Is Your Diversity Approach About Individual or Group Differences?

When we talk about Diversity

Are you thinking individual differences or group differences?

You want to say both but what’s been your focus?

Get your pen and paper ready because we’re talking about Diversity in terms of Individual differences and Group Differences

In today’s show we discuss several things including:

  • An unexpected Danish influence on Diversity Management
  • How unconscious bias training signals your attitude to Diversity
  • How your critics can help you with Diversity much more

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

A focus on Individual differences lends itself to training

“Strategies consistent with the individual differences approach focus on developing individual competencies through training and mentoring”

A focus on Group differences lends itself to systemic solutions

“the goal is to redress and/or eliminate systemic advantages and inequality for members of historically disadvantaged groups”

How you’re criticised will reveal other people’s preferences

“Someone who dislikes training focused on individuals as a solution, may believe that there are systemic issues that individual training can’t fix.”

 SHOWNOTES

The Sameness Difference Dilemma

Diversity management: Are we moving in the right direction? Reflections from both sides of the North Atlantic

3 Types of Diversity You Need To Understand To Create Inclusion

Why Being Told To “Get A Mentor” Is Such Bad Advice For Inclusion

Interventions designed to reduce implicit prejudices and implicit stereotypes in real world contexts: a systematic review

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