5 Ways Large Companies Are Failing Their Employees In Their Inclusion Efforts

Big Companies think they’re investing to make their workplaces inclusive

Find out why research shows their employees don’t think it’s enough.

Here’s some key topics covered from this episode:

  • Why should not be mislead by catchy headlines
  • How researchers were tracking the wrong things
  • The results that made me rethink my view of panel events

Play the episode for more

Here’s some key takeaways from this episode: 

Don’t just believe article headlines because it’s an high status publication

What we do know is that what we’re about to discuss are big company problems. But presented as if they are problems for all organisations.”

Don’t buy into generic research findings

“Employees want equal opportunities for advancement. Employees want managers to recognize their strengths. These feel like generic statements that anyone would say”

Make sure you’re comparing like for like

What they didn’t describe was how effective or useful they are. To make it simpler.. it doesn’t tell me the outputs of the efforts. So to me this article is comparing to different things ”

Here’s some resources so you can go deeper: 

Research: Where Employees Think Companies’ DEIB Efforts Are Failing

Check out these related episodes of the show.

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

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

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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