The Authority Series: Dr Lauran Star on Evidence Based Inclusion

My first book may have Evidence Based Inclusion in the title

Find out how from an author who already wrote that book

Here’s some key topics covered from this episode:

– What the research really says about the Business Case for Diversity

– How to use Evidence to build Inclusion where you work

– A smarter way to think about Belonging

Play the episode for more

Here’s some key takeaways from this episode: 

Pay attention to the Business Case for Inclusion

“you know, what I found? Inclusion was an inclusive criteria, every organisation had to demonstrate that they had an inclusive organisational culture to enrol in any of those 700 studies”

Consider stop talking about Diversity

“As soon as as soon as I hear the word diversity, or if I say the word diversity, I can actually see people shutting down.”

Be more intentional about Intersectionality

“leave diversity alone, leave it right. intersectionality, much, much better word”

Check out these resources

Dr Lauran Star on Linkedin

Dr Lauran Star website

Evidence Based Inclusion; It’s Time to Focus on the Right Needle

60 Second Book Review

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