Addressing diversity and inclusion in project management - Revision history

Naïl: /* D&I in project management */

2023-05-09T21:01:52Z

D&I in project management

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	D&I in project management		D&I in project management
	Now that the concepts of diversity and inclusion and the associated opportunities and challenges have been defined, it is interesting to look at these concepts across the spectrum of project management. In a project as we have defined it, resources (time, money and logistics) are limited. It is not possible to recommend a substantive policy for the implementation of diversity and inclusion in the workspace, since the reader expects solutions that can be applied as a project manager. ~~The application part of the article addresses (...plan part 2)~~		Now that the concepts of diversity and inclusion and the associated opportunities and challenges have been defined, it is interesting to look at these concepts across the spectrum of project management. In a project as we have defined it, resources (time, money and logistics) are limited. It is not possible to recommend a substantive policy for the implementation of diversity and inclusion in the workspace, since the reader expects solutions that can be applied as a project manager.

	== Application ==		== Application ==

Naïl: /* What is Diversity and Inclusion ? */

2023-05-09T21:01:16Z

What is Diversity and Inclusion ?

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	=== What is Diversity and Inclusion ? ===		=== What is Diversity and Inclusion ? ===

	'''Diversity''' refers to the presence of difference backgrounds, experiences, and perspective in a team. The most well known examples of diversity are gender diversity, age diversity, ethnic diversity, physical ability and ~~neurodiversity…~~ An even broader definition can be adopted, according to Nobel Prize winner Richard Thaler “''We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. Those things are all important. But it’s also important to have diversity in how people think.''”		'''Diversity''' refers to the presence of difference backgrounds, experiences, and perspective in a team. The most well known examples of diversity are gender diversity, age diversity, ethnic diversity, physical ability and neurodiversity, etc. An even broader definition can be adopted, according to Nobel Prize winner Richard Thaler “''We tend to think about that in terms of things like racial diversity and gender diversity and ethnic diversity. Those things are all important. But it’s also important to have diversity in how people think.''”
	<ref name=McKinsey> McKinsey & Company. What is diversity, equity, and inclusion (DE&I)? McKinsey & Company. 2022 Aug 17. Available from: https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-diversity-equity-and-inclusion.		<ref name=McKinsey> McKinsey & Company. What is diversity, equity, and inclusion (DE&I)? McKinsey & Company. 2022 Aug 17. Available from: https://www.mckinsey.com/featured-insights/mckinsey-explainers/what-is-diversity-equity-and-inclusion.
	This article explains the definitions and differences between diversity, equity, and inclusion (DE&I), as well as why they matter for organizations today. The article also provides examples of how organizations can implement DE&I strategies across various dimensions, such as talent management, customer engagement, social responsibility, and innovation. </ref>		This article explains the definitions and differences between diversity, equity, and inclusion (DE&I), as well as why they matter for organizations today. The article also provides examples of how organizations can implement DE&I strategies across various dimensions, such as talent management, customer engagement, social responsibility, and innovation. </ref>

Naïl: /* Limitations */

2023-05-09T20:54:50Z

Limitations

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	== Limitations ==		== Limitations ==

			'''Limited time frame''': Projects have tight deadlines, which may not allow for long-term diversity and inclusion management initiatives. These limited timeframes can make these issues take a back seat.

			'''Tokenism''': In wanting to be involved in diversity, some project managers may have a tendency to be tokenistic. Tokenism is hiring or selecting individuals solely on the basis of their social identity or membership of under-represented groups, not on the basis of their abilities. This can cause resentment and overshadows the real purpose of diversity and inclusion.

			'''Resistance to change''': Some team members may show reluctance when asserting diversity and inclusion because of fear of change or discomfort with new ideas. These resistances to change are a real hindrance to project management because they are problems

	== Annotated bibliography ==		== Annotated bibliography ==

Naïl: /* Diversity and inclusion training */

2023-05-09T20:42:35Z

Diversity and inclusion training

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	This next solution is applicable when the project members have some free time. The article suggests the reader to apply this tool during the initialization phase of the project or after the conclusion phase.		This next solution is applicable when the project members have some free time. The article suggests the reader to apply this tool during the initialization phase of the project or after the conclusion phase.

	Diversity training is the creation of training sessions that focus on raising awareness of unconscious prejudices and stereotypes. This diversity training helps to improve the team's understanding of D&I and promotes collaboration within the team. <ref name=Homan>.</ref>		Diversity training is the creation of '''training sessions''' that focus on raising awareness of unconscious prejudices and stereotypes. This diversity training helps to improve the team's understanding of D&I and promotes collaboration within the team. <ref name=Homan>.</ref> The project manager should ensure that the training is tailored to the specific needs of the team and that it is regularly updated to reflect changes in project requirements.

	The project manager should ensure that the training is tailored to the specific needs of the team and that it is regularly updated to reflect changes in project requirements.

	== Limitations ==		== Limitations ==

Naïl: /* Measuring performance */

2023-05-09T20:42:15Z

Measuring performance

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	These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to '''impose objectives that focus on these D&I issues''', such as assessing team members' contributions to fostering an inclusive work environment. : '' “Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I” '' <ref name=5Strats>.</ref>.		These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to '''impose objectives that focus on these D&I issues''', such as assessing team members' contributions to fostering an inclusive work environment. : '' “Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I” '' <ref name=5Strats>.</ref>.


	=== Diversity and inclusion training ===		=== Diversity and inclusion training ===

Naïl: /* Application */

2023-05-09T20:42:05Z

Application

← Older revision		Revision as of 20:42, 9 May 2023
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	These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to '''impose objectives that focus on these D&I issues''', such as assessing team members' contributions to fostering an inclusive work environment. : '' “Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I” '' <ref name=5Strats>.</ref>.		These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to '''impose objectives that focus on these D&I issues''', such as assessing team members' contributions to fostering an inclusive work environment. : '' “Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I” '' <ref name=5Strats>.</ref>.


			=== Diversity and inclusion training ===

			This next solution is applicable when the project members have some free time. The article suggests the reader to apply this tool during the initialization phase of the project or after the conclusion phase.

			Diversity training is the creation of training sessions that focus on raising awareness of unconscious prejudices and stereotypes. This diversity training helps to improve the team's understanding of D&I and promotes collaboration within the team. <ref name=Homan>.</ref>

			The project manager should ensure that the training is tailored to the specific needs of the team and that it is regularly updated to reflect changes in project requirements.

	== Limitations ==		== Limitations ==

Naïl: /* Measuring performance */

2023-05-09T20:32:56Z

Measuring performance

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	==== Measuring performance ====		==== Measuring performance ====

	In order to measure the performance of a team, clear performance targets need to be set. These objectives should be aligned with the project objectives and should take into account the contribution of each member <ref name=Guide>.</ref><ref name=5Strats>.</ref>.		In order to measure the performance of a team, '''clear performance targets''' need to be set. These objectives should be aligned with the project objectives and should take into account the contribution of each member <ref name=Guide>.</ref><ref name=5Strats>.</ref>.

	These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to impose objectives that focus on these issues, such as assessing team members' contributions to fostering an inclusive work environment. : '' ~~"Many~~ large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I" '' <ref name=5Strats>.</ref>.		These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to '''impose objectives that focus on these D&I issues''', such as assessing team members' contributions to fostering an inclusive work environment. : '' “Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I” '' <ref name=5Strats>.</ref>.

	== Limitations ==		== Limitations ==

Naïl: /* Measuring performance */

2023-05-09T20:31:49Z

Measuring performance

← Older revision		Revision as of 20:31, 9 May 2023
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	==== Measuring performance ====		==== Measuring performance ====

			In order to measure the performance of a team, clear performance targets need to be set. These objectives should be aligned with the project objectives and should take into account the contribution of each member <ref name=Guide>.</ref><ref name=5Strats>.</ref>.

			These objectives should be regularly reviewed and updated to ensure that they do not stray too far from the project content. To address diversity and inclusion within the project, it is necessary to impose objectives that focus on these issues, such as assessing team members' contributions to fostering an inclusive work environment. : '' "Many large employers, including Starbucks and McDonald’s, are already working on defining key performance indicators for D&I" '' <ref name=5Strats>.</ref>.

	== Limitations ==		== Limitations ==

Naïl: /* Structured interviews */

2023-05-09T20:19:29Z

Structured interviews

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	Once candidates have been attracted, it is important to minimize unconscious bias in the recruitment process in order to get the best possible team. A common unconscious bias in the recruitment process would be to consider a woman less for a management position. This can be done using the technique of structured interviews.		Once candidates have been attracted, it is important to minimize unconscious bias in the recruitment process in order to get the best possible team. A common unconscious bias in the recruitment process would be to consider a woman less for a management position. This can be done using the technique of structured interviews.

	Structured interviews consist of a set of questions prepared in advance for the interview of a candidate. It should be ensured that these questions, which should be job-related, are asked in the same way for all candidates. Finally, a pre-determined scoring system may be used in order to evaluate the results objectively <ref name = Bohnet>.</ref>		Structured interviews consist of a '''set of questions prepared in advance''' for the interview of a candidate. It should be ensured that these questions, which should be job-related, are asked in the same way for all candidates. Finally, a '''pre-determined''' scoring system may be used in order to evaluate the results objectively <ref name = Bohnet>.</ref>

	To further reduce recruitment bias, it is useful to build diversity into the interviewer team itself.		To further reduce recruitment bias, it is useful to build diversity into the interviewer team itself.

Naïl: /* Recruitment of diverse candidats */

2023-05-09T20:18:41Z

Recruitment of diverse candidats

← Older revision		Revision as of 20:18, 9 May 2023
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	=== Preparation phase ===		=== Preparation phase ===

	==== Recruitment of diverse ~~candidats~~ ====		==== Recruitment of diverse candidates ====

	As shown in the theory section, to create an inclusive project team it is important to recruit candidates from different cultures, genders, ages~~...~~ <ref name=McKinsey>.</ref>.		As shown in the theory section, to create an inclusive project team it is important to recruit candidates from different cultures, genders, ages, etc <ref name=McKinsey>.</ref>.

	If you want to recruit new members to the project, the most common way is to advertise job positions. When advertising job positions, use inclusive language and emphasize the organization's commitment to diversity, and inclusion (D&I) to attract diverse candidates.		If you want to recruit new members to the project, the most common way is to advertise job positions. When advertising job positions, use inclusive language and emphasize the organization's commitment to diversity, and inclusion (D&I) to '''attract diverse candidates'''.
	<ref name=Bohnet>		<ref name=Bohnet>
	Bohnet, I. (2016). What Works: Gender Equality by Design. Harvard University Press.		Bohnet, I. (2016). What Works: Gender Equality by Design. Harvard University Press.