The Inversion Approach to Diversity & Inclusion

You know you want more diversity

You know you want more Inclusion

But what if you’re looking at this the wrong way round?

Get your pen and paper ready because we’re talking about why you’re approach to Diversity and Inclusion maybe back to front

In today’s show we discuss several things including:

  • Why your approach to Diversity & Inclusion may need to be reversed
  • A 3 Step process to clarify your Inclusion needs
  • An uncomfortable challenge that will change everything and much more

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

An Inversion Approach is a powerful way to clarify your Inclusion concerns

“Charlie Munger, who is a partner at Berkshire Hathaway; described as Warren buffet’s right hand man…. he and Warren Buffet are billionaire investors and Charlie Munger has popularized what’s described as inversion thinking, inverted thinking… or the inversion process”

An Inversion Approach by its nature will set you against the status quo

“It’s likely you will be discouraged; you may even be ostracized; you’ll be resisting the groupthink of a group of people who claim to promote diversity of thought. “

We’ve been using the Inversion Approach the whole time…. and so can you

“This is our form of the inversion process, inversion thinking.. This is our inversion approach”

SHOWNOTES

Charlie Munger

Marcus Aurelius

Seneca

Stoicism

Carl Jacobi

Inversion: How Smart People Consistently Avoid Looking Dumb

3 Biggest Problems In Organisations Trying To Become More Inclusive

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Why Relying On Credibility Indicators is an Inclusion Mistake

Why Relying On A One Off Intervention Is An Inclusion Mistake

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

Why Using Common Sense is a Diversity & Inclusion Mistake

Why Adopting a “One At A Time” Approach to Diversity is an Inclusion Mistake

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

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