Diversify: How To Challenge Inequality and Why We Should [Book Review]

Diversity may be the hardest thing for a society to live with and perhaps the most dangerous thing for a society to be without

that’s a quote from William Sloane Coffin,  I used it in the introduction of my PhD thesis

It’s also in the introduction of another book that we’re reviewing in this weeks’ show

Get your pen and paper ready because we’re reviewing Diversify:  How To Challenge Inequality and Why We Should by June Sarpong

In todays show we discuss several things including:

  • Why we need to be aware of the Other in the room
  • Why Diversity is more than one thing
  • How you can challenge yourself mentally and physically to Diversify and much more

Here’s some of what I share in the show

Expand your Circle of Human Concern

“The way it’s presented in the book is that if we think of society, there are people who have empathy, value and reverence in society, they can be described as being at the centre of the Circle of Human Concern”

The Six Degrees of Integration to change your Social Circle

“These are six steps that the author believes can change our behaviour patterns and lead us to having more diverse and inclusive social circles. These were peppered throughout the book”

How Rejection Therapy can help you get what you want

“the author was talking about how in the workplace there was evidence to suggest that women deal with rejection worse than men because they don’t judge themselves as harshly. A way to address this is to engage in rejection therapy”



Diversify:  How To Challenge Inequality and Why We Should by June Sarpong

PhD Thesis 

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