Why Most Diversity Programs Haven’t Succeeded [Book Review]

Millions have spent on promoting Diversity and Inclusion in the workplace and we still haven’t got the results we want.

Get your pen and paper ready because I’m going to review one of THE best books I’ve ever read when it comes to diversity and inclusion.

In todays show we discuss several things including:

  • Why Most Diversity Programmes Don’t Succeed
  • Why Cultural Competence is a Competitive Advantage
  • Why We Need o Change the Way We Exist in Organisations

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

This Is A Must Read Book

“if you’re interested in promoting Diversity and Inclusion then this is required reading.”

We Need To Move Away From Oppressive Models of Diversity & Inclusion

“we need to move towards a corrective model of Diversity & Inclusion and away from oppressive models.”

Cultural Competence Will Define Success in the Future

 “in the future culturally competent people are going to get better results”


Howard J Ross Cook Ross

Reinventing Diversity: Transforming Organizational Community to Strengthen People, Purpose, and Performance

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