Here’s Why Focusing On The Bottom Of The Pyramid Builds Diversity & Inclusion

Today, I want to talk about Diversity, Inclusion and people.

Find out why people are the most important part of any organisation

Here are some key messages from this episode:

  • How employee resource groups solve the biggest problem of organisations that are trying to become more inclusive.
  • Why direct engagement of employees is essential for long-term change.
  • Why focusing on the bottom of the pyramid can be a game changer and much much more.

Play the episode for more.

Here are some key takeaways from this episode:

The Biggest Problems Organisations Have

“In my thesis I found that one of the three biggest problems that organisations experienced when they tried to become more inclusive was that they failed to directly engage the individuals most in need of their support”

The Fortune at the Bottom of the Pyramid

“This is why I think employee resource groups are important because they have the potential to directly address the people at the bottom of the pyramid”

Versatile Employee Resource Groups

“Employee resource groups are useful because they can go where others can’t, talk about what others cant and see what others can’t and this could be the source of a competitive advantage”

Here are some resources so you can go deeper: 

FT Bottom of the Pyramid Lexicon

The Fortune at The Bottom of the Pyramid

Check out these related episodes of the show.

The Pilot Episode of the Podcast 

A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

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