Why The National Day for Staff Networks Is So Important For Inclusion [Interview]

The National Day for Staff Networks is an important part of bringing DEI communities together.

Find out more as I talk to the National committee.

Here are some key messages from this episode:

  • Why the National Day for Staff Networks is needed
  • How Staff Networks make work better
  • How you can get involved with the National Day for Staff Networks and much much more

Play the episode for more.

Here are some key takeaways from this episode:

Staff networks are concerned with human beings:

“What networks try and remind organisations is that you still have humans at the heart of what you’re trying to achieve”

Staff networks provide business intelligence:

“It just shows the level of intelligence that the networks bring to the table. I do see them as the heartbeat of any organisation and they are the ones who keep a check on the pulse”

Diverse Perspectives

“Board members and networks need to keep asking themselves: What perspective isn’t in the room?

Here are some resources so you can go deeper: 

The National Day for Staff Networks

National Day for Staff Networks Twitter

The Power of Staff Networks

The Power of Staff Networks Twitter

Cherron Inko-Tariah on Linkedin

Jerome Williams on Linkedin

Homes England

Abdul Rob on Linkedin

Sugar Media & Marketing

Black History Month

Rasheed Ogunlaru

Rasheed Ogunlaru on Linkedin

Rasheed Ogunlaru Facebook Page

Soul Trader

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