The Fear Factor: Why Leaders Are Petrified Of Getting Diversity Wrong

People have been asking me how organisations should respond to the horrific violence in Israel and Palestine.

Find out why Leaders Are Petrified Of Getting it Wrong

Here’s some key topics covered from this episode:

Why many leaders are not as prepared as they should be

Why you should exercise caution engaging your employee resource groups

How you can address the Rhetorical Problem of Diversity and Inclusion

Play the episode for more

Here’s some key takeaways from this episode: 

Think about the psychological contracts influence your expectations of other people here

People will expect you act in line with your psychological contract. If you don’t it is devastating. “

Think about the role you play in creating psychological safety to talk about this issue

“Is Psychological Safety meant for everyone? People tell me what they think. People tell me they are afraid to say these things in public. “

Think about how everyone is trying to persuade you

“You’ll recognise this in the use of guilt and shaming to motivate you to change. “

Check out these resources

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

The 3 Types Of Employee Resource Group You Need to Understand To Create Inclusion

The 4 Stages of Psychological Safety

“Is Psychological Safety meant for everyone? 

Dr Jonathan’s Thesis 

Element of Inclusion Youtube Channel

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1.      Work with me 1:1

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For everything else check this

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