Diversity & Inclusion Predictions: What I Got Right In 2021 & New Predictions for 2022

Every year I make predictions about diversity and inclusion trends

Let’s find out what I got right about 2021 and my big predictions for 2022

Get your pen and paper ready because I’m looking back at my predictions for 2021 and making some new predictions for 2022

In today’s show we discuss several things including:

  • My Top 3 Predictions for 2022
  • What I got right in 2021
  • The shifting agenda and much more

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

The problem with the Business Case for Diversity

The business case for Diversity narrative isn’t enough on it’s own

I think we’ll start to see people question the business case for diversity as a given”

Activities over Events

There is a dependence on events as a proxy for meaningful inclusion work

What other activities are you engaged in?”

I’m publishing a book

I’m going to publish a book. I had a publishing deal.I turned it down

I haven’t really put any effort into getting a publishing deal which means unless a fair and equitable deal shows up. I’m going to self publish this book”

SHOWNOTES

How I Supported Your Inclusion Journey in 2017 & My Inclusion Predictions For 2018

Diversity & Inclusion Predictions What I Got Wrong In 2018 & New Predictions for 2019

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

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

Black Lives Matter ushers in new era for diversity officers | Financial Times

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