The Authority Series: Netta Jenkins on Building Inclusive Organizations

Company surveys are like your corporate Miranda rights.

Find out how to make this a thing of the past.

Here’s some key topics covered from this episode:

– The 3 P Framework to build an Inclusive Organizqtion

– How the world is divided into two groups

– How to avoid creating under rated Leaders

Play the episode for more

Here’s some key takeaways from this episode: 

Why you should focus on the “products” you create

so when we think about product, yes, the organization has products and their marketing and what not. But I’m talking about how innovative are you approaching this work even if you are not a DEI leader?”

How to introduce a level of ownership to inspire accountability

“people can’t be held accountable unless they have level of ownership. Now they can have ownership within a technology platform where they’re now documenting the impact of their efforts and they’re walked through it through that path.”

It’s important to prepare for the thing you want to receive

“I’m now preparing for the things that I want to do because I believe that they come to pass.”

Check out these resources

The Inclusive Organization: Real Solutions, Impactful Change, and Meaningful Diversity

Netta Jenkins 

Element of Inclusion Youtube Channel

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

https://linktr.ee/elementofinclusion

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