How To Check The Diversity Statement On Your Website

Does the Diversity Statement on your website make sense?

Find out how you can make sense of the Diversity statement on your company website

Here are some key topics covered from this episode:

  • A useful framework used on the Top 241 European companies
  • The versatility of this approach
  • A practical check that you can use right now and much more

Play the episode for more.

Here are some key takeaways from this episode: 

There are 5 Discursive Practices you can use to sense check your website

So that’s 5 things: Problematisation, Rationalisation, Fixation, Reframing, Naturalisation. I wanted to keep it light”

 I only expect you to see 4 of the Practices in real life

“Would a company say that as part of their Diversity statement… I don’t think so.. the authors didn’t find any evidence of this…”

It’s likely you have a dominant practice

 “This often leads to a discussion about the benefits of Diversity. I find, this is where most organisations spend most of their time”

Here are some resources so you can go deeper: 

(Re)Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites

The Performative Problem of Diversity & Inclusion

Erasing the Language of Race

Check out these related episodes of the show.

The 3 Big Mistakes That Employee Resource Groups Make On Their Corporate Websites When Promoting Diversity

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

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

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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