3 Clues to Reveal if You Have An Empty Shell Policy Towards Racism

A lot of organisations are now saying that they have a zero-tolerance policy to racism

But then what was their tolerance policy before? Sounds like an empty shell policy

Get your pen and paper ready because we’re talking about 3 Clues to Reveal if You Have An Empty Shell Policy Towards Racism

In todays show we discuss several things including:

  • Why a Zero Tolerance Policy Towards Racism May Be An Empty Shell Policy
  • Why You May Have Empty Shell Policies At Work
  • Why Empty Shell Policies Are Easy To Spot and much more

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

Empty Shell Policies refer to policies in place, but not in practice

“They used the term to describe equal opportunity policies that weren’t genuine, policies that were in place, but they weren’t in practice. Policies that didn’t have the outcomes that they claimed”

Empty Shell Policies may be business as usual where you work

“Not tolerating discrimination should not be a big deal; unless of course business as usual means that you were tolerating discrimination. Then that makes sense.”

If you have Empty Shell Policies for Inclusion, where else do you have them?

“What’s motivated them to express this opinion and provide financial support to a community that maybe they’ve paid little or no attention to in the past.

Is it an inherent part of their organizational values, is it consistent with their organizational culture, is it part of their vision of the future of their organisation?”

SHOWNOTES

Equal Opportunities Policy and Practice in Britain:: Evaluating the ‘Empty Shell’ Hypothesis

Equality Act

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