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

Employee Resource Groups address the 3 Biggest Problems for companies becoming more inclusive
Get your pen and paper ready because I’m going to explain why employee resource groups directly address the three biggest problems that organisations experience when they try to become more inclusive.
I call these problems the 3 P’s: People, Potential and Performance and if you don’t address each and every one of these problems, then the science says it’s not possible to have an inclusive organisation.
Here’s some of what I share in the show:
People Organisations find it difficult to engage with people that are currently being excluded

“Employee resource groups directly engage employees that are underrepresented and excluded.  These are the people at the Bottom of the pyramid who are being ignored”

Potential. Organisations find it difficult to create a culture of inclusion

“Employee resource groups can help to change the narrative of what it means to be a successful employee within an organisation and this is one of many things that helps to change the culture”

Performance. Organisations find it difficult to articulate a compelling business case for diversity

Employee Resource Groups can MAKE you millions and they can SAVE you millions

Here’s the video
Tell me what you think

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