#team integration

“During these seismic times, as we witness and support historic and catalytic movements such as Black Lives Matter and #MeToo, professional organizations are obligated to take action to stop any form of identity-based injustice. Diversity, equity, and inclusion are now recognized as more than just the injection of minority hires into companies, but instead as a way of making the most of the unique strengths of a multiracial, gender-balanced, and interconnected workforce. By introducing a process like FTIL [Forging Team Inclusiveness Loop], leaders can more effectively help their teams break down the silos created by otherness and, through intergroup contact focused on nonwork activities, foster a sense of belonging, authenticity, and meaning for all team members. Ultimately, exploring our otherness can help us discover our sameness.”

“FTIL is represented structurally as an infinity sign in order to symbolize the flexible and adaptable nature of the synergistic process (exhibit). Its structure also indicates that there is no start or end to the process of working to create powerful bonds, acceptance, and fairness among teams and leaders.”

“The Four Steps of FTIL:

Exploring Hidden Identity

Exploring Narratives

Exploring Otherness

Exploring Spontaneity”

McKinsey, February 12, 2021: “Countering otherness: Fostering integration within teams,’ by Sabah Alam Hydari

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