Diversity & Inclusion Predictions: What I Got Right In 2020 & New Predictions for 2021

Every year I make predictions about diversity and inclusion trends

Last year I was spot on

And this year?

Well what do you think?

Get your pen and paper ready because I’m looking back at my predictions for 2020 and making some new predictions for 2021

In todays show we discuss several things including:

  • My Top 3 Predictions for 2021
  • What I got right in 2020
  • The influence you have but didn’t know and much more

Here’s some of what I share in the show

Wrestling with the language of Inclusion

“I think we’re approaching that time, an increasingly you’ll hear people talk refer to so called minority ethnic groups as global majority groups. Remember that phrase, global majority groups, if you haven’t heard it before, you soon will.. it draws attention away from local contexts to a global context, which seems appropriate in a global market”

Moving from an Anglo Saxon to a Global perspective

“Here we tend to speak about Diversity and Inclusion in a very particular context, a very Anglo Saxon context if you will”

You, embracing the power you didn’t know you had

“It’s because of people like you. If you’re listening to this then you want an inclusive workplace as much as I do. As much as we do. In 2021, you’re going to have an opportunity to show it ”

 SHOWNOTES

Why Using the Term “Minority Groups” Is A Problem For Diversity

A Discussion about Dr. Jill Biden Misogyny and Privilege

Diversity & Inclusion Predictions: What I Got Right In 2019 & New Predictions for 2020

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