The Fallacy Problem of Diversity & Inclusion

The thing about Diversity and Inclusion.

Everyone sounds so convincing

Maybe it’s because of all the fallacies

Get your pen and paper ready because we’re talking about the Fallacy problem of Diversity and Inclusion

In today’s show we discuss several things including:

  • Why Fallacies are relevant for Inclusion
  • 3 Fallacies for you to avoid
  • How Fallacies are related to the 3 Biggest Problems

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

A Fallacy is an error in reasoning 

“A fallacy is a mistake, an error a flaw in reasoning. It means the basis of the argument or the claim is unsound.

Strong arguments don’t have any fallacies.  Weak arguments often rely on fallacies to make them appear stronger than they are”

Diversity and Inclusion narratives rely heavily on Fallacies 

This is a huge problem for Diversity and Inclusion. too many people rely on fallacies when talking about diversity and Inclusion. It’s not always easy to spot.”

Relying on Fallacies undermines everything you say

“Diversity Fallacies kill your engagement, I’ve seen this happen so many times. I want you to avoid it”

SHOWNOTES

The Rhetorical Problem of Diversity & Inclusion

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

3 Biggest Problems In Organisations Trying To Become More Inclusive

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