3 Considerations To Help You Fix Your Flawed Approach to Diversity [Research Breakdown]

The lack of progress in creating an inclusive workplace suggests that your organisation has a flawed approach to promoting Diversity!

Get your pen and paper ready because I’m to discuss three things that you should consider to fix your flawed approach to Diversity.

In todays show we discuss several things including:

  • What Diversity and Inclusion Policies Do Employees Actually Want
  • The Hidden Gems That Are Untapped Opportunities For Inclusive Growth
  • The Assumptions Masking The Truth About Your Organisation’s Engagement Approach

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

Why You Should Be Clear About The Intersectional Identity Of People You Engage

“The article made the point to imply that they were engaging all employees and engaging what they described as ‘diverse groups’. But we’re unsure what diverse groups means”

The Hidden Assumption That D&I Initiatives Have Observable Results

“My experience is that most organisations are secretive about targets, target zones, aspirations, whatever you want to call them”

The Hidden Assumption That People from Underrepresented Groups, Know What Is Effective In Promoting Diversity In The Workplace.

“The article implies that asking people from “diverse groups“ will give the answer. I agree to some extent, but who are we talking about?”

SHOWNOTES

Fixing the Flawed Approach to Diversity

Fixing the Flawed Approach to Diversity Appendix

What Diversity and Inclusion Policies Do Employees Actually Want

3 Biggest Problems In Organisations Trying To Become More Inclusive

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