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

I’m not the only one promoting the use of Diversity & Inclusion data.

But find out 3 Reasons Why Your Organisation is Afraid of it’s own Diversity & Inclusion Data

Here are some key messages from this episode

  • 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

Play the episode for more.

Here are some key takeaways from this episode

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”

Check out these related episodes of the show

3 Suggestions to Help You Manage Your Diversity & Inclusion Data

3 Quick Secrets For Managing Your Diversity & Inclusion Data

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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