The Crucial Difference Between Information and Insights for Inclusion  

Do you know the difference between information and insights and what this means for your Inclusion journey?

Get your pen and paper ready because we’re talking a problem that members of our audience have distinguishing information from insights

This is the first in a two-part series on how we use information to make decisions about inclusion

In today’s show we discuss several things including:

  • A problem that members of our audience experience
  • Details of my low information diet
  • A 21st Century problem and much more

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

There’s a difference between information and insights

“information is easy to copy, insights are difficult to copy; some people present other people’s insights and present them as their own. Does that make it an insight or is it just information?”

Information is common, insights are rare

“I got a strong sense from people like you that there’s a lot of information out there talking about Diversity and Inclusion. But there was a lack of quality information and a lack of insight.”

Think about increasing your consumption of insights

“you’re being exposed to lots of information and you’ve got frustrations about getting to the good stuff and avoiding things that waste your time, Because simply put you can’t afford it, your time is too valuable”


A Definition of Insight

Why Having a Babyface Helps Black Leaders in the Workplace [Research Breakdown]

Why Professions Need To Be Inclusive To Remain Legitimate

Why Critical Race Theory is an Inclusion Problem

Low Information Diet 

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