YOUR SUCCESS MATTERS
Some of the risks associated with scaling a business include: 1. Overexpansion: Growing too quickly or expanding into new markets without adequate preparation can lead to overexpansion, which may strain resources and lead to inefficiencies[1]. 2. Operational Debt:...
When scaling a business, it's important to avoid common mistakes to ensure successful growth. Some of these mistakes include: 1. Scaling Too Early or Too Late: Scaling too early, before establishing a solid base, or scaling too late and missing opportunities can be...
The top 8 challenges service-based entrepreneurs faced during periods of rapid growth are: 1. Maintaining Consistent Quality: Service businesses must ensure a consistently high level of quality to retain clients, which can be challenging as the business scales up.[1]...
by GREG GRZESIAK.
In the pursuit of a more inclusive and diverse entrepreneurial landscape, we’ve gathered insights from CEOs and directors who are at the forefront of this movement. From ensuring every voice is heard to normalizing diversity and inclusion culture, explore the ten transformative strategies these leaders are implementing to welcome and empower underrepresented groups.
Ensure Every Voice Is Heard
We’ve fostered a culture of openness by making sure every voice is heard during brainstorming sessions and strategy discussions. We rotate who leads these meetings, giving everyone an equal chance to contribute and encouraging those from diverse backgrounds to share their unique viewpoints. This intentional approach has resulted in richer, more innovative ideas because people feel empowered to express themselves. Diversity isn’t just about who’s in the room—it’s about making sure everyone feels comfortable speaking up.
We launched a company-wide diversity audit to ensure that our content, messaging, and branding were inclusive and reflective of the global audience we serve. This initiative involved reviewing everything from the language we use on our website to the visuals in our marketing campaigns to make sure they represent diverse voices and perspectives. The impact has been significant, not only in how we communicate externally but also in making our team more conscious of inclusion in every aspect of our work. It’s helped us attract a more diverse clientele who see themselves reflected in our brand.
Marc Bishop
Director, Wytlabs
Launch Targeted Leadership Mentoring
Throughout my entrepreneurial career, promoting inclusion and diversity has always meant creating environments in which everyone feels truly welcome. I am especially enthusiastic about our targeted leadership mentoring program for underrepresented groups in technology. This program seeks to foster a community where diverse voices can thrive and lead.
I recall a recent conversation with Opendoor’s COO, Raji Subramanian, who said, “Purpose is what gives you discipline. Purpose is what motivates you to do things you would not normally do and push yourself.” Our mentorship program and activities are built on this fundamental principle. This program has brought together emerging leaders, primarily women from diverse backgrounds, with experienced professionals and industry veterans. These mentors provided not only technical advice but also guidance through the unique challenges that underrepresented individuals face in the industry. Our goal was for mentees to see themselves as leaders capable of driving change.
The impact has been significant. With 1,262 mentees and mentors, the program has produced impressive results. Within a year, 75% of active mentees reported advancing into leadership positions, including team leads, project managers, and even C-suite executives. This achievement represents a significant step toward making the industry more diverse and inclusive as a whole.
Aside from mentorship, we redesigned recruitment strategies for numerous companies and startups to actively seek talent from a diverse range of backgrounds. Working with organizations like WomenTech Network, which support underrepresented groups, led to more inclusive hiring practices. As a result, startups experienced a 30% increase in diverse hires during their first six months, resulting in more innovative and collaborative teams.
Diversity and inclusivity are essential to my leadership style, not just the values I promote. By creating opportunities and environments in which anyone, regardless of background, can succeed and lead in technology, we contribute to the growth and vitality of the technology and startup sector.
Anna Radulovski
Founder & CEO, WomenTech Network
Establish a Diversity Committee
We established a diversity committee made up of employees from all departments to ensure every voice is heard in our decision-making processes. This led to the introduction of flexible work policies that cater to employees with different backgrounds and needs. By making inclusion a core part of our operations, we’ve seen better collaboration and innovation across the team. I’d recommend any entrepreneur to make diversity an active, rather than passive, goal.
Dan Ponomarenko
CEO, Webvizio
Partner with Local Communities
Fostering inclusion and diversity is central to my business principles. One initiative I’m particularly proud of is our partnership with local artisans from under-represented communities. We created a platform on our site highlighting their unique furniture designs, giving them visibility and access to a broader market.
To ensure long-term support, we offer mentorship programs, helping these artisans navigate e-commerce and build sustainable businesses. This enriches our product offerings with unique, culturally diverse pieces and empowers under-represented groups to thrive in an industry that can often overlook them.
Chris Putrimas
CEO, Teak Warehouse
Host Tailored Inclusion Workshops
At Donorbox, we prioritize inclusion and diversity not just as policies but as a core aspect of our entrepreneurial culture.
