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


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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.

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Leaders must redefine career development relationships to support inclusive performance.
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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
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