Stephen J. Whitton. Founder of [M]enable, Speaker, Event Host’s Post

Why I love driving change journeys focusing on Inclusion and Diversity within the industrial sector is because of many things. Three aspects stand out the most to me: 1: Working with people who have an engineering background or a technical focus. These individuals bring a unique perspective to viewing the world, forming opinions, approaching problems, and, most importantly, finding solutions. When they understand the problem, they don’t give up until they have a solution that works effectively. 2: The LEAN methodology. For me, LEAN embodies the essence of inclusion. When implemented effectively, there is no need to label diversity and inclusion (D&I) efforts separately. It naturally becomes part of the process and functions seamlessly. 3: Leaders with a background in team sports. Those who have long experience, first as players and later as team leaders for kids, bring valuable practices into driving D&I in their day-to-day activities. For example, Henrik Nyström's experience setting up a local ice hockey team inspired ideas on how to increase women's participation in their factory. It’s an amazing story with impressive results that I will share with you all to learn from further on. Thank you, Henrik Nyström and Camilla Mellberg for a day full of insights and practical ideas on advancing D&I in the industrial sector!

Actively seek diverse perspectives and experiences. Empowering individuals to bring their authentic selves to work fosters an environment where differences are celebrated and contribute to innovation. Checkout for more details about this topic: https://lnkd.in/gUddvDwB #PeakLeadership #ElevateMindset #AuthenticConnections #PurposefulLeading #DiverseLeadership #SuccessCelebration #TalentCultivation #AdaptAndThrive #LeadWithIntegrity #PositiveLeadership #GrowthMindsetLeaders #InclusiveLeaders #RecognizeAchievement #CuriousLeadership #ChangeResilience #EthicalLeading #WellbeingLeadership #ContinuousLearning #HighPerformanceTeams #LeadershipExcellence #CorporateTraining #VirtualTraining #SkillDevelopment #Training #Careers #DigitxEvents #facetoface #inpersontraining #practical #handtohandexperience

Remember when DEI initiatives were all about ticking boxes and meeting legal requirements? Well, guess what? We're witnessing a remarkable shift! 🌟 From Compliance to Cultural Transformation Gone are the days of simply checking off boxes to meet quotas. Today, we're all about fostering genuine cultural transformation. It's not just about following rules; it's about embracing diversity, prioritizing equity, and creating a workplace where everyone feels valued and included. 💼 What Does This Mean for Organizations? ✨ Leadership Commitment: When leaders champion DEI initiatives, it sets the tone for the entire organization. Let's lead by example! ✨ Holistic Approach: It's not just about hiring diverse talent; it's about examining policies, practices, and systems to ensure they promote inclusion. ✨ Employee Engagement: We're all in this together! By fostering open dialogue and creating opportunities for feedback, we empower our employees to be part of the change. ✨ Continuous Learning and Improvement: DEI is a journey, not a destination. Let's commit to continuously learning, growing, and evolving our strategies. ✨ Measurable Goals and Accountability: Setting clear goals and holding ourselves accountable ensures we're making meaningful progress. Let's track those metrics and celebrate our wins! 🌟 Join the Movement: https://lnkd.in/dQmZp_He Let's work together to make our workplaces more diverse, equitable, and inclusive. Together, we can create a future where everyone feels valued, respected, and empowered to be their authentic selves. #DEI #CulturalTransformation #InclusionRevolution #WorkplaceDiversity #EquityMatters #LinkedInCommunity #CT3Training Tesha L. Nesbit

𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆, 𝗲𝗾𝘂𝗶𝘁𝘆, 𝗮𝗻𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝘁𝗼 𝗲𝗺𝗽𝗼𝘄𝗲𝗿 𝘆𝗼𝘂𝗿 𝗴𝗹𝗼𝗯𝗮𝗹 𝘁𝗲𝗮𝗺𝘀 💪 Leading with diversity, equity, and inclusion (DEI) isn’t just a trending topic—it’s a necessary leadership skill and a powerful strategy. As a leader of global teams, DEI, for me, means creating a culture where every perspective is not only valued 💎 but integrated into how we work. Leading with empathy 🤗 and intentional collaboration ensures we turn diversity into strength. 𝘊𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘧𝘰𝘳 𝘨𝘭𝘰𝘣𝘢𝘭, 𝘥𝘪𝘷𝘦𝘳𝘴𝘦 𝘵𝘦𝘢𝘮𝘴: 💬 𝘊𝘶𝘭𝘵𝘶𝘳𝘢𝘭 𝘮𝘪𝘴𝘤𝘰𝘮𝘮𝘶𝘯𝘪𝘤𝘢𝘵𝘪𝘰𝘯  – Different norms and communication styles can cause friction and misunderstandings. 🙊 𝘌𝘹𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘰𝘧 𝘴𝘰𝘮𝘦 𝘷𝘰𝘪𝘤𝘦𝘴 – It’s easy for distributed team members to feel left out of key decisions. ⚖️ 𝘜𝘯𝘤𝘰𝘯𝘴𝘤𝘪𝘰𝘶𝘴 𝘣𝘪𝘢𝘴 𝘪𝘯 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯-𝘮𝘢𝘬𝘪𝘯𝘨, which can lead to unequal opportunities and underutilized talent. 𝟯 𝘁𝗶𝗽𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗰𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝘃𝗲 𝘁𝗲𝗮𝗺𝘀 𝘁𝗵𝗮𝘁 𝗲𝗺𝗯𝗿𝗮𝗰𝗲 𝗗𝗘𝗜 🌎: 🌟 𝗙𝗼𝘀𝘁𝗲𝗿 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗮𝗻𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 – Encourage open dialogue about how team members prefer to communicate to avoid misunderstandings. 🌟 𝗘𝗻𝘀𝘂𝗿𝗲 𝗲𝗾𝘂𝗮𝗹 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗼𝗻 – Use asynchronous tools and adapt or rotate meeting times to engage everyone, no matter their time zone. 🌟 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗯𝗶𝗮𝘀𝗲𝘀 – Lead conversations and base decisions on facts, not instinct, to ensure fairness. Inclusive leadership is key to transforming diversity into innovation. Let’s lead with purpose and make DEI our team's competitive edge. ➕ Follow Mónica Maltzman for more content on Leadership, Team building, and Product management. ♻ Feel free to share if you found this valuable!

Promoting Fairness Promotes Success In any organization, fostering a culture of fairness, equity, and inclusivity is paramount for sustained success. While navigating through our professional journeys, it’s vital to ensure that all team members are given equal opportunities to thrive, based on merit and contribution rather than favoritism or bias. When everyone in the organization feels valued and recognized for their hard work, it not only boosts morale but also drives collective growth and innovation. It’s important that leadership at all levels sets an example by promoting transparency, accountability, and impartiality in all decision-making processes. Let’s strive to create workplaces where meritocracy prevails and everyone has a fair shot at success. After all, a truly inclusive environment benefits us all.

So much weight is placed on individuals from organizations around the “shared values.” “Shared values” are often portrayed as the glue that binds employees together, especially when companies frame themselves as a “family.” In reality, this blurs the line between personal loyalty and professional obligation, making it harder for employees to challenge or question the status quo. While shared values can foster a sense of unity and purpose, they can also be used to drive conformity under the guise of a collective good. Instead of pushing for agreement, organizations should focus on using values as a starting point for genuine dialogue, ensuring that these principles evolve with the needs and perspectives of both the company and its people. True alignment isn’t about fitting into a “family mold”; it’s about creating space for diverse voices to shape the culture together.

