The Literacy Problem That People in Diversity and Inclusion Are Hiding From

There’s a secret literacy problem in the Diversity and Inclusion field that no one is talking about 

I need your help to fix it

Get your pen and paper ready because I’m going to explain the literacy problem that people in diversity and inclusion are hiding from

In todays show I discuss several things including:

  •     How we can improve literacy in the field of Diversity & Inclusion
  •     The reason reading is a challenge for Inclusion Leaders
  •      The reason why critical thinking is so important for Inclusion Leaders and much much more

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

People concerned with Diversity & Inclusion don’t read as much as they should

“I’ve spoken with several leaders in the past week and it was clear to me that some of them don’t read that much. If they do they read popular books but never tell me how it helped them at work”

I want to start a book club so that we can all learn more together

“In 2020 I want to launch a book club;  I’m going to continue to review books but I want us to meet in person and maybe even virtually to discuss the book.

It’s not a lecture it will be a discussion.

I want this to be collaborative so we can decide together which books to read” 

I need your help to attend or host this book club

“I don’t know if 2 people will come or 200. Either way, I’m willing to commit to this in 2020 and I want you to commit too. If your organisation wants to do something to promote diversity and inclusion. This seems to me to be a no brainer”

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