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

I come across a lot of people name-dropping research that shows that diversity is important for creative teams, for innovative teams, for high performing teams.

But I never hear them provide any practical tools to help you understand why

Get your pen and paper ready because I’m going to reveal a geology secret for understanding the diversity of your teams that no one has told you about

In todays show I discuss several things including:

  • 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

Here’s some of what I share in the show:

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”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

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Show Notes

Intersectionality, Discrimination & Employee Resource Groups

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