Element of Inclusion

Ei
Inclusion
May 7, 2019

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:

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In This Episode We Cover

  • 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
Ei
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