Diversity in Organizations [Book Review]

People are surprised that Diversity and Inclusion budgets are facing the chop.

People are surprised that Diversity and Inclusion budgets are facing the chop.

Find out why I think a lot of the people complaining created this problem

Here’s some key topics covered from this episode:

Critical Diversity and why it matters to you

How a restaurant chain went from class action law suits to being one of the highest rated organisations in the USA

Why this book bridges the research practice gap.

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Here’s some key takeaways from this episode: 

Critical Diversity was the equal inclusion of people from varied background.

It involves understanding that people have differences and there is value in those differences. The authors presented this as the antidote to the existing way Diversity is practiced.”

This challenges main stream narratives by saying things they won’t

“most empirical evidence shows that diversity is most likely to hinder group functioning”.

It’s possible to make Diversity work in your organisation but it takes longer than you think

In 1994, Denny’s Restaurants settled a class action lawsuit for US $54.4 million. 20 years later they were ranked as a Top 10 leader by Fortune magazine for “America’s 50 Best Companies for Minorities.”

Check out these resources

Diversity in Organizations

Check out these related episodes of the show.

Diversity and Inclusion Matters [Book Review]

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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