Why You Need To Align Your Diversity & Inclusion Efforts To a Global Strategy

One of the biggest mistakes I see people make is not aligning their Diversity and Inclusion efforts to a larger global strategy.

Failing to do this means you’re failing to engage

Get your pen and paper ready because I’m going to explain why it’s often so hard for people like you to get buy in for your diversity and inclusion efforts and how we’re addressing this by aligning with UN Global goals

In todays show we discuss several things including:

  • Why aligning with a global strategy is so important
  • How we hope UN Global Goals will help us to create engagement
  • The UN Global Goals we are supporting and much more

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

Successful Organisations Align Individual and Organisational Goals

“Now my huge assumption here is that if you work in an organisation, you’re bought into the goals of that organisation. This is one of the most basic principles in management science, in accounting in everything else they teach in universities and business schools.”

UN’s Global Goals for Sustainable Development

“In 2015, world leaders agreed to 17 goals to create a better world by 2030. The idea is that these goals have the power to end poverty, fight inequality and stop climate change. These are things we all want”

We are Working Towards UN Global Goal Number 10: Reduced Inequalities

 “By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status. That sounds exactly like what we do here”

SHOWNOTES

The Global Goals 

3 Biggest Problems In Organisations Trying To Become More Inclusive

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