Is it time to Drop the Concept of Diversity?

Is it now time to Drop diversity from the Inclusion conversation?

I’ve found someone who thinks it is

Get your pen and paper ready

We’re talking about if we should drop the concept of Diversity from now on

In today’s show we discuss several things including:

  • Why someone is fighting to ditch the term Diversity
  • A popular Diversity tactic used in Fashion
  • Some common Inclusion mistakes to avoid and much more

Here’s some of what we discuss on the show:

Tokenism is not Diversity

Don’t get me wrong representation and listening to different people was discussed but for me, this article is about tokenism pretending to be Diversity

We can become more Inclusive without Tokenism

“Thinking of diversity in these terms ignores the fact that true inclusion is about so much more than appearances.” 

Maybe we should ditch Tokenism

“This feels like an argument against Tokenism when many are using that and calling it Diversity”

SHOWNOTES

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“Why I’m fighting to ditch the term ‘diversity’ – and how we can actually become more inclusive without it”

Arooj Aftab

Done with Diversity

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [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