Fostering Collaboration Among Team Members

Fostering Collaboration Among Team Members

Goals and Priorities for Improving Diversity

There are several goals to ensure diversity is achieved within the workforce. The first goal is to create awareness about diversity and inclusion and enhance members’ understanding of diversity issues. This can be achieved by participating in discussions and reading diverse materials. The next goal is for all organizational members to participate in training that would enhance their cultural competency. This will help increase their awareness concerning diversity. Another goal is for all members to participate in professional activities that foster their experiences in interacting with people from different backgrounds (Mobolade & Akinade, 2021). These activities can include annual celebrations, conferences, and seminars. Also, it is critical to come up with effective strategies for hiring and attracting individuals from diverse backgrounds. The last goal is to improve and develop promotional materials to make them accessible to every member and be more culturally sensitive.

Team’s Composition

Among the key aspects for the team’s composition include team abilities, roles, personalities, size of the team, and diversity of the team. The first characteristic is team abilities. I will assess the team members’ abilities to find out how the diversity goals can be accomplished. For the team to be successful, I will need three specific skills including problem-solving, technical expertise, and decision making. Another characteristic is personality. The team will perform well if the level of traits such as extraversion, conscientiousness, emotional stability, and agreeableness is higher than the mean. Members of the team will also be selected to fill the allocated roles. The diversity of the team is a deciding factor of how the team will be successful. The size of the team will be approximately 6 members with different roles and expertise.

Committee Roles

The committee members will have specific roles to accomplish the goals set by the group. First, there is the group leader who will oversee the team and is responsible for the quality and success of the team. His or her roles include developing a plan, managing deliverables, managing and leading the team, assigning tasks, and providing updates. There is also the team coordinator whose role is to promote decision-making and clarify goals. The team will also have a resource investigator whose role will be to develop contacts and explore opportunities for establishing diversity (Mobolade & Akinade, 2021). The team will also comprise of three specialists whose roles will be to provide skills and knowledge.

Ensuring Collaboration between Members

To ensure there is effective inter-professional team collaboration, there are several strategies that will be considered. One of them is to encourage open communication. This can be achieved through question and answer sessions to provide additional transparency, and through round table input during brainstorming sessions and meetings. Another strategy is by incorporating team-building activities such as question master and shark tank (Mobolade & Akinade, 2021). Coming up with a platform for social interaction will also foster collaboration. This can be done by incorporating citizenship activities. Team members must share resources, insights, and knowledge. This can be achieved through social media and virtual and physical spaces for members to collaborate.

Educating the Team

There are several important ways for educating the team one of the beings sponsoring educational programs that include diversity as the main topic. Educational programs may include seminars and conferences. Another way is to include a guest lecture series that will train and inspire the members on matters of diversity at work. Discussion groups are also another way of educating the team (Mobolade & Akinade, 2021). Through this, they can share their skills and expertise. It is also important to provide them with material s for learning about diversity including videos, books, and magazines among many more.

Features of an Inclusive and Diverse Workplace

One of the major features of an inclusive and diverse workplace is that it includes members from different backgrounds, cultures, and orientations. This means individuals from any religion, sexual orientation, ethnicity, gender, age, and race can be hired. A diverse workplace also has diverse employees in positions of high profiles (van Knippenberg & van Ginkel, 2021). Leaders comprise individuals from different backgrounds and gender. An inclusive workplace also has ongoing training where every member is taught about promoting diversity and a growth mindset. In a diverse workplace, every organizational member has a voice. This makes everyone feel included, integrated, and valued.

Benefits of Promoting Diversity

Promoting diversity at work has many benefits. First, it helps in improving productivity levels. This is because it helps bring diverse talents together to work towards a common goal through different skills. Diversity also helps in promoting employee engagement and interaction since they can learn about each other’s culture and personalities (Bamel, Paul & Bamel, 2018). Promoting diversity positively reflects the organizational reputation. Organizations that hire individuals from different backgrounds gain a positive reputation fast. Diversity also encourages sharing of a wider range of skills. Employees from different backgrounds come with different sets of skills providing more advantages to the organization.


Bamel, U. K., Paul, H., & Bamel, N. (2018). Managing workplace diversity through organizational climate. In Flexibility in Resource Management (pp. 87-97). Springer, Singapore.

Mobolade, G. O., & Akinade, M. E. (2021). Team Building and Teamwork in Organizations: Implications to Managers and Employees in Work Places. International Journal of Management, Social Sciences, Peace and Conflict Studies4(1).

van Knippenberg, D., & van Ginkel, W. P. (2021). A diversity mindset perspective on inclusive leadership. Group & Organization Management 1(1).  Doi: 10.1177/1059601121997229

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