How to Maintain a Diverse Project Management Team

After months of social unrest, conversations around diversity and inclusion took center stage in 2020. Organizations across a variety of industries took a step back to evaluate their dedication (or in many cases, their lack thereof) to overarching diversity, equity and inclusion (DEI) efforts in the workplace. In particular, staffing diverse work teams became a main focus. As a part of this movement toward improving teams, the project management industry surveyed the current landscape. One study found that 60% of professionals said they work for a project management organization without a single female-identified member in a C-suite role. Further, less than 1% had a Black CEO. 

These numbers are less than encouraging, but the results prompted necessary conversations. Creating a diverse team through better hiring practices is just step one; maintaining a diverse project management team requires just as much thought. A Project Management Institute survey found that 88% of project management leaders believe that culturally diverse and gender-diverse teams increase project value. 

The MRC team is among that 88%. We don’t know it all, but MRC is dedicated to learning and listening in order to retain every member of our outstanding team. Here are a few ways that C-suite leaders can create an environment where diverse teams thrive. 

Listen 

When discussing diversity and inclusion, the first step is realizing that your experiences and the lens you view the world through are different from those of the people around you. When project management leaders can acknowledge this, it opens the door for critical conversations. If leaders want to maintain their team, they must listen to and digest their staff’s individual concerns, fears or struggles. Without taking the time to identify the issues plaguing the team, leaders miss the opportunity to address existing concerns and risk individuals leaving the organization. 

Take action 

Many organizations talked the talk in the early stages of those pandemic-era conversations, but when push came to shove, they did not walk the walk. It is one thing for an organization to say they are dedicated to creating safe environments for their team, but taking tangible steps toward change is an entirely separate effort. Once leaders identify areas of improvement, it is their job to create a go-forward plan. Employees want to see their management team take action and implement policies that lead to a safer, more inclusive workplace. 

Call in outside resources 

Diversity and Inclusion is a multifaced conversation that requires trial and error. While organizations may try their best to listen and take action based on staff feedback, sometimes it is necessary to call in outside help. DEI consultants are an excellent resource for organizations looking to make pivotal changes to existing processes and practices. These consultants are equipped to enter an organization and evaluate where there is room for growth. Working with professionals can help project management leaders make strides toward fostering an inclusive environment where staff members feel safe. It is a step that proves to staff that they are being heard and cared for. 

Maintaining a diverse staff is essential to the overall well-being of an organization. Having an array of backgrounds and ideas only enriches the strategy and execution of projects. By being an active listener as a leader, taking real action to implement new DEI approaches and calling in outside resources when you need them, you can get your team on the right track. If organizations have yet to evaluate existing DEI efforts, now is the time.