How You Can Use An Evidence Based Approach to Diversity and Inclusion

I talk a lot about my PhD, it’s genuinely not to brag its part of my evidence-based approach that you need to understand

Get your pen and paper ready because I’m going to explain the importance of an evidence-based approach to your inclusion efforts

In todays show I discuss several things including:

  • Why I’m always talking about my PhD
  • The Meaning of an Evidence Based Approach
  • The problem with received wisdom

Here’s some of what I share in the show:

We promote an evidence-based approach to Inclusion

“My bio says that I combine academic rigour with commercial expertise

I lean heavily on this combination as part of an evidence-based approach”

An evidence-based approach has 4 key sources of evidence

“He talks about this and describes Evidence-Based practice as a conscientious, explicit, and judicious use of the best available evidence. That’s what we need to do”

An evidence-based approach has 6 key steps to use

“The underlying principle here is that that the more informed our decision, the more likely we are to get the outcome we want. This is what we need to create an inclusive workplace”

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SHOW NOTES

The Basics of Evidence-Based Practice

The Triple Threat That Makes Minority Groups Sabotage Diversity & Inclusion [Research Breakdown]

How Favouritism Threat Turns Diversity Advocates Like You into Diversity Opponents [Research Breakdown]

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