The Big Inclusion Issue: Your Truth Vs. The Truth

You may have encountered people in the workplace speaking their truth

But what’s the difference between a person speaking THEIR truth and a person speaking THE truth

Get your pen and paper ready because we’re talking about The Big Inclusion Issue: Your Truth Vs. The Truth

This is the second in a two-part series about the truth.

In today’s show we discuss several things including:

  • Why we have a distorted perspective of reality
  • Why we should be careful about the “truth”
  • Why reality is negotiable and much more

Here’s some of what we discuss on the show:

The truth is more subjective than you think

 “This makes it sound as if the truth is independent and accessible. It would be really convenient if this was true but if you’re interested in promoting inclusion you should know how much of this is inconvenient.”

Your truth is used to give voice to those who lack it  

“people who want to speak their truth are often marginalised, they don’t get the chance to talk, to be seen, to be heard, to be acknowledged”

 Not everyone gets the chance to tell any version of any truth

 “Some people seem to matter more than others. But why? Why would someone even want to speak their truth, what would you have to believe to use that term?”

SHOWNOTES

Why Diversity & Inclusion Leaders Need To Be Fact Checked

The Lived Experience in an Inclusive Workplace

Why Is Pluto No Longer a Planet?

Oprah Winfrey: ‘Speaking your truth is the most powerful tool we all have’

Oprah interview: Meghan accuses palace of ‘perpetuating falsehoods’

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