A Geology Secret For Understanding The Diversity Of Your Teams That No One Has Told You About

I never hear people discuss any practical tools to help you understand why diversity is important for high performing teams.

Find out about a geology secret for understanding the diversity of your teams that no one has told you about.

Here are some key messages from this episode

  • How a geology concept can explain group dynamics in your organisation
  • Why Faultlines are a practical tool for understanding Intersectionality in action
  • The immediate benefits you can get from this little known concept and much much more

Play the episode for more.

Here are some key takeaways from this episode

Faultlines are potential fractures within a group related to aspects of our identity

“Faultlines can be thought of as potential fractures within a group related to aspects of our identity; if they’re left undisturbed they go unnoticed for years. Something will happen to create fractures along these lines and then subgroups form and this affects the dynamics of the group”

Faultlines within a group become stronger when more of the identity attributes are aligned in the same way

“This matters because research suggests that strong faultlines can influence the dynamics of a particular group and the subgroups within it! You know what I mean when I say subgroups; I mean the little groups within a group that form. You may not know why they form; faultlines can help to explain it”

You can use Faultlines to observe group dynamics right now

“This is a real practical approach that you can use in your own teams or organisations. It’s more useful than saying in-groups and out-groups. And it’s something that you can use to observe what goes on in your next meeting”

Check out these related episodes of the show

Intersectionality, Discrimination & Employee Resource Groups 

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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