The Emotional Labour of Diversity & Inclusion

Are you emotional at work?

Some people are more emotional about their work than others

Get your pen and paper ready because we’re talking about The Emotional Labour of Diversity & Inclusion

I’ve been thinking about doing this show all year and this is a topic that we’ll revisit with a proper research breakdown in the future but I just wanted to share some thoughts on it

In today’s show we discuss several things including:

  • An interesting observation from Store Greeters
  • What debt collectors and flight attendants have in common
  • Unpaid efforts you may be exerting and much more

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

Emotional Labour is a form of work

“They weren’t just doing their job; they were doing a bit extra. They were smiling, they were positive. I noticed the difference. That little extra they’re providing.That difference can be described as emotional labour “

Diversity & Inclusion work involves Emotional Labour

“There’s a lot of emotional labour required in this work, training people, consulting with people leaders. Or the research part….I know this because I am one of these people”

Emotional Labour can lead to emotional exhaustion

“You shouldn’t be surprised to hear that emotional labour is connected with emotional exhaustion.”


Arlie Russell Hochschild – Wikipedia

The Managed Heart: Commercialization of Human Feeling

The Performance of Self In Everyday Life  [Book Review]

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