The Platitude Problem of Diversity & Inclusion

There’s nothing like a platitude when you don’t quite know what to say.

The problem is, when it comes to Diversity and Inclusion. It feels like it’s happening a lot more than it should

In today’s show we discuss several things including:

  • The increasing use of platitudes in Diversity Narratives
  • A hidden meaning of the use of platitudes in Inclusion
  • How you can avoid using platitudes when you speak and much more

Platitudes are something we all use in our lives

“Have you ever been in a situation where you didn’t know the appropriate thing to say; so you just said something that you thought would make the other person feel better?”

Platitudes are on the increase in Diversity and Inclusion

“Don’t take my word for it, check it out yourself, here’s a little game we can play over the next week”

Platitudes can be a hiding places for those who don’t know what to say

“It may be a signal that the person or people doesn’t know what to say but just wants to make you feel good.”


Definition of platitude

3 Types of Inclusion You Need to Understand

6 Inclusive Themes You Can’t Afford To Ignore

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

Why Being Told To “Get A Mentor” Is Such Bad Advice For Inclusion

Here’s When Diversity Networks Don’t Create Equality [Research Breakdown]

Platitude – Wikipedia

Platitude meaning – Google Search

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