The Two Sides of Diversity No One Has Told You About [Interview with Dr Richard Norrie]

Richard is the author of “Two Sides of Diversity” and co-author of the influential “Bittersweet Success” report

A researcher at  leading independent think tank Policy Exchange, Richard investigates immigration, integration and demography in society


Here’s some key messages from this episode:

– The most ethnically diverse jobs in England & Wales

– The difference between the Rooney Rule and quotas

– How the “Immigrant Promise” really works

Play the episode for more


Here’s some key takeaways from this episode:

The Growth of “Minority” Talent

“Minority talent is passing through the system, towards the top we need to nudge things along”

The Immigrant Promise

“For most immigrants it’s the dream of a better life, some manage it more than others” 

A Bespoke Approach to Diversity & Inclusion 

“Every situation is unique, there are a lot of people out there who claim to have the answers but we don’t know if these things truly work, if they are applicable to every situation”

Check out the episode to learn more


In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.


Here’s some resources so you can go deeper:

Policy Exchange


The Davies report

The McGregor Smith Review

The Parker Review

Bittersweet Success? Glass Ceilings for Britain’s Ethnic Minorities at the Top of Business and the Professions

The Two Sides of Diversity

The Equality Act (2010) Gender Pay Gap Information

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace

Use this for your own development


If you liked this show you will love our newsletter

Get 1 actionable insight in your inbox every Wednesday afternoon

You also get free access to the Element of Inclusion Book Club

Sign Up Here to get started 


We believe in the importance of sharing.

Share this episode with a friend who can benefit from what you’re learning here.

Check out these related episodes of the show.

Why You’re Being Misled By Diversity & Inclusion Research

Why Using the Term “Minority Groups” Is A Problem For Diversity

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

The Triple Package: What Really Determines Success [Book Review]

Make sure you subscribe so you don’t miss any episodes.


Follow Dr. Jonathan to get Evidence Based Inclusion Insights  7 days a week




Got an idea for an episode of the show?

We love requests and ideas from regular members of our audience

Get in touch with Dr. Jonathan via Linkedin 

He would love to hear from you


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