Demanding More: Why Diversity and Inclusion Don’t Happen And What You Can Do About It [Book Review]

Allyship is the key to unlocking the power of Diversity

That is a key message of a practical book that we’re discussing this week by someone who’s actually doing the work

Get your pen and paper ready because we’re reviewing Demanding More: Why Diversity and Inclusion Don’t Happen And What You Can Do About It by Sheree Atcheson

In today’s show we discuss several things including:

  • How this book makes you accountable
  • An unanswered question I had from the book
  • An important distinction about “Unchecked Bias” and much more

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

Allyship is the key to unlocking the power of Diversity

“In truth, to me this was actually a book about allyship, Allyship was positioned as the best strategy for us to adopt. The subtitle of the book is Why Diversity and Inclusion don’t happen and what you can do about it: The short answer to what you can do is allyship”

Allyship involves the active use of your privilege

“Privilege showed up early on in the book. There was a whole chapter on Privilege.   Privilege was described as unearned benefits; this is familiar language here. We talk about earned and unearned benefits, and we link this to intersectionality too. The author spoke about privilege in very personal; very vulnerable ways”

Mind your unchecked biases

“what I liked was the conversation about unchecked bias. Unchecked bias  “means you’re aware  of these things yet do not wish to rectify or change your behaviour or challenge others” “

SHOWNOTES

Sheree Atcheson

Demanding More: Why Diversity and Inclusion Don’t Happen And What You Can Do About It 

A Discussion about Dr. Jill Biden Misogyny and Privilege

Talking About Intersectionality? Avoid These Common Diversity Mistakes

The Missing Character Of Diversity and Inclusion Work

56 Black Men Campaign (Look at Number 38)

3 Types of Diversity You Need To Understand To Create Inclusion

3 Types of Inclusion You Need to Understand

3 Biggest Problems In Organisations Trying To Become More Inclusive

The Platitude Problem of Diversity & Inclusion

Blind Spot: Hidden Biases Of Good People [Book Review]

The Crucial Difference Between Information and Insights for Inclusion  

Meri Williams

Privilege/Class/Social Inequalities Explained in a $100 Race

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