The Relationship Between Conformity & Inequality At Work

Conformity at work has a dark side that not enough people talk about

Get your pen and paