How I’m Going To Support Your Inclusion Goals On A One To One Basis

I’ve been thinking that it’s time that you and I had an honest conversation about Diversity and Inclusion.  Today, I’m going to tell you how any why I think that this should happen

In todays show we discuss several things including:

  • Why I want to have a conversation with you so that I can help you personally
  • How I’m going to make this easy for you
  • How I want to Show and not Tell about my commitment to helping you and much much more

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

I Want To Have a Conversation With You So That I Can Help You Personally

I explain why I want to speak with you personally to support you:

“I mean that literally, I want to help you on a one to one basis. We’re lucky we live in a world where the technology is available”

I Want To Make This Easy For You.

I describe how I’m going to remove barriers that may prevent us from connecting:

“This is going to be a focused conversation, we’ll speak about Diversity, Inclusion, Employee Resource or groups or anything else that you think I can help with. I don’t care if you work for a FTSE 100 company, a Fortune 500 Company or if you work for a non profit organisation and are grappling with what diversity and inclusion actually means”

I Want To Show Not Tell

I explain how actions can speak louder than words and that I’m doing both:

“Every week I tell you that I’m committed to help the people within your workplace reach their potential and drive performance through inclusive practices. I tell you, but I also show you. My talking is backed up by actions is supported by my actions and the standard that I set for myself and my team require us to do more.”

Show Notes

First Year Birthday Episode 

Pilot Episode of The Podcast 

Diversity Promise

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