The Principles That Govern Our Approach to Diversity & Inclusion

When it comes to Diversity and Inclusion, we’re committed to acting in your best interests

Find out what this actually mean to us and more importantly what does this  mean to you

Here are some key messages from this episode:

  • Something we ask our clients to do but haven’t done ourselves
  • The three core principles that govern what we do
  • The true focus of this resource and much more

Play the episode for more.

Here are some key takeaways from this episode:

Disruptive by being Provocative, Innovative and Creative

“To us, disruptive means we’re provocative: Challenging the status quo and accepted ways of thinking through critical thinking and counterintuitive approaches”

Performance Driven through World Class Expertise, Determination and a Growth Mindset

“To us, performance driven means World Class Expertise: operating at the highest possible level in order to set the standards for others to judged”

Integrity through an Evidence Based Approach, being Inclusive and Authentic

“To us, integrity means being inclusive  Working to ensure everyone shares the same benefits and advantages in as fair a way as possible”

Here are some resources so you can go deeper: 

The 3 Biggest Problems Organisations Experience On Their Inclusion Journey

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

Check out these related episodes of the show.

3 Reasons Why diversity & Inclusion Is Like Reality TV

3 Reasons Why an Evidence Based Approach To Diversity & Inclusion Is Essential

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