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 going 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?”


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