4 Ways Everyday Leaders Respond To Diversity Practices

Not enough people talk about how everyday leaders influence Inclusion where you work

Find out an interesting model that explains how you leaders respond to Diversity practices.

Here are some key topics covered from this episode:

  • Why I think this theoretical model is useful for you
  • How this is related to my PhD work and my mission to help you
  • 4 responses to Diversity that I think you will recognise

Play the episode for more

Here are some key takeaways from this episode: 

They present a 4 part framework that explores how leaders help shape the impact of HR diversity practices

This paper is asking how do leaders respond to Diversity, to Inclusion initiatives when presented to them by in this case HR. Given that this is all theory. I want to play around with this a bit to make it useful to us.”

This is a theoretical model that I think can help you

My model has been tried and tested in the real world. It’s valid it’s reliable. That model is not valid and reliable. But I think it’s insightful”

It’s focused on two organisational identities

“ 1. They called this effectiveness-focused  “Leaders that supports organizational effectiveness” 2. They called this diversity -focused “leaders that supports HR’s diversity practices””

Here are some resources so you can go deeper: 

Here’s my PhD Thesis 

How leaders shape the impact of HR’s diversity practices on employee inclusion

Check out these related episodes of the show.

Talking About Intersectionality? Avoid These Common Diversity Mistakes

Is DEI Training a Waste of Time?

Why Our Meta Approach To Diversity & Inclusion Is Like No One Else

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

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

https://linktr.ee/elementofinclusion

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