Why Positive Work Identity Is Being Used To Promote Diversity

We all think what we do at work is so important and we get so caught up in what we do. Organisations are using this to their advantage

Get your pen and paper ready because I’m going to explain why Positive Work Identity is being used to promote Diversity

 In todays show we discuss several things including:

  • Why having a positive workplace identity is good for individuals and organisations
  • Why people feel good about their workplace identity if their job is considered virtuous
  • Why people feel good about their workplace identity if they have multiple social identities that complement each other and much much more

A Desirable Positive Work Identity

“Research says that having a positive workplace identity can be a good thing for organisations and us; it can foster creativity and enhance our ability to deal with stress”

The Virtuous Perspective to Positive Work Identity

It means that when the work we do is considered to require virtue. People think of the job as virtuous. Then we start to think of ourselves as having these virtues and that creates a positive feeling.

The Complementary Perspective to Positive Work Identity

“a work-related identity becomes more positive as multiple identities are viewed as complementary. Especially when the possession of one identity (e.g. Cultural background) can help with some positive outcomes related to the other identity (e.g., task performance, engagement).”

SHOWNOTES

Pathways for positive identity construction at work: Four types of positive identity and the building of social resources

Intersectionality, Discrimination & Employee Resource Groups

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