Do You Promote The Business Case or Social Justice Case For Diversity?

The business case for Diversity is one of my favourite topics for all the wrong reasons.

Is about the money or is about Justice?

Get your pen and paper ready because we’re talking about the business case for diversity

In today’s show we discuss several things including:

  • The influence of Milton Friedman on diversity narratives
  • A huge limitation of this interesting research paper
  • An useful example of researcher bias

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

The Business case for Diversity is underpinned by the Friedman doctrine

“Both of these reflect the Friedman Doctrine in action. The Friedman Doctrine named after influential Economist Milton Friedman says that the primary responsibility of an organisation is to its shareholders and that the primary goal of an organisation is to maximise returns to the shareholders.”

There’s a huge gap between what the research says and what the experts say

“nowhere is the gap between research and practice wider than when comparing research findings and critical analyses of DM”

 Like it or not Social justice is more important than ever before

“Last year the sudden interest in diversity, in social justice was driven by the work of Black Lives Matter and the murder of George Floyd in particular. Have you noticed that it’s slowly being erased?”

 SHOWNOTES

The Sameness Difference Dilemma

Is Your Diversity Approach About Individual or Group Differences?

The Propaganda Problem of Diversity & Inclusion

3 Types of Diversity You Need To Understand To Create Inclusion

The Friedman Doctrine

Diversity management: Are we moving in the right direction? Reflections from both sides of the North Atlantic

Interventions designed to reduce implicit prejudices and implicit stereotypes in real world contexts: a systematic review

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