Team mergers are complex.
No surprise there.

They are driven by organisational restructuring, acquisitions, or strategic realignments – and while they can bring growth and innovation they can also pose significant challenges. Particularly concerning inclusivity and maintaining a sense of belonging among team members.

So, what then?

With deliberate and thoughtful actions, leaders can ensure that these transitions do not undermine inclusivity or diminish the sense of belonging among team members. That’s why we’ve prepared this Leadership and Employee Guide to make sure every voice is heard.

The Impact of Mergers on DEI: What the Stats Say

Mergers often bring challenges to maintaining Diversity, Equity, and Inclusion (DEI) within organisations.

According to research, up to 60% of mergers and acquisitions result in increased turnover, particularly among underrepresented groups.

This can occur due to a variety of factors, including cultural misalignment, perceived or actual inequities in the new team structure, and a lack of representation in leadership roles.

Furthermore, studies show that 40% of employees in merged companies feel that their sense of belonging diminishes, which can be particularly acute for individuals from minority groups. This highlights the importance of deliberate efforts to sustain and enhance DEI practices during the merger process.

Here are some actions to consider:

Creating a Sense of Belonging: Leadership Actions

The foundation of a successful merger lies in clear, honest, and frequent communication.

1. Open and Transparent Communication

Leaders should ensure that all team members are kept informed about the reasons behind the merger, the expected outcomes, and any changes that will occur. Regular updates can help alleviate uncertainty and anxiety, which are common during such transitions.

2. Establish a Unified Vision and Values
A unified vision helps to align the new team’s goals and create a shared sense of purpose. Leaders should work collaboratively with both teams to define the combined team’s mission, values, and objectives. This process should be inclusive, inviting input from all team members to ensure that the vision resonates with everyone.

3. Promote Cross-Team Collaboration
Encouraging collaboration between the merging teams is crucial for building rapport and trust. Leaders can facilitate cross-functional projects, workshops, and social activities that bring team members together in a non-competitive environment. This fosters a culture of unity and collective achievement.

5. Provide DEI Training and Support
Offering DEI training during the merger process can help address unconscious biases and ensure that all team members are treated with respect and fairness. Leaders should also make support resources available, such as Employee Resource Groups (ERGs) or DEI officers, to guide the team through the transition.

6. Monitor and Adjust
Leaders should regularly assess the impact of the merger on team dynamics and inclusivity. Surveys, feedback sessions, and one-on-one meetings can provide valuable insights into how employees are coping and whether adjustments are needed. Flexibility and a willingness to adapt are key to maintaining a positive environment.

Employee Perspective: Staying Connected and Inclusive

1. Engage in Open Dialogue
As an employee, it’s important to actively participate in discussions surrounding the merger. Ask questions, express your concerns, and share your ideas. Being proactive in communication not only helps you stay informed but also demonstrates your commitment to the team’s success.

2. Support Your Colleagues
Reach out to colleagues, especially those from the other team, to build new connections. Offering support, whether through informal chats or collaborative projects, can help create a sense of community. Inclusivity starts with individual actions, and by being welcoming, you contribute to a positive team culture.

3. Stay Informed and Involved
Take advantage of any resources provided by leadership, such as DEI training or team-building activities. Staying informed and involved in these initiatives not only helps you adapt to the new environment but also ensures that you are contributing to a more inclusive workplace.

4. Provide Constructive Feedback
If you notice areas where the merger process is negatively impacting team morale or inclusivity, don’t hesitate to provide feedback. Constructive input can lead to positive changes and demonstrates your dedication to the well-being of the team.

Retention and Protecting Underrepresented Groups

By fostering open communication, supporting DEI initiatives, and actively engaging with employees, organisations can navigate mergers successfully while retaining and empowering all team members, particularly those from underrepresented groups. Employees, too, have a role to play in maintaining inclusivity, and by staying connected, offering support, and providing feedback, they contribute to a more harmonious and inclusive workplace.

– Prioritise Psychological Safety
Creating an environment where employees feel safe to express themselves without fear of negative consequences is essential. Leaders should encourage open conversations about any concerns related to the merger, particularly from underrepresented groups. This includes addressing issues such as microaggressions, unequal opportunities, or lack of representation in decision-making processes.

– Ensure Fair Representation
During the integration process, it’s crucial to ensure that underrepresented groups are fairly represented in leadership roles and decision-making bodies. This helps to maintain trust and demonstrates a commitment to inclusivity. Conducting regular audits of diversity at all levels can help identify and address any disparities.

– Leverage ERGs and Mentorship
Employee Resource Groups (ERGs) and mentorship programs can play a pivotal role in supporting underrepresented employees during mergers. These groups provide a platform for employees to voice their concerns, share experiences, and receive guidance from peers and leaders who understand their challenges.

– Monitor Retention Rates
Keeping track of retention rates among underrepresented groups during and after a merger is vital. A sudden increase in turnover could indicate that inclusivity efforts are falling short. Regularly reviewing these metrics allows leaders to take timely corrective actions and offer additional support where needed.