Diversity and Inclusion Matters [Book Review]

We need Game Changing Performance to create Inclusion

Find out how from an author that claims to deliver

Here are some key messages from this episode:

  • The CAPE Process developed by the author
  • The ADKAR model the author suggests for Chief Diversity Officers
  • The challenges that mean Chief Diversity Officers are set up to fail

Play the episode for more.

Here are some key takeaways from this episode:

Data is important

“3 of those chapters talk about data and only data. The way that data was discussed would be useful if you are new to the role ”

How You Present Data is Important

“It is very, very easy to manipulate data by the way you present it. Especially in images. In the Book Club we played a game based on how data was presented in the book. ”

The 4- 2 50 Hiring protocol is something you can apply now

“If we tossed a coin 100 times, 1000 times. Even is we called heads and only heads… every single time. If it’s a genuine random toss. We’ll be right 50% of the time”

Here are some resources to help your learning:

Rooney Rule

The U.S. Equal Employment Opportunity Commission

Check out these related episodes of the show.

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

Why Relying On A One Off Intervention Is An Inclusion Mistake

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.     Work with me 1:1 

2.     Get Practical Book Insights 

3.     Get our Free Email Course 

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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