Alright – so today we’ve got the honor of introducing you to Adaobi Ezeadum. We think you’ll enjoy our conversation, we’ve shared it below.

Adaobi, appreciate you joining us today. Any thoughts around creating more inclusive workplaces?

Advice for creating a more inclusive workplace: 1. Foster a culture of respect and empathy: Encourage open dialogue, active listening, and understanding among employees. Promote a safe space where everyone feels valued and heard.

2. Promote diversity in hiring and decision-making: Actively seek diverse perspectives, backgrounds, and experiences when recruiting and forming teams. Embrace the power of diverse voices in shaping innovative solutions.

3. Provide diversity and inclusion training: Offer workshops and training sessions to raise awareness about unconscious biases, microaggressions, and the importance of creating an inclusive environment.

4. Establish inclusive policies and practices: Implement policies that support work-life balance, flexibility, and equal opportunities. Ensure that your policies are transparent, fair, and consistently implemented.

5. Celebrate diversity and cultural events: Recognize and celebrate different cultures, traditions, and holidays within your workplace. This can foster a sense of belonging and create opportunities for learning and appreciation.

Regarding personal experiences, I can share a story about a workplace where inclusivity made a significant impact. In a previous job, our team had a monthly “Diversity Spotlight” session where individuals would share stories about their cultural backgrounds, experiences, and challenges they faced. These sessions created a deeper understanding and empathy among team members, leading to increased collaboration and respect.

However, there was also a time when inclusivity was lacking. I witnessed a situation where a team member’s contributions were consistently overlooked during meetings. Recognizing the importance of inclusion, I intervened by highlighting their ideas and accomplishments, ensuring their voice was heard. This small action made a significant impact, not only for the individual involved but also in emphasizing the significance of inclusive practices for the entire team.

As always, we appreciate you sharing your insights and we’ve got a few more questions for you, but before we get to all of that can you take a minute to introduce yourself and give our readers some of your back background and context?

Let me break it in titles lol since I wear many hats!

Law: As a child I was greatly influenced by the people around me. Starting from my dad who is a lawyer and our neighbors who were both lawyers (Magistrate and a Judge). I was so convinced I was going to be an attorney that by 3rd grade (primary 3) I concluded my English composition with the words “when I grow up I want to be a magistrate” (the picture of our neighbor’s wife in her Magistrate regalia was imprinted on my mind, I guess I loved the prestige that went with being in the legal field too haha).

So getting into the legal space has been a childhood dream and as I grew up, I realized I really loved Justice and detested anything that deprived people of their rights once it’ had to do with natural justice, equity and good conscience. I have continued in my passion as an advocate which was why I founded a nonprofit that focuses on advocating for the rights of women and children and providing solutions to socio cultural problems they face (www.sapiensmulier.org)

Talent Expert: I pivoted to Talent Management partly after forming my non-profit and fully after relocating to the United States. While I was all about law and re-licensing (by taking the New York bar) my life took a different turn after I failed the bar exam at first attempt. I remember going to google with the question “what else can a lawyer do” lol. Of course, google listed over 50 things a lawyer could do and Human Resources/Talent Management made the list. That was when I started looking into fully pivoting into the industry.

I took a lot of certifications, enrolled for my MBA in Organizational Development and Leadership, applied my transferrable skills as a lawyer and started looking for consulting roles and the rest they say is history.

Present role: As a Talent partner, I work in the field of international development where I focus on helping organizations streamline talent acquisition processes, understand DEI, and maintain a diverse talent network within their workforce,I also serves on as a member of the DEI advisory group.

How do you keep your team’s morale high?

As a talent management expert, my advice for managing a team and building high morale includes the following:

1. Clear Communication: Establish open and transparent communication channels to ensure everyone is on the same page regarding goals, expectations, and progress. Regularly provide feedback and recognize achievements.

2. Empowerment and Autonomy: Encourage team members to take ownership of their work by granting them autonomy and empowering them to make decisions. This fosters a sense of trust and accountability.

3. Skill Development: Invest in the growth and development of your team members. Provide opportunities for training, mentorship, and career advancement. This shows that you value their professional development.

4. Recognition and Rewards: Acknowledge and appreciate the efforts and achievements of your team members. Celebrate milestones, provide recognition, and offer meaningful rewards to boost morale and motivation.

5. Foster a Positive Work Environment: Create a supportive and inclusive work culture where individuals feel valued, respected, and psychologically safe. Encourage collaboration, teamwork, and a healthy work-life balance.

6. Lead by Example: Set a positive example through your own work ethic, attitude, and behavior. Be approachable, listen actively, and offer support when needed. Inspire your team through your actions.

7. Regular Team Building Activities: Organize team-building activities to strengthen relationships, foster camaraderie, and create a sense of unity within the team. This could include social outings, team lunches, or collaborative projects.

Although the list is not exhaustive, let’s remember that building high morale is an ongoing process that requires consistent effort and attention. By focusing on these aspects, leaders can help create a positive and engaged team environment.

How about pivoting – can you share the story of a time you’ve had to pivot?

Already shared 😊

Contact Info:

• Website: www.adaobiezeadum.com
• Instagram: https://instagram.com/fearstrategist?igshid=NGVhN2U2NjQ0Yg%3D%3D&utm_source=qr
• Facebook: https://www.facebook.com/ada.ibeanuezeadum?mibextid=LQQJ4d
• Linkedin: http://linkedin.com/in/📚adaobi-e-bb394288

Image Credits
Damith photo