3 Reasons Why Your Organisation is Afraid of Your Diversity & Inclusion Data

When it comes to promoting the use of Diversity & Inclusion data, I’m not the only one.

You know what I don’t hear people talking about? The reasons why your organisation is afraid of this data

Get your pen and paper ready because I’m going to give you 3 Reasons Why Your Organisation is Afraid of it’s own Diversity & Inclusion Data

In todays show I discuss several things including:

  • The reasons why your organisation is afraid of Diversity & Inclusion data
  • The dilemma facing leaders regarding Diversity & Inclusion data
  • The hidden problem that Diversity & Inclusion data reveals for top performers and much much more

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

Once the data is out there, organisations are forced to act

“Once an organisation has a performance indicator that doesn’t meet acceptable standards, they’re obliged to fix it. Organisations that don’t are telling you that it’s not an important performance indicator”

Some organisations are scared of the truth

 “How would you feel if someone could prove that you were less than a good friend, or that you had serious shortfalls as a parent or you were somehow lacking as a spouse. This would be tough if it was spelled out to you in a way that was hard to wriggle out of.  This is kind of what is happening to organisations when they get their diversity and inclusion data”

Some organisations may be intimidated by the scope of the task

I get it, it can be intimidating and there are a lot of loud voices telling you that it’s not good enough and you need to do better, but this can be scary because you don’t want to do the wrong thing or make it any worse”

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.

If you’re finding us for the first time, hit subscribe to make sure that you get all the latest updates and access to other episodes of the show.

Make sure you sign up to our newsletter to get on the insider list for access to special events and forthcoming opportunities


Other Shows in this series

3 Suggestions to Help You Manage Your Diversity & Inclusion Data

3 Quick Secrets For Managing Your Diversity & Inclusion Data

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