An Indian Answer to Diversity and Inclusion

We talk a lot about research

But what if I told you that we might all be looking in the wrong place!

Get your pen and paper ready because we’re talking about an Indian Answer to Diversity and Inclusion

In today’s show we discuss several things including:

  • The encouragement I’ve received from members of the audience
  • An approach I share with the researchers
  • The Inclusive elements of the Indian National Pledge and much more

Here’s some of what we discuss on the show:

A lot of our answers for Inclusion come from the West

“I’m talking about organisational research, management and the like; they’re nearly always talking about research based in the US, UK, Europe, certainly a Western context”

 India may have answers that haven’t been considered yet

“When you read the paper, you don’t need to be convinced that hard. The authors says that Diversity is a hallmark of Indian society”

 Other Non Western countries may have answers too

“This paper is quite clear about the limitations of the universal applicability of western management theories and practices””

SHOWNOTES

Perceived diversity and employee well-being: mediating role of inclusion

PhD Thesis

National Pledge (India) – Wikipedia

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