Examine my assumptions so that I can understand people and situations more fully. Ask myself: “What assumptions did I just make? Do I know if they are true? How could I find out?”

Create an environment where it is safe to risk proposing new ideas and best thinking. Do this by keeping a calm demeanor, admitting mistakes, eliminating distractions, being consistent and relieving time pressures when possible.

Ensure participation by all and that everyone gets heard in meetings and work sessions. If I notice someone didn’t contribute, send a follow-up email and invite their contribution.

Periodically examine my network to see who’s in it and who’s not. Proactively seek to create a more diverse network each time I do this.

Mentor someone who is different from me (i.e. age, ethnicity, gender, LGBTQ+, disability, culture etc.).

Be open and receptive to any kind of flexible work arrangement to enable team members to fully engage and bring their best to work. Customize arrangements for each individual.

Make reasonable accommodations and hire someone qualified who also has a disability.

Work to understand my potential blind spots through reading, watching TV specials and movies, listening to podcasts, etc.

Challenge myself to engage in conversations about race to expand my understanding of how and where I can make a positive difference.

I will catch myself when having strong reactions to someone and ask myself why (strong reactions may point toward a hidden bias). Wonder about how the experience would be different if I assumed the person had positive intent and shared goals.

Make a habit of asking lots of questions – it can undermine any incorrect assumptions, and it demonstrates I value others’ insights. For example, ask people questions when I am not sure of their thoughts, feelings or motivations; ask for feed- back; ask how I can support them; ask what I can do to help the team work more effectively, etc.

If someone has said the wrong thing, but is clearly making an effort to grow and change, be an ally to their growth by honestly sharing your perspectives and ideas.

Appreciate that members of my team may work at different times and different ways than I do.

Conduct regular one-to-one meetings with each of my direct reports – be consistent in conducting these meetings and try to conduct them in less formal settings (e.g. over tea, take a walk, have lunch, etc.). Ask about career aspirations and availability for new projects.

Take a look at the "room" and ask what voices are not at this table.  Challenge the status quo if certain groups are not represented.

Invite new team members, and members from other teams, to lunch or to have a coffee/tea.

Role model flexibility in work life integration.

Seek the advice and partnership of the various employee resource groups & employee networks on recruitment, communications, product and service development and other organizational issues – leverage them as a source of insight.

Make sure meeting notes are captured in all meetings and distributed to all team members.

Hold weekly/monthly team meetings and dedicate time to team building and “getting to know you” activities – even if the meetings are virtual, lead exercises that build greater trust and inclusion.

I will disclose and share appropriate personal information – it helps builds trust within a team.

Do a scan to ensure that my team – across all levels – is representative of the local talent pool. If it is not, partner with HR and others to create a strategy and set of actions to create a more diverse workforce.

Listen more than I talk and inquire more than I tell.

Shift my mindset from, “I need to have all the answers” to “my team will get smarter by being challenged.”

Forgive someone who has made a mistake in their efforts to be inclusive. Recognize that learning requires trying new things and being willing to not always 'get it right' at first.

Implement inclusive meeting best practice – if one person is on Skype, Zoom, Google Hangouts, etc., everyone is on the same.

Be an advocate of various flexible work practices (part-time, job sharing, flex hours, etc.). I will encourage employees to consider flexibility in the way that they work with others.

Establish a team Diversity & Inclusion goal and hold myself and my team accountable to it.

Make it a habit to bring the team members with the most divergent opinions together to make a decision (not just the most vocal!)

Be aware of, pay attention to, and consciously adapt my behavior, style, non-verbal communication and energy level in meetings so that it is effective with the groups I work with.

Be predictable and reliable with all team members – not just those who are like me.

Proactively seek diversity when assembling a project team or assigning an opportunity.

Attend an Employee Resource Group meeting and/or event to more thoroughly understand the opportunities and challenges – and where I can help.

Reinforce company Diversity & Inclusion commitments by distributing innovative, exciting and relevant internal/external Diversity & Inclusion - related communications to my team (add a sentence about why it’s important/my opinion).

Remember the business world is an extroverted world. Find ways to get the best out of the introverts on my team. Consider reading the book "Quiet: The Power of Introverts in a World That Can’t Stop Talking" by Susan Cain – or watch her TED Talk.

Read and follow the news on how changes in diverse demographics, consumer values and behaviors can have an impact on company products and services.

Acknowledge generational differences with regards to work styles, motivators, learning preferences and career expectations – find out what these are for those on my team.

Be more aware of what I communicate non-verbally (i.e. facial expressions, eye contact, hand gestures, choice of behaviors, etc.).

Visit (and encourage my team to visit) Diversity & Inclusion eLearning resources (i.e. online training, articles, videos, TED talks etc.).

Take the free Harvard Implicit Association Test (IAT) to recognize my bias to help ensure fair decisions are made when promoting, hiring and developing my team.

Humor sometimes does not “translate” well across cultures. Find out what kind of humor works in particular cultures (ask colleagues). Avoid humor that may be hurtful/offensive as well as humor that may be difficult to understand (for example, sarcasm and puns).

Recognize and reward members of my team who are Diversity & Inclusion champions and advocates.

Practice “Style Switching” when working across cultures and with global colleagues. When style switching, I will use the most effective approach in any given situation. By behaving in a way that makes others feel more comfortable, I am more likely to achieve the desired result.