The Big Inclusion Mistake That I Have Been Making

Every week I talk about some of the biggest mistakes that organisations make on their inclusion journey

Find out that I’ve realised I’ve been making the same mistake!

I want you to help me change that

I’m not going to be talking about inclusion mistakes that organisations are making,

I’m not going to be talking about research that you can apply.

I’m not going to be doing a book review.

If you’re a regular listener to the show you’ve heard me talk me about the 3 biggest mistakes that organisations make on their inclusion journey.

I’ve realised that I’ve been making one of these mistakes related to people.

Organisations struggle to engage the people that they want to include.

I think I’ve been doing the same thing,

I’m struggling to engage the people that I want to include and that’s you.

I need to engage you more

Meet with you more.

Next year is 2020

That’s 10 years since I started my inclusion journey

But I don’t want to wait till 2020 to engage you

Here’s what I want to do:

I’m creating time to visit 10 organisations to engage with you and your colleagues directly

Do you want me to come and deliver a lunch and learn session in your office?

Do you want me to come and contribute to your next D&I meeting?

Do you want me to deliver a Masterclass to senior managers?

Get in touch

This doesn’t require months of planning, it doesn’t require lots of people

All it requires is you reaching out to me and we can make this happen.

If the timing isn’t great, reach out anyway, let’s see what we can do.

Get in touch or leave a message, I would love to hear from you.


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