The Authority Series: Dr Victoria Mattingly on Inclusalytics

It’s not easy to get Diversity data… or is it?

Find out how some techniques to improve your current efforts.

Here’s some key topics covered from this episode:

– The importance of data driven DEI tactics

– How to get qualitative data

– How to use focus groups effectively

Play the episode for more

Here’s some key takeaways from this episode: 

Inclusion is specific behaviours not feelings.

“Inclusion is a behaviour. Inclusion is what we do, specifically what we do that result in others feeling valued respected, seen and heard.”

It’s easier to start collecting data than you think

“So you’re getting that voice data, that’s what qualitative data is, and a focus group is a really nice way of doing that.”

Feedback fuels progress

you can measure them. And because you can measure them, you can hold people accountable for them.

Check out these resources

Mattingly Solutions


60 Second Book Review : Inclusalytics

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