3 Aspects of Corporate Life That Harm Inclusion

Corporate life isn’t for everyone

But is it for inclusion?

Get your pen and paper ready because we’re talking about 3 aspects of corporate life that harm Inclusion

In today’s show we discuss several things including:

  • The best episode of this show that you’ve never heard
  • A fundamental economic principle found in your workplace
  • A lesson from the armed forces and much more

Here’s some of what we discuss on the show:

Speaking in platitudes harms inclusion

“I’m so glad I’ve got a podcast because some of things I’ve been saying for years are now starting to sound meaningless when I hear other people say them without context”

Hostile environments harm inclusion

“My understanding is that’s a reference from the armed forces to be careful of threats coming from behind you”

Improper incentives harm inclusion

people respond to incentives, evidently, people have a strong response to strong incentives.  Here’s a crude example”

SHOWNOTES

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

3 Biggest Problems In Organisations Trying To Become More Inclusive

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Why Relying On Credibility Indicators is an Inclusion Mistake

Why Relying On A One Off Intervention Is An Inclusion Mistake

Why Using Common Sense is a Diversity & Inclusion Mistake

Why Adopting a “One At A Time” Approach to Diversity is an Inclusion Mistake

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

Professor Gregory Mankiew 

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