Leading a Diverse and Inclusive Marketing Team

Building and developing a diverse high performing team isn’t something that happens by accident. Earlier in this series, Jada Harland shared some of the secrets to recruiting. In addition, diverse candidates and hiring changemakers. What happens when these folks come on board in an organization? How do we as leaders ensure they are set up to be successful and thrive in their new roles?

Inclusion and belonging are the elements that transform teams from existing as a group of people who work near each other to executing as a high-performing team. In my experience, hiring a diverse group of individuals and not focusing on team building, inclusion, belonging and engagement is a mistake. It leads to high employee turnover, missed goals and metrics, and failed projects. All things that we know cost organizations a lot of money.

In the marketing function specifically, having a diverse team that represents (or has a strong connection with) your target market will be an asset to the business. Research has shown time and time again that diverse teams produce better business outcomes. For instance, one scholarly study found that the colors purple and gray hold opposite meanings in different cultures.”

Five tips for creating a high performing and diverse marketing team

1.Role model the behaviors you want.

As the leader of the team, it is your job to role model the behaviors you want to see from everyone. If you are welcoming, positive, and work in a way that supports your team—and their lives outside of work—your teammates will start to do that for each other as well.

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You can take this a step further by creating a set of team working agreements that everyone can contribute to. For example, consider setting an agreement that no one will send emails after 10 pm and before 8 am.

From a career development perspective, you can role model continuous learning. That can mean asking a team member to teach you a new skill or using professional development budgets to ensure you are also taking new classes, attending conferences or virtual sessions, or creating development plans for everyone in the department.  Best database provider | Whatsapp number lists

2. Be transparent.

When things are left unsaid or unexplained, people Morocco WhatsApp Number List tend to make up their own explanations. This explanation could range from “they asked Dave to lead the presentation because he’s a white man” to “I’m not getting the promotion because I have a disability” and everything in between. It could be Dave was asked to lead the presentation because he introduced the agency to the client and the promotion might be going to another colleague because they expressed interest and took on a stretch project that you didn’t.

Racism, sexism, and other systems of oppression show up in work and life in a number of ways. Explaining decisions and inviting questions about who on the team is doing certain things and why can help in a few ways. First, if there is unintentional systemic oppression at play, it can expose it. As a leader, you can’t fix what you can’t see or don’t even realize you’re doing. Second, it prevents people from making assumptions about why things unfolded the way they did.

3. Invite (and give) candid feedback.

Going along with being transparent, invite candid feedback. As leaders, we are not perfect people. In her book, Radical Candor, Kim Scott tells the story of her time at Google. After a presentation, her boss at the time Sheryl Sanberg pulled her aside to give her feedback on her delivery. Kim shrugged it off. Then Sheryl came to her point more directly and told Kim, “When you say ‘um’ it makes you sound stupid.”

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