3 Reasons Why An Evidence Based Approach To Diversity & Inclusion Is Essential

It’s no secret that I’m known for my evidence-based approach to Diversity & Inclusion

I’m going to tell you why this is so important for you, especially when you make a mistake

In todays show I discuss several things including:

  • The great news that I want to share with you
  • Why an evidence based approach allows you to change your mind
  • Why not all research is created equal and much much more

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

You Don’t Have To Rely On Ambiguous Stories

“Using research means I’m not relying on stories or opinions or received knowledge. We apply rigorous methods with a pragmatic approach and a human touch.”

You Can Be Wrong & Change Your Mind

“An evidence based approach allows you to change your mind and develop your strategy with what works. Not with what you said last year.”

You Can Raise Your Standards

“When you have nothing, bootstrap anyway you can, this often raises awareness in organisations. But when you have basic observations you need to get more sophisticated, using rigorous methods that stand up to scrutiny.”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

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