The Dirty Secret of Inclusion Work: The Principal Agent Problem

Chief Diversity Officers are committed to building Inclusion

Find out why some organisations makes this impossible

Here’s some key topics covered from this episode:

  • How a simple Economics principle explains your Diversity problems at work
  • How Grifters are able to repeatedly scam organisations
  • Why Chief Diversity Officers are fixated on the wrong numbers

Play the episode for more

Here’s some key takeaways from this episode: 

Principal Agent Problem is caused by conflict of interests

“It’s a “bait and switch”.  They get Promised one thing. But they  get something different.”

Principal Agent Problem is caused by asymmetric information

“There’s asymmetric information. The Organisation doesn’t actually know what it takes to create inclusion”

Sometimes the Principal is a bad actor.. sometimes it’s the agent

“They are one of the Grifters I often talk about. They know that it’s easy to get people to buy into short term outcomes”

Check out these resources and related episodes of the show.

The Huge Advantage You Have If Inclusion Is NOT Part of Your Day Job

The Scam of the Century: How Chief Diversity Officers Are Let Down

Demand for Chief Diversity Officers Is High. So Is Turnover.

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

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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