A Supply Side Solution to Diversity and Inclusion

You often hear a lot of talk about supply side problems to Diversity and Inclusion

It’s not our fault, it’s our suppliers, it’s our pipeline!

What if you could switch it around? What if instead of supply side problem, you created a supply side solution to Diversity and Inclusion?

Get your pen and paper ready because I’m going to share three thoughts about why you may be sitting on a supply side solution to Diversity and Inclusion and you may not even know it!

In todays show we discuss several things including:

  • How Big Business can influence Diversity & Inclusion in the workplace
  • Why smaller businesses care less about Diversity & Inclusion
  • How Supply Chain Management can Accelerate Inclusive practices

Supply Side Solutions create a business case for Diversity

“It would establish diversity as a way of doing business. This moves from being a nice to have to a business critical task.”

Supply Side Solutions democratise Diversity and Inclusion issues in the workplace

“Diversity and Inclusion appears to be an issue for big business. But most people don’t work for a global corporation. If you listen to this show, at times you’ll be forgiven for thinking that I’m speaking only to those organisations. That’s not my intention”

Supply Side Solutions require standards to be maintained

“It’s incumbent on the organisation calling the shots to maintain standards themselves.  It’s going to be difficult to disqualify your suppliers for not meeting particular diversity and inclusion related criteria if as an organisation if you’re not meeting them yourselves”

SHOWNOTES

Parker Review 2020

FTSE firms ‘dragging their feet’ over ethnic diversity on boards

Cocoa Cola Supplier Diversity Programs

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