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

Chances are, you are consistently making the same mistakes over and over again and these are preventing you from becoming an inclusive organisation.

And this issue is all about leadership

Get your pen and paper ready because I’m going to explain one of the most common mistakes that prevent organisations like your from becoming inclusive when it comes to their leaders

In todays show I discuss several things including:

  • One of the most common mistakes that prevent organisations becoming inclusive
  • The paradox that occurs when companies make this leadership mistake
  • Why Leadership focused Inclusion initiatives should be reconsidered and much much more

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

Focusing exclusively on leaders prevents organisations becoming inclusive

“The challenge for organisations is that contemporary diversity and inclusion initiatives tend to be concerned with changing the attitudes and behaviours of decision makers in organisations. Sometimes this is delivered with a certain measure of blame. An oppression model that says that decision makers in the organisation are biased”

Focusing exclusively on leaders excludes the very people that you need to include

“if organisations fail to directly engage with those on the margins of their organisation it’s going to lead to more of the same; underrepresentation, high turnover, low levels of promotion”

Socialising people and ideas throughout the organisation helps to avoid this mistake

“Leadership is important but what else, you know I like employee resource groups because they can go where other can’t but lots of them aren’t properly managed. This is why Diversity and Inclusion consultants like leadership too because it’s more high profile, more high status”


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