Why I’m Guilty of Oversharing And Why It’s Going To Change My Inclusion Journey

Each and every week we share a lot of information that we think could be useful to you but I’ve come to the conclusion that we’ve been sharing too much information.

In todays show I discuss several things including:

  • Over sharing, how we’ve been guilty of this
  • Why sharing is at the heart of your employee resource group
  • How we’re going to share with you in the future and much much more

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

How We’ve Been Guilty of Oversharing:

I explain how I think we’ve been sharing a little too much with you:

“I think we’ve been guilty of over sharing, and when I say that I mean that maybe we’ve been sharing too much information”

Why Sharing is at the Heart of Your Employee Resource Group:

I describe how sharing defines an employee resource group:

“Sharing is at the heart of employee resource groups. Why because the defining characteristic of a resource group, affinity group, staff network or whatever you call them…..    is sharing. “

One of the Primary Reasons People Join an Employee Resource Group:

I outline one of the main reasons that people join an employee resource group:

“in my thesis I found that shared experiences were a primary motivator for people. I’m not talking about friendships, this was different….”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

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Show Notes:

My PhD Thesis

Environment, Sustainability & Employee Resource Groups

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