An Inside Look At The Challenges Of Managing One Of The Most Diverse Organisations In The World [Interview with Michael Collins]

Michael Collins is the Head of Diversity & Inclusion for New York City Transit

Find out about his unique and powerful insights that are of incredible value to all of us.

Here are some key messages from this episode:

  • The reason New York City Transit is a unique organisation
  • The elegant rule Michael introduced to promote inclusion with employee resource groups
  • Affirmative Action: What it looks like in practice and much much more

Play the episode for more.

Here are some key takeaways from this episode:

If you’re leading people, you’re leading Diversity

“If you’re managing people. If you’re leading people then you need to understand that you are leading diversity already. You’re either doing a good job or you’re not. But you are. You’re doing it”

Employee resource groups can directly influence the bottom line

“I’ve seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it”

Affirmative Action in practice

“We’re going to look at what the census says is available in the marketplace to do these jobs, for example if it’s 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that”

Here are some resources so you can go deeper: 

Michael Collins Linkedin

New York City Transit

American Express


American Airlines

Check out these related episodes of the show.

The 3 Reasons Why Women’s Employee Resource Groups Are So Effective for Inclusion

A Reason Why Leaders Get So Frustrated About Diversity Hiring That Doesn’t Get Discussed

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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