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

Are you consistently making the same mistakes?

Find out if these are preventing you from becoming an inclusive organisation.

Here are some key messages from this episode

  • 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”

Check out these related episodes of the show

The Reason Why Positive Work Identity Is Being Used To Promote Diversity

The Reason Why Authentic Leaders Develop Inclusive Organisations

3 Crucial Concepts for Diversity & Inclusion: Workforce, Workplace and Marketplace

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