The Predictable Power of Pilot Projects For Inclusion

Don’t be fooled by big ticket Diversity initiatives and huge investment programmes

Find out why it’s smarter to start with a pilot project.

Here’s some key topics covered from this episode:

How I use pilot projects with clients

Why I used pilots in my own business

How you can work with me to create a pilot where you work

Play the episode for more

Here’s some key takeaways from this episode: 

Pilot projects are low risk and high return use of your time

“This now makes it risky for the organisation. Whoever thought it was a good idea in your organisation at some point will have to explain why it was a good idea.”

There’s no such thing as a pilot projects that doesn’t work

“When you don’t get the result you want, you’ve saved time, money and any other resources you want to add to the list.”

Contact me if you want help with a pilot project for building Inclusion

“It involves helping you to deliver your own pilots. It’s not ready yet because I want to run a pilot with a limited number of organisations. .”

Check out these resources

Dr Jonathan’s Thesis

The Diversity & Inclusion Advice No One Will Give You [Pilot Episode]

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