7 Reasons Why Working in Diversity & Inclusion is Not For You

I talk a lot about why Inclusion is for everyone

But I don’t think working in Inclusion is for everyone

Get your pen and paper ready because I’m going to give you  7 Reasons Why Working in Inclusion may not be for you

In today’s show we discuss several things including:

  • A common question listeners to the show ask me
  • Why giving is important for those who work in Inclusion
  • An unpopular opinion about Inclusion work and much more

Here’s some of what we share on the show:

Working in Inclusion is not for everyone

“My strong opinion is that if any of what I’m about to say applies to you then working in Inclusion may not be for you”

Working in Inclusion is rewarding yet uncomfortable

“Creating Inclusion may create conflict with history or the present and others are invested in history and the present. Telling people is not always a popular task.”

Working in Inclusion will require you to change in ways you may not anticipate

“You may not want to see something in yourself you don’t like; What if you have to ask and answer uncomfortable questions?”

SHOWNOTES  

The Lonely Life of A Diversity and Inclusion Leader

The Principles That Govern Our Approach to Diversity & Inclusion

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