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Inclusion
November 18, 2025

3 Insights To Make Next Year’s Inclusion Plan More Effective

I want to acknowledge the uncomfortable truth.You’re heading into 2026 (or whatever next year is depending on when you're tuning in) with questions, uncertainty and if you’re honest ….. fatigue.

In This Episode We Cover

  • 3 Insights I Couldn't Ignore
  • Understanding Your Narrative Arc
  • The Importance of Evidence-Based Inclusion and Consistency
  • Your plan for next year is a logical step from what you’ve been doing “Your body of work, however large or however small is going to reveal insights about your preferences, your successes and therefore what you should do next.”
  • “Your body of work, however large or however small is going to reveal insights about your preferences, your successes and therefore what you should do next.”
  • You need a method to keep you focussed “The only reason we gather evidence is to support or undermine claims, assumptions and hypotheses.”
  • “The only reason we gather evidence is to support or undermine claims, assumptions and hypotheses.”
  • Being consistent will make you remarkable “They weren’t the most knowledgeable. They weren’t the loudest. They were the ones who stayed consistent.”
  • “They weren’t the most knowledgeable. They weren’t the loudest. They were the ones who stayed consistent.”
  • Dr. Jonathan's Thesis – See show notes for link to p166 and Appendix 3, outlining the process of reviewing and analysing work.
  • Ask Dr Jonathan – An AI-powered version of the podcast and inclusion strategies.
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Inclusion

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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