The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

Your organisation has made a Diversity Promise to you. But it may not be the one that you think. Sooner or later, that’s going to become a problem for you. Today you’ll find out why 

In todays show we discuss several things including:

  • The Diversity Promise Your Company is making to you
  • Psychological Contracts and the hidden agreement that you’re ignoring
  • The reason why this is going to be a problem for you in the future and much much more

Here’s some of what I share in the show:

Hidden Promises At Work

I explain how we make promises in the work place that are not always explicit:

“Whether you know it or not, you and your employer have made a number promises to each other. I’m not talking about your employment contract. I’m talking about the other promises, the promises that aren’t always written down; sometimes they’re invisible, informal or implicit”

Psychological Contracts

I introduce psychological contracts as a useful way to think about diversity Promises

“For our purposes I want you to think about a Psychological contract as a set of ‘promises’, ‘expectations’ and obligations that are exchanged within in an employment relationship”

The True Diversity Promise

I explain how the explicit Diversity Promise may be different to the hidden Diversity Promise:

“if you pay attention to the invisible, informal and implicit promises,

the true psychological contract that you’ve entered into to will become clear”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

 Show Notes

 78th Annual Meeting of the Academy of Management

Promises, Expectations, and Obligations – Which Terms Best Constitute the Psychological Contract?

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