How Façades of Conformity Reveal An Inclusion Issue

Have you ever pretended to be something you’re not in order to get along at work?

We’ll you’re not alone.. problem is.. this can have long term negative effects

Get your pen and paper ready because we’re talking about facades of conformity

In todays show we discuss several things including:

  • Why Façades of Conformity are important to understand
  • My personal experience of creating Façades of Conformity
  • The damage caused by Façades of Conformity and much more

Façades of Conformity mask your true self

“When you create a façade of conformity, you end up suppressing your personal values while pretending to express values that you don’t hold.”

Façades of Conformity are both verbal and non-verbal

“It can be non-verbal, this includes the way you dress, even nodding in agreement with people can be a façade of conformity”

Façades of Conformity are a response to conflict

“That means you know there’s a conflict; you know there’s an issue and you’re choosing to create the façade. I did.”

SHOWNOTES

“And the Award for Best Actor Goes to…: Facades of Conformity in Organizational Settings”

The Performance of Self In Everyday Life  [Book Review]

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

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