¿Qué hacer si su organización carece de una cultura de respeto y aprecio por las diversas perspectivas?

Start with a risks and costs analysis of the culture. What’s at risk if you make changes fast and what’s at risk if you proceed slowly? Toxic cultures need a change process and many times that means people need to be “released to their destiny” (an inside phrase my colleagues and I adopted.) I work with clients who have long embedded complications in their culture, so there is not a canned answer. My advice is determine your best three options after you thoroughly assess the causes of the problems. The option of choice should address immediate needs and bridge into long-term success. Be transparent about the vision for change, anticipate, and protect yourself (as the leader) from legal battles. It takes 3 to 5 years for culture. change.

It's a difficult situation as it depends a lot on the company's own culture. If leadership doesn't engage to make change happen, the problem will be even greater. In general terms, assuming that we have mapped the main gaps in relation to the target culture, the first step is leadership by example. Initially, an intense training campaign for the leaders, as they are the ones who are the agents of change. After this stage, positive reinforcement of expected behaviors, frank conversation between the leadership and the team, and training for the workforce in general, with internal campaigns, are the best ways. And perseverance, because culture change is a long journey with comings and goings.

This is one of the most difficult things to tackle in an organisation. Make a difference in your circle of control. Diversity of boards depends on who is on it. Diversity doesnt always mean inclusion. Understand the drivers for such behaviours, but needs this to be a vision for all and this should be led from the top. Where there is toxicity there is no transparency, so may be difficult to understand actual reasons for behaviours. You may need to emphasise that you are trying to help, not blame so people are less defensive. Explain benefits of diversity to key stakeholders.

A diversidade de perspectivas é essencial para as organizações, mas precisa ser genuinamente integrada à cultura organizacional. Em muitos ambientes, há um foco predominante em competências pessoais e sociais, negligenciando a competência cultural. A falta de uma cultura inclusiva pode levar a consequências negativas, como desmotivação e limitações na inovação. A diversidade de perspectivas é fundamental para criar soluções eficazes para os desafios organizacionais. Hoje faço parte de uma empresa com uma cultura sólida e inclusiva e é verdadeiramente gratificante. Isso não apenas nos permite alcançar o sucesso individual e coletivo, mas também nos inspira a continuar crescendo e evoluindo juntos como uma equipe

I have seen that a personalised or even targeted crowd sourcing exercise based on earlier surveys helps in soliciting specific responses in terms of getting to the bottom of a culture of exclusion.

Unless you feel truly altruistic to directly challenge (which I think we should all be able to do, however a high number of organisations are not culturally mature to accept this, so this may come at a cost) better to work with allies to influence change. Use real examples and stick to facts only. Align with organisational values.

Using relevant analogies and metaphors helps in addressing unconscious biases, and in spreading cultural awareness. One does not have to be pointedly rude. Just tell a story so the perpetrator is bound to think.

Finding a mentor is the best. Keep it as informal as you can though because I feel that too much structure around the mentoring relationship stifles or stunts the organic nature of cultural awareness.

Keep reading and informing yourself of different cultures. Note down the things and aspects that you like. This will help you bolster your knowledge with actual appreciation, and will help you become champions and cheerleaders!

Flexibility and knowledge gathering are key here. Try cultural experiences that you’ve not tried before. Could be good, travel, art, music, theatre, anything. Spend time with friends and colleagues who belong to different socio-cultural milieu. Learn something new. And, keep the things that appeal to you the most.