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

This time last year I made some predictions about 2018 in terms of Diversity & Inclusion

Find out what I got right (and wrong!) plus some predictions for 2019.

Here are some key messages from this episode

  • The predictions I got right for 2018
  • The predictions I got wrong for 2018
  • My new predictions for 2019

Play the episode for more.

Here are some key takeaways from this episode:

The increased focus on data

I explain how legislation shifted the focus towards evidence instead of anecdotes in 2018

“I think I got this one right, because it was amusing and disturbing to see all these companies, falling over themselves to publish their data; many at the last minute.”

The increased focus on Pronouns

I highlight why the use of pronouns is going to become more important in the workplace

“we’re going to see a lot more focus on Pronouns and how they’re used in the workplace. I’ve wanted to say this one for at least two years and if I’m honest, I think this is one for 2020 but I want to throw it out there now”

The increased focus on Belonging

I explain why there may be less talk about Diversity and Inclusion more about about Belonging.

“diversity is like being invited to party, inclusion is being asked to dance, and belonging is dancing like no one’s watching”

Check out this a related episode

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

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

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