Element of Inclusion

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

See all episodes

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | Google Podcasts | Stitcher | TuneIn | RSS

Employee Resource Groups address the 3 Biggest Problems for companies becoming more inclusive
Find out what these are!
Here are some key messages from this episode
  • The people at the bottom of the pyramid are being ignored
  • What it means to be a successful employee.
  • Employee Resource Groups could save you a fortune.

Play the episode for more.

Here are some key takeaways from this episode:

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  a video of this podcast
Check out these related episodes of the show

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | Google Podcasts | Stitcher | TuneIn | RSS

Subscribe to the Podcast

Apple Podcasts
Google Podcasts
Spotify

Other Podcast Episodes

Get in touch

We are always available for a chat. Drop us a message in the contact form.

Facebook-f Twitter Instagram Linkedin

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