Demystifying Diversity: A Simple Guide To Inclusion [Interview with Gamiel Yafai] Part 2

Gamiel Yafai is author of Demystifying Diversity and an award winning Diversity & Inclusion Strategist. 

Find out why he’s one of the most enduring figures in UK Diversity & Inclusion. Part 2 of a 2 part series. 

Here are some key messages from this episode: 

  • Why Gamiel felt that his book was necessary
  • How Charity work influences Inclusion principles 
  • The importance of employee resource groups

Play the episode for more.

Here are some key takeaways from this episode: 

Diversity follows Inclusion 

“You get inclusion right, you get diversity”

The importance of establishing a foundation 

“You get the foundations right and you can achieve anything”

The Need to Manage Employee Resource Groups 

“There’s a huge massive role for resource groups”

Here are some resources so you can go deeper:  

Gamiel on Twitter 

Gamiel on Linkedin

Yemen Proud

Demystifying Diversity

The Hunger Project

The McGregor Smith Review

The Parker Review

Diversity Marketplace

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