Ei
Inclusion
August 13, 2024

What Kind of Diversity Change Agent Are You?

If you care about Diversity at work, you’re going to need to create change.

Episode Notes

If you care about Diversity at work, you’re going to need to create change.

Find out what kind of change agent you are.

Here’s some key topics covered from this episode:

- Why diversity professionals are characterised as change agents

- 3 types of change agent worth your attention

- Key characteristics of these change agents

Play the episode for more

Here’s some key takeaways from this episode: 

Diversity professionals are characterised as change agents

“diversity professionals as change agents – radicals, tempered radicals or liberal reformers”

Inclusion work can be misleading and confusing

I thought this was an interesting paper but I think some of the outcomes and even these frameworks were inevitable”

Use Evidence Based Inclusion to help you to make your own mind up

we’re also about critical thinking, We’re about behaviour change”

Check out these resources 

3-Clues to Reveal if You Have An Empty Shell Policy Towards Racism

British diversity professionals as change agents – radicals, tempered radicals or liberal reformers?

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Inclusion

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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
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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