Building Inclusive Teams
summary
Argues that inclusion drives retention and performance with concrete metrics: 56% of women leave tech after 10–20 years, diverse firms see 2.3x higher cash flow per employee and inclusive teams boost performance up to 30% while diverse management lifts revenue ~19%. Recommends three pillars—comprehensive DEI practices, inclusive culture, effective fair management—and practical steps: blind resume reviews and inclusive job descriptions, ERGs and sponsorships, manager training with measurable goals, Culture Amp engagement surveys (including 90‑day new‑hire pulses), and regular meeting‑level reflection to spot microaggressions.
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chapters (8)
- 0:00Start
- 0:25Introductions
- 2:05Why Is Inclusion Specifically Important and Not Just Diversity
- 7:16Effective and Fair Management Practices and Principles
- 16:17How Can We as Leaders Improve Our Ability to Self-Identify Our Own Actions That Come Across as Micro Aggression
- 20:45How Do You Measure How Well You'Re Doing on Building Inclusive Teams or Inclusive Environment
- 27:11How Do You Ensure Middle Level Management Follows through the Leadership Plans
- 27:55How To Build Inclusive Teams
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