ABOVE-AVERAGE DIVIDENDS
Imagine circumventing team angst by strengthening the team’s ability to resolve conflicts and improve decision-making ahead of project work. The Project Management Institute’s (PMI) 2023 Pulse on the Profession survey results concurs that communication, problem-solving, and collaborative leadership are critical to project success. With that in mind, inclusive leaders can use their organization’s influence to support ongoing inclusive leadership training for project teams. We know that projects have a definitive start and end, so the idea is to ensure regular training aids to support these teams. For example, there must not be an assumption that bias will be devoid in project interactions, for all humans bring lived experiences and preferences to the workplace, and that drills down to the team level. Some people do a better job at putting bias at bay to achieve team goals. Others struggle, and hiccups occur.
For proficiency in navigating potential biases, prejudices, or discrimination that surfaces within project walls, consider ongoing pieces of training providing strategies to combat intolerance. Ensure psychological safety and accountability are present. Additionally, leveraging team agendas can make space for education that builds cultural competencies.
COUNT ON PROJECT TEAM MEMBERS TO DO MORE THAN EMBRACE ORGANIZATION VALUES THAT SUPPORT INCLUSION
Responsibilities fall to more than project or inclusive leaders to create and foster inclusion and belonging in the workplace. Team members play a vital role. We hope they do more than follow the organization’s code of conduct and demonstrate additional curiosities to build trusted and impactful project communities. Showing up respectfully while keeping an open mind for varied perspectives and approaches is helpful in the team ecosystem. Additionally, project team members have an opportunity to model or redesign what successful inclusion looks like.
What’s the bottom line? Expect more of project teams. Ask for support to achieve organizational goals to foster a more inclusive workplace.
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