Element of Inclusion

Ei
Inclusion
April 16, 2019

Why You Need To Align Your Diversity & Inclusion Efforts To a Global Strategy

One of the biggest mistakes I see people make is not aligning their Diversity and Inclusion efforts to a larger global strategy. Failing to do this means you’re failing to engage Get your pen and paper ready because I’m going to explain why it’s often so hard for people like you to get buy in for your diversity and inclusion efforts and how we’re addressing this by aligning with UN Global goals In todays show we discuss several things including:

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In This Episode We Cover

  • Why aligning with a global strategy is so important
  • How we hope UN Global Goals will help us to create engagement
  • The UN Global Goals we are supporting and much more
Ei
Inclusion

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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