Respecting and giving credit to employees isn’t just good manners—it drives better results. When people feel valued, their engagement and quality of work improve. A culture of recognition leads to stronger teams, higher productivity, and more success. #WorkEthics #EmployeeRecognition #Respect #QualityWork

Building a Culture of Action, Beyond Words In a world where company culture often feels like a mere collection of catchy slogans plastered on office walls, true cultural transformation goes far beyond mere words. It's about the daily actions, interactions, and behaviors that define an organization's ethos and identity. The foundation of a great culture isn't built through words alone, but through the tangible, meaningful actions of every individual within the organization. culture is not defined by what is said, but by what is done. The inclusion of diverse activities reflects the multifaceted nature of culture-building, encompassing teamwork, leadership, innovation, and social responsibility. Embrace a culture of action and accountability. Each individual can contribute to building a culture that fosters excellence, integrity, and inclusivity. #CompanyCulture #CultureOfAction #ActionsSpeakLouder #OrganizationalEthos #Leadership #Teamwork #SocialResponsibility #WorkplaceValues #Innovation #Accountability #DiversityAndInclusion #EmployeeEngagement #PositiveImpact #WorkplaceCommunity #CultureTransformation

Inclusive companies are 𝟭.𝟳 𝘁𝗶𝗺𝗲𝘀 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 to Lead Innovation. 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗼𝗻𝗹𝘆 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽. 𝗕𝗲𝗳𝗼𝗿𝗲 𝗱𝗶𝘃𝗶𝗻𝗴 𝗱𝗲𝗲𝗽𝗲𝗿 𝗶𝗻𝘁𝗼 𝗵𝗼𝘄 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗳𝗼𝗿 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻, 𝗹𝗲𝘁’𝘀 𝗮𝗹𝗶𝗴𝗻 𝗼𝗻 𝘁𝗵𝗲 𝗰𝗼𝗻𝘁𝗲𝘅𝘁: Inclusive leadership is about creating an environment where everyone feels valued, respected, and heard. Inclusive leaders embrace diversity and ensure that all team members, regardless of their background, can contribute to their fullest potential. It’s also about being aware of where you’re coming from, as your perspective is shaped by factors like your country of origin, gender, experiences, etc. Here are the key habits of inclusive leadership: 𝟭. 𝗔𝗰𝘁𝗶𝘃𝗲 𝗟𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: Pay close attention to what others are saying and show that their input is valued. This fosters an environment where everyone feels heard and respected.  𝟮. 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀: Actively seek out and consider the viewpoints and ideas of all team members, especially those from diverse backgrounds. This leads to more well-rounded decisions.  𝟯. 𝗠𝗼𝗱𝗲𝗹𝗶𝗻𝗴 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: Demonstrate inclusivity in everyday actions, such as using inclusive language, being approachable, and treating everyone with respect.  𝟰. 𝗣𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝗘𝗾𝘂𝗮𝗹 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀: Ensure all team members have access to the same opportunities for growth, development, and advancement.  𝟱. 𝗛𝗼𝗹𝗱𝗶𝗻𝗴 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲: Regularly assess and reflect on your behaviors and decisions to ensure they align with inclusive values. Be open to feedback and willing to make changes. To make this more concrete, here are two examples: 1. Be aware and empathetic toward "the only ___ in the room" 2. Take the lead in introducing someone who is "new" within your team or scope of responsibility to ensure they feel welcomed and included. Inclusive leadership isn’t just a nice-to-have—it drives better decision-making, innovation, and employee engagement, leading to a workplace that’s 35% more productive and positive. 🧠🍳 𝗕𝗿𝗮𝗶𝗻 𝗕𝗿𝗲𝗮𝗸𝗳𝗮𝘀𝘁 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻: • Do you feel your environment contributes to unleashing your growth potential?

Not all leaders know the best way to promote inclusion and diversity in their businesses, and even some well-intentioned efforts could harm the business in the long run. Here, eight professionals from Young Entrepreneur Council discuss some of the more effective ways you can promote diversity and inclusion in your company and explain how these methods can help any business succeed. #diversity #leadership #inclusion