5 Ways Organisations Get Inclusion Wrong

It seems that organisations are still getting inclusion wrong.

If you’re a regular listener to this show, you already know why

Get your pen and paper ready because we’re going to

In todays show we discuss several things including:

  • Why Organisations Get Inclusion Wrong
  • How Others Are Discussing What We Discuss
  • Assumptions That Prevent Us From Being Inclusive and much more

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

Organisations Make 7 Predictable Errors That Include A One Size Fits All Approach

“We also spoke about an internal copy and paste approach when you duplicate efforts from other departments or from your employee resource groups and expect the same results. This cookie cutter approach, this one size fits all approach is why organisations get inclusion wrong.”

Organisations Have Hidden Assumptions That Aren’t Inclusive

“Can you see how what appears to be a reasonable statement actually hides assumptions that we don’t agree with? Not being aware of these hidden assumptions is why organisations get inclusion wrong.”

The Things Organisations Measure Don’t Always Help Them To Create Change

“I’m saying that being inclusive and scoring high on inclusion are not the same thing. This is illustrated in the article using an example of a multinational energy company that has an inclusion index with scores of 80 percent.”

SHOW NOTES

Why are we still getting inclusion wrong?

Diversity Promises and Why You’re Ignoring Them

Why a One Size Fits All approach to Diversity is an Inclusion Mistake

A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

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