The Best Quality of Diversity and Inclusion Leaders 

There’s a quality that I’ve seen in the best Diversity & Inclusion Leaders

it’s something that unites them and it’s something that you can develop over time for yourself

I’m not talking about persuasion skills

I’m not talking about communication skills

I’m not even talking about empathy

I’m talking about something else

Get your pen and paper ready because we’re going to talk about one of the most desirable, most highly valued skills that I’ve ever seen in a diversity and Inclusion leader

In todays show we discuss several things including:

  • Why the best Diversity & Inclusion Leaders are hiding in plain sight
  • The hidden attributes that support their behaviour
  • The reasons why they may not fit in and much more

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

They have a critical mass of knowledge

“There’s a critical mass of knowledge. Having that allows you to select, to choose to decide. Without it, you’re part of the problem instead of being part of the solution because it makes the inclusion journey of everyone around you longer instead of shorter”

They interpret based on skilled contributors

“they draw together approaches, techniques, perspectives in order to create meaning from people who are highly trained and highly skilled”

They have taste based on their critical thinking

“anyone who has taste, has developed it over time, they’ve thought about it, it’s particular to them, their knowledge and experiences.”

SHOWNOTES

 

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