How Your Inclusive Journey Can Boost Your Career [Interview with Rose St Louis]

Rose St Louis is former Head of Partnership Development at Zurich Insurance UK where she also chaired their Women’s’ Innovation Network.

This is the second of a 3 part series around the launch of ICAN, the Insurance Cultural Awareness Network.

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Here’s some key messages from this episode:

– The meaning of the Gender Pensions Gap

– How Employee Resource Groups can be used to develop products

– Some interesting strategy development lessons from Cricket

Play the episode for more

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Here’s some key takeaways from this episode:

Recognise your personal journey

“We will be able to attract the next generation of employee if we can show that we are on a journey and they can help us move on that journey”

Create a Collaborative Shared Experience

“Women can’t go on that journey on their own, men need to go with them and understand that journey too”

Employee Resource Groups can be used to develop products

“We have a rising awareness around that and a desire to progress that conversation and to bring it through to something meaningful for the customer as well as keeping pace as an industry with what we should be delivering for the customer”

Check out the episode to learn more

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In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.

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Here’s some resources so you can go deeper:

Rose St Louis Linkedin

Rose St Louis Twitter

ICAN

The Network of Networks

Gender Pensions Gap 

Dive In Festival

Use this for your own development

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Check out these related episodes of the show.

How Staff Networks Create Value Through Inclusive Collaboration [Interview with Ajay Mistry]

Why The Insurance Industry Has Put Diversity & Inclusion Front And Centre [Interview with Huw Evans]

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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