The Problem With Using A Simple Approach To Diversity & Inclusion

The simplest explanation is often the best explanation but is that true when it comes to Diversity and Inclusion?

Get your pen and paper ready because we’re talking about The Problem with using A Simple Approach To Diversity & Inclusion

In todays show we discuss several things including:

  • Why we want Diversity & Inclusion to be simple
  • A powerful principle to help your decision making
  • Why a Simple Approach can be unhelpful and much more

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

Entities should not be multiplied unnecessarily

So if you’ve got two or more theories to explain an outcome; you should choose the most simple theory, the most simple explanation, the one with the least moving parts. You want to avoid multiplying entities if it’s unnecessary

Sometimes it’s necessary to multiply entities

It can be hiding place for considering other options, it can imply that you already have the answers and this can also be used as a way to ignore some of the complexities of the world we live in

All things are rarely equal

This is a situation that’s rare in science, but imagine that in the social world. The world we inhabit, not only is it difficult to claim the results are the same but all other things are rarely equal

SHOWNOTES

What is Occam’s Razor?

How to Use Occam’s Razor Without Getting Cut

Why Using Common Sense is a Diversity & Inclusion Mistake

UK music industry urged to drop ‘offensive’ term BAME

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