3 Inclusion Lessons We Can Learn From Prince Harry & Meghan

Prince Harry & Meghan announced they will step back as “senior” royals and work to become financially independent.

This is a big deal in the UK and it tells us a lot about contemporary society that a lot of people have overlooked including you

Get your pen and paper ready because I’m going to explain 3 Inclusion Lessons We Can Learn From Prince Harry & Meghan

In todays show we discuss several things including:

  • The system of disadvantage that is all around us
  • The insidious secret hiding in plain sight
  • The lazy language that keeps us from progress

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

Conversations about race are difficult for a lot of people

“It’s abundantly clear that talking about race remains a difficult conversation for people in the UK and beyond. It’s emotive, there’s a lot of fear about saying the wrong thing, using the right language, getting it right. Or being vilified if you get it wrong.”

Racism is covert

“Racism is a lot more sophisticated than that, developed from name calling to being more nuanced, subtle and therefore insidious.”

People are talking about privilege, but it needs to be more sophisticated

“In Diversity and Inclusion space, when people talk about privilege it’s often short hand for white privilege, or male privilege; but it should be a lot more”

Which of these most concerns you?

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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