You can’t please all of the people all of the time!
Find out why some people don’t like the emphasis I’ve placed on race and ethnicity in the workplace.
Here are some key messages from this episode:
Why some listeners really didn’t like some recent shows
Why we need to think critically and challenge accepted thinking
The challenges that await us on our journey in this space and much much more
Play the episode for more.
Here are some key takeaways from this episode:
The Need to Think Critically.
“When I say critical I don’t mean being negative, I’m talking about recognising the bias and the norms that are so taken for granted that they often don’t get challenged or even recognised”
Generic Research has its limitations
“I raised the question in the show but I spent more time highlighting that most leadership research to date is performed on a homogenous group, typically white males. This means that it’s unclear if generic leadership advice is useful for stigmatised groups and the paper suggested that it might not be useful all of the time.”
A Pragmatic Approach is required:
“Part of the challenge in what we talk about here is managing the discomfort of operating in an unfair workplace while balancing the pragmatic day to day experiences of crafting a career.”
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
Want to know more? Join industry insiders to receive updates about the latest research and best practices
Why Some Of You Were Unhappy With The Way I Talked About Race
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You can’t please all of the people all of the time!
Find out why some people don’t like the emphasis I’ve placed on race and ethnicity in the workplace.
Here are some key messages from this episode:
Play the episode for more.
Here are some key takeaways from this episode:
The Need to Think Critically.
“When I say critical I don’t mean being negative, I’m talking about recognising the bias and the norms that are so taken for granted that they often don’t get challenged or even recognised”
Generic Research has its limitations
“I raised the question in the show but I spent more time highlighting that most leadership research to date is performed on a homogenous group, typically white males. This means that it’s unclear if generic leadership advice is useful for stigmatised groups and the paper suggested that it might not be useful all of the time.”
A Pragmatic Approach is required:
“Part of the challenge in what we talk about here is managing the discomfort of operating in an unfair workplace while balancing the pragmatic day to day experiences of crafting a career.”
Check out these related episodes of the show.
Why Having a Babyface Helps Black Leaders in the Workplace
Diversity and Authenticity: Why Employees May Hesitate to Open Up About Themselves
Covert Discrimination Part 1: Garlic Bread & The Normalising Gaze
Covert Discrimination Part 2: Qualified Compliments & Masked Prejudice
Covert Discrimination Part 3: Tokenism: When Your Identity is Welcome and Your Ability is Not
Book Review: Racism at Work: The Danger of Indifference
Whenever you’re ready, there are a few ways I can support your Inclusion Journey:
1. Work with me 1:1
2. Get Practical Book Insights
3. Get our Free Email Course
For everything else check this
https://linktr.ee/ elementofinclusion
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