From Debt to Doctorate: Why I Have a PhD in Your Problems

7 years ago this week I become Dr Jonathan

Find out what this actually means

Here’s some key topics covered from this episode:

– The traumatic experience I had on my PhD journey

– How my triumph benefits you

– What I learned and why it matters to you

Play the episode for more

Here’s some key takeaways from this episode: 

I’ve got a PhD in your problems and you can check for yourself

“I say I’ve got a PhD in your problems but I never really tell you what the PhD was about! 🤔”

I combined my commercial expertise with academic rigour to make it relevant

“This is why I say I’ve got a PhD in your problems. I’ve taken this to apply to issues that you deal with everyday.”

This led to my mission to help you a million people like you to make your workplace inclusive

“I’m still hot on this topic. I still know more than everyone else. I tried to share it with you. “

Check out these resources

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

Element of Inclusion Youtube Channel

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

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

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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
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Leaders must redefine career development relationships to support inclusive performance.
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  • 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