3 Reasons Why Diversity & Inclusion Is Like Reality TV

There’s an emerging similarity between Diversity & Inclusion and Reality TV and it’s not all good news

Get your pen and paper ready because we’re talking about how Diversity and Inclusion is beginning to look like the Dark Side of Reality TV

In todays show we discuss several things including:

  • Why Diversity & Inclusion encourages drama
  • Why Diversity & Inclusion is staged
  • Why Diversity & Inclusion can commoditise people and much more

Here’s some of what I share in the show

The Strong Narrative and Drama

“it dramatizes the lived experiences of what is supposed to be everyday people, people who aren’t professionally trained”

The Performative Nature

What are the roles being played when minority groups discuss their lived experience, what if it’s only ever in a particular way?”

It is Cheap

“I’m the first person to say that to create Diversity and Inclusion is not as expensive as organisations think, a lot of money and resources are wasted. It can be done for a lot less than organisations think”

SHOWNOTES

Humilitainment – the sorry story of reality TV

Big Brother: Best Shows Ever

Nick Bateman (television personality)

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