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 we think could be useful to you.

Find out why I’ve come to the conclusion we’ve been sharing too much information!

Here are some key messages from this episode

  • 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

Play the episode for more.

Here are some key takeaways from this episode:

How We’ve Been Guilty of Oversharing:

“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:

“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:

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

Here are some resources so you can go deeper

My PhD Thesis

Environment, Sustainability & Employee Resource Groups

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