Scrutiny : The Inclusive Opportunity You’ve Been Avoiding

Opening yourself up for scrutiny isn’t something that everyone looks forward to

But in can be used to drive inclusion forward

Get your pen and paper ready because we’re talking how you can use scrutiny to your advantage as you become inclusive

In todays show we discuss several things including:

  • The benefits of Scrutiny for Inclusion
  • Our personal experience of Scrutiny
  • Organisations that survive Scrutiny and much more

Here’s some of what I share in the show

Scrutiny can provide useful feedback

“Being scrutinized by people that do know what they’re talking about is useful  feedback and you should be looking for more of it”

Scrutiny means your standards are known

Opening yourself up to scrutiny means your standards are there for people to observe and learn from”

Scrutiny means you’re taking a lead

“Opening yourself up to scrutiny means you’re taking a lead, you’re not a follower like everyone else”

SHOWNOTES

3 Biggest Problems In Organisations Trying To Become More Inclusive

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Why Relying On Credibility Indicators is an Inclusion Mistake

Why Relying On A One Off Intervention Is An Inclusion Mistake

Why Using Common Sense is a Diversity & Inclusion Mistake

Why Adopting a “One At A Time” Approach to Diversity is an Inclusion Mistake

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

Weak ideas hide from scrutiny

My PhD Thesis

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