5 Reasons Why Diversity and Inclusion is like Hip Hop Culture

Diversity & Inclusion as an industry is really blowing up.

So much growth, so much opportunity and also so much to lose!

I used to think of it as the Wild West; then I found a more contemporary example

I realised that the growth of Diversity & Inclusion is like the birth of Hip Hop.

Get your pen and paper ready because I’m going to give you 5 reasons why right now the Diversity & Inclusion industry is just like the birth of Hip Hop.

In todays show we discuss several things including:

  • How my lived experience as a child inspired this episode
  • How connecting with people like you has helped me to develop my thoughts
  • Why creating useful content is so important to Diversity & Inclusion as an industry

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

There are a lot of people showing off

“Diversity and Inclusion is similar because you’ve got lots of talking about where they’re going, what they’re doing and expecting us to be impressed and think it’s important”

There are Low Barriers to Entry

“To become a rapper you just need to pick up a mic, give yourself a name and start rapping.   I’m oversimplifying it but you get my point. There are really low barriers to entry into the field of Diversity and Inclusion”

Not enough people rely on talent

“Not enough of people in the industry are honing their craft, developing their skills; some are relying on personal relationships, their social networks. The exact things that prevent their clients from developing inclusive workplaces”

SHOWNOTES

KRS-One – Step Into A World (Rapture’s Delight)

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