The Reasons Why Staff Networks Can Be Incredibly Powerful for Diversity & Inclusion [Book Review]

Do you have any idea how powerful Staff Networks can be?

Today I’m reviewing a book that explores this power and how you can harness it

In todays show I discuss several things including:

  • The Power of Staff Networks
  • Their potential to create value within an organisation.
  • The interdisciplinary approach required for their success and much much more

Here’s some of what I share in the show:

The Power Of Staff Networks

I describe how the book explores how Staff Networks can exert influence within an organisation:

“Staff networks have power; staff networks can be harnessed to create change. They are not just a tick box exercise to boost popularity. They genuinely have the potential to create value within an organisation”

Value Creation

I discuss how Staff Networks can enhance the outcomes for an organisation

“a beacon which can shine a light on innovation and creative cooperation cutting across all levels of an organisation”, this clearly positions staff networks as an operational entity, not just a social one.”

Interdisciplinary Approach

I explain why it’s important to draw from several fields in order to be successful:

“The book contains lots of resources from academics and frameworks from practitioners but it also makes small but regular references to management and organisational theory”

SHOWNOTES

The Incredible Power of  Staff Networks

National Day for Staff Networks

The Power of Staff Networks website 

Cherron Inko-Tariah MBE 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