Each quarter, our team hosts a workshop that focuses on understanding and addressing specific barriers faced by different communities. These workshops are not one-size-fits-all; they are tailored based on feedback from the participants themselves. For example, we might hold a session on creating accessible technology for people with disabilities or explore cultural competency in communication. The goal is to encourage genuine dialogue and implement practical solutions that make a real difference.
Moreover, we pair these workshops with a mentorship program that connects employees with diverse backgrounds to leadership roles within the company. This initiative ensures that diverse voices are not only heard but also actively shape our strategic decisions. We track progress through regular surveys and adjust our approach based on what we learn, making it a living, evolving part of our culture.
This method has not only enriched our work environment but also enhanced our service offerings, creating a more inclusive and innovative workplace.
Raviraj Hegde
Svp of Growth & Sales, Donorbox
Build Global Teams via Upwork
Diversity isn’t just a buzzword; it’s a competitive advantage, especially when building a global team. One of the most effective ways I’ve fostered inclusion in my entrepreneurial journey is by tapping into platforms like Upwork.
By sourcing talent globally, I’ve been able to build a highly diverse team that brings together a wide range of perspectives. This isn’t just about ticking boxes; it’s about recognizing that a designer in Romania or a developer in Nigeria brings unique insights that challenge conventional thinking and drive innovation.
Rasmus Myhrberg
Founder & CEO, Spark Plugin
Increase Representation on Corporate Boards
Innovation thrives when we embrace diverse perspectives. At How Women Lead, we know that breaking through traditional boxes requires intentionally seeking out and valuing different points of view. This commitment is at the heart of our initiatives like the #GetOnBoard program, which works to increase the representation of women, especially those from underrepresented groups, on corporate boards. By equipping women with the tools and networks they need to secure board positions, we’re fostering a more inclusive leadership landscape. And everyone wins!
Similarly, our Women Leaders for the World program empowers women from diverse backgrounds with the leadership skills and global connections they need to drive transformative change. These initiatives aren’t just about inclusion; they’re about reshaping the future of leadership. And the leaders on the ground know they need outside points of view, so we connect corporate women to help them envision their mission as formal Global Advisors—diverse viewpoints make every leadership effort better.
For companies aiming for growth and sustainability, diverse input and leadership have become non-negotiable—investors require it, boards demand accountability, and employees want to see action. They elevate everyone, mitigate risk, and keep you ahead of the curve. It’s crucial to build this culture early on because, as we’ve seen, it’s costly and sometimes impossible to course-correct later. Remember, the culture you set in the first 30 people will define your future success.
Julie Castro Abrams
CEO of How Women Lead, Managing Partner of How Women Invest
Adopt Blind-Resume Reviews
In our company, we made it a point to prioritize diverse hiring by removing bias from the recruitment process. We switched to blind-resume reviews, focusing on skills and qualifications rather than names or backgrounds. It wasn’t long before we saw how this opened doors for talented people who might otherwise be overlooked.
One standout moment was when we hired an exceptional developer who brought technical skills and fresh perspectives to our team. This shift has made our workplace more inclusive, strengthened collaboration, and driven innovation in ways we hadn’t expected—proving that diversity is more than just a checkbox; it’s a competitive advantage.
Ben Walker
Founder and CEO, Ditto Transcripts
Tap into Overlooked Talent Pools
Inclusion and diversity have always been my top priorities. Early on, I noticed that small businesses hold a unique edge over large corporations: they can tap into often-overlooked talent pools. For example, many talented women who took career breaks to raise families found it hard to return to the demanding schedules of large companies. I recognized this as a massive chance for small businesses to benefit from their expertise and knowledge, provided we can offer flexible working arrangements.
I also saw that my boardrooms were predominantly male, which wasn’t conducive to the best decision-making. That’s why we’ve aimed for 50% female representation on our boards. Knowing that diversity means more than just gender, we also started an apprenticeship program to bring in businesses run by different kinds of people and get more varied viewpoints.
My commitment to diversity also led us to create the Veblen Director Program. This initiative offers board placements to ambitious individuals, regardless of their background or appearance. By breaking down barriers and encouraging diverse thinking, we bring in fresh ideas that drive innovation. To me, diversity isn’t just about gender or race—it’s about the diverse experiences and perspectives that lead to the best solutions.
Callum Laing
Founder, Veblen Director Program
Normalize Diversity and Inclusion Culture
Making diversity and inclusion a normal, natural part of your culture is vital for long-term success. One of the challenges is recognizing bias—both subconscious and conscious—and addressing it through training and conversation. Demonstrating the value of diversity through case studies and research showing the bottom-line impact will be helpful to support buy-in.
Ensuring you communicate openness and acceptance involves every area of communication, including the images and language used on your website and inside the organization.
Living the culture of diversity and inclusion means valuing each person for who they are, working with people based on who they are, and supporting each person based on who they are—it is normal that people have different preferences for recognition, communication, and support. It is also normal that each person brings something to the team—support their individual successes.
Cathy Liska
CEO, Center for Coaching Certification
See Original Article at Grit Daily
