How Companies Are Wasting Millions On Diversity Programs

I’m all up for promoting Diversity and Inclusion; but did you know that a lot of the diversity programs out there are a complete waste of money?

Get your pen and paper ready because I’m going to explain some issues that cause companies like yours to waste millions when it comes to Diversity and Inclusion programs

In todays show we discuss several things including:

  • Why A Lack Of Clarity Can Lead to Diversity and Inclusion Failure
  • Why Performance Management is so important to inclusion success
  • How Our Perspectives Define Our Inclusion Outcomes

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

A Lack of Rigour Leads to Failed Diversity & Inclusion Programmes

“Diversity Council chief executive Lisa Annese said it was disappointing that organisations were not applying a more rigorous approach to their diversity programs”

A Lack of Commitment Leads to Failed Diversity & Inclusion Programmes

“Our job is to strive to improve all the time. However when it comes to Diversity and Inclusion. If it’s not perfect, there’s a common perception that it’s time to stop”

A Lack of Clarity Leads to Failed Diversity & Inclusion Programmes

“the lack of clarity in the article itself is a symptom of the problems that cause millions to be wasted.  This lack of clarity was evident throughout the whole article; it’s unclear if it’s the author, the research. Who knows? What I do know is that we need more clarity when talking about Diversity and Inclusion issues.”


Companies wasting millions on diversity programs

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

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