Is Your Team Building Inclusive?


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By:  Evelina Silveira, President,  Diversity at Work in London Inc, author of Diversity and Inclusion on a Budget:  How to have a more engaged and innovative workforce with little or no dollars.

Imagine. What would it be like to be escorted into an auditorium en masse to spend endless hours listening to speeches from your leader? Maybe the leader is feared or respected. The theme of his/her talks emphasize the importance of collaboration, discipline and commitment to collective values. You have no choice but to attend or you might be penalized in some shape or form.   For many people who were raised in communist countries they have had these experiences of attending mandatory events to demonstrate their solidarity with the mission and values of the State. They were given updates on the progress that had been made, the work that still needed to be done, and what they could do as a group to advance the State goals.

Could any comparisons be made to our Western-style of team building? You might say that it is not possible:  How can you make the comparison? While not all leaders are feared nor are the penalties for not buying-in so harsh, there are definitely consequences if you don’t “tow the Party line”.

I have been told by many people who grew up in communist countries, that aspects of our North American team building remind them of some of the unpleasant experiences of their country of origin where there was little opportunity for individual expression. The retreats or games, border on superficial and stressful because of the endless amount of small talk in a culture that still seems new. Team building is challenged if you have people in your group who feel that this is yet another exercise in “group think”.

Rock climbing, boot camps, bowling and a whole load of other physical activities that may be on the list for  team building.  I recall one of my workshop participants telling me that her husband dreaded their annual team building event because it involved all kinds of physical competitions and he used a wheelchair. The company never considered his feelings or tried to figure out a way that he could participate. You cannot build a team by excluding some of its members.

What about events that involve drinking alcohol and partying? I once had a client who confessed that now that his team was comprised of more women, people of other faiths and cultures, he was not so sure that the yearly drinking and partying fest in Las Vegas would be such a great reward for everyone! I had to agree. I encouraged him to look at other ways to build his team and consider more inclusive rewards programs like gift cards, cleaning services, and a monetary bonus.

Do you feel like playing Ker Plunk on a Friday afternoon to build a stronger team? Or does playing video games sound like a better idea? With four generation working together for the first time, we need to choose activities that everyone will enjoy or be willing to try.

Team building organizers must consider: cultural perceptions, accessibility, gender, religious obligations, and generational differences. It  is not a single event each year but must be cultivated on a daily basis. One of the easiest ways to build an inclusive team is to ask the individual members for feedback and ideas. Be prepared to implement them and show the progress of their ideas along the way.

 

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