The Illusion of Inclusion: How Diversity Reports Lie To You

Diversity Reports are being used to lie to you.

Find out how this is happening!

Here’s some key topics covered from this episode:

How high level data is used to obscure reality

Why you need to really trust the people who create the reports

How accountancy provides clues for increased transparency

Play the episode for more

Here’s some key takeaways from this episode: 

Diversity reports contain a lot of marketing and not enough progress

“the majority of these progress reports are essentially marketing”

Diversity reports rely on false proxies instead of operational data 

“the over reliance on employee sentiment data as proxy for real operation data”

Diversity reports don’t measure the things they say they do

“They use measures that someone told them to use or they just pulled together themselves.”

Check out these resources

Is it Time To Drop Belonging From the Diversity Conversation?

5 Reasons Why Diversity and Inclusion is like Hip Hop Culture

Element of Inclusion Youtube Channel

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

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

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