Inclusion Ex Machina: When Leadership Interventions Indicate a Lack of Inclusion

When a senior person intervenes in an issue related to inclusion, we think it shows how important diversity and inclusion are to the organisation.

Actually, it points towards a lack of inclusion

Get your pen and paper ready because I’m going to explain why senior leadership interventions indicate a lack of inclusion in organisations

In todays show we discuss several things including:

  • The Meaning Of Inclusion Ex Machina
  • The Endemic problem in an organisation near you
  • How privilege protects and punishes people

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

Inclusion Ex Machina is indicative of a culture that lacks Inclusion

“Think of it as a miracle solution to solve a tricky inclusion related situation

We might get a happy ending, but it’s just not believable in real life”

Privilege protects all of us in different ways at different times

“An inclusive organisation doesn’t need a miracle solution. Because the normal processes of the organisation would prevent issues like the one discussed. Twisted into this story is the fluid nature of privilege”

Organisations have predictable scripts about how they treat people

“This is where it gets interesting and for many of you listening, this is where it gets very predictable”


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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