Element of Inclusion

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

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Dr Richard Norrie is the author of “Two Sides of Diversity”.

Find out which is the most ethnically diverse job in the UK. 

Here are 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 are 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”

Here are some resources so you can go deeper:  

Policy Exchange

Demos

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

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

 

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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