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

Today, I give a brief review of 2017 and then make some predictions for 2018 based on some patterns and trends that I’ve noticed.

Find out what I got right (and wrong)!

Here are some key messages from this episode:

  • My quick review of 2017
  • My predictions for 2018
  • My big plans for the future and much much more

Play the episode for more.

Here are some key takeaways from this episode:

My Experience of 2017

“I became a Dr in 2017. I wanted to use what I’ve learned and a few months later I launched this podcast to support organisations like yours to help their people to reach their potential and drive performance through inclusive practices”

2018 will be the year of Demographic Data

“I predict that smart organisations will start to collect and publish all of their demographic data…. especially if it’s bad news”

Quality Resources to Help You Achieve your Goals

“My final prediction is a cheeky one because it’s a prediction that I know is going to come true. My final prediction is to increase the high quality resources to help you achieve your goal”

Here are some resources so you can go deeper: 

My PhD Thesis

Equality Act 2010

Mcgregor Smith Review

Kendall Jenner Pepsi Advert

Apple’s first diversity boss is leaving

Check out these related episodes of the show.

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

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