It’s Time For Me To Think About Quitting Diversity & Inclusion [2nd Birthday Show]

Two years ago this week, I started this podcast and now I’ve reached a really important milestone that means I have to think about if I should continue making the show

In todays show I discuss several things including:

  • My podcast journey to date
  • The unintended consequences of starting this podcast
  • My considerations for the future of this podcast and much much more

Here’s some of what I share in the show:

My podcast journey started because I wanted to make an impact

“I know what I believed, I believed that people are the most important part of any organisation and everyone should have the opportunity to reach their potential within the workplace. I know that I had a role to play in making this happen but I didn’t know what that would look like”

I’ve had some mixed experiences along the way

“As a consequence of this podcast I’ve met some of the most genuine, talented and motivated people in my life, either because they were guests or listeners who reached out”

I’m grateful for your support

“I want to thank you for your attention, your support and your time. I’m grateful for the opportunity and want to continue to support you especially where your goals are aligned with mine”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

SHOWNOTES

Pilot Episode

First Birthday Show

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences