The Protean Career Path to Inclusion

Do you know what a Protean Career is?

In the 21st Century, you’re probably trying to develop one without even knowing it

This has some interesting implications for Diversity and Inclusion

Get your pen and paper ready because we’re going to be talking about Protean careers, why it matters to you and why it matters for Diversity and Inclusion

In todays show we discuss several things including:

  • The relationship between Protean Careers and Inclusion
  • How the Pandemic accelerated our Protean Careers
  • The defining features of a Protean Career and much more

Protean Careers are value driven by individuals

“as part of a protean career people shape their career according to their own internal values and beliefs instead of an organizations values and beliefs”

Protean Careers are self-directed in terms of career management

“Recent events have accelerated the idea that you not your employer is responsible for managing your career and your development. I’m not going to labour this point because as a regular listener to the show, I already know that you’re committed to learning and development.”

Protean Careers require organisations to demonstrate their values

“In the 21st century, if you don’t reflect the right values, this is going to affect not only your employees but other stakeholders, suppliers, partners, investors, your clients. Your clients have values too.”


Protean Career

Protean and boundaryless career attitudes: relationships with subjective and objective career success


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