Element of Inclusion

Ei
Inclusion
April 10, 2018

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

This is the second of a three part series exploring subtle forms of discrimination in the workplace.

Podcast: Play in new window | Download | Embed

Subscribe: Apple Podcasts | Android | Google Podcasts | Stitcher | TuneIn | RSS

Apple Podcasts Spotify YouTube

In This Episode We Cover

  • The difference between prejudice and discrimination
  • How compliments can be used to mask prejudice
  • How ineffective employee resource groups can fuel harmful stereotypes and much much more
Ei
Inclusion

The Inclusion Implementation Toolkit

Practical tools and frameworks to make inclusion work in your organisation.

Get the Toolkit
Subscribe
Apple Podcasts Spotify YouTube RSS
Related Episodes
Inclusion
A 4 Step Framework For AI Fluency Leaders Need To Understand
If AI fluency in your organisation means learning tools, the thinking underneath is being skipped. Here I break down a 4...
June 2, 2026
Inclusion
9th Birthday Special: What I’ve Learned About You
If most inclusion content leaves you frustrated, I explain the nine filters that separate serious practitioners from eve...
May 26, 2026
Inclusion
The Inclusive Question That Changed Everything
If your inclusion work looks busy but nothing is actually changing, one question exposes why. Here I break down the ques...
May 19, 2026
See All Episodes

Get in touch

We are always available for a chat. Drop us a message in the contact form.

Facebook-f
Twitter
Instagram
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