An Inclusion System Reset

We’ve come a long way but there’s still a long way to go to create inclusion

Find out why 2020 was so frustrating for me.

Here are some key messages from this episode

  • The reminder that things haven’t changed
  • The lack of focus on systemic issues
  • Systems of inequality that need to change

Play the episode for more

Here are some key takeaways from this episode

The Frustrations of 2020

“This past week has been frustrating because I’ve been reminded that things haven’t changed as much as I would like to think. Like many of you I’ve had a hard time with what continues to happen in the US.  Black men being killed by the police; black people experiencing prejudice and disadvantage in every aspect of their lives.  We just got a brief glimpse with Amy Cooper and George Floyd but these aren’t isolated incidents”

Empty Narratives

“I’ve also been frustrated by diversity and Inclusion specialists/experts who still don’t talk about racism in a meaningful way. Still focused on individual acts of prejudice instead of considering the larger systemic issues”

A System Approach

“To make meaning of this, it’s useful to think of systems of inequality that produce and reproduce outcomes and not just focus on individual acts of prejudice.

This creates predictable results depending on where you are in the hierarchy”

Here are some resources so you can go deeper

Cornell West CNN Segment

Check out these related episodes of the show.

White Fragility

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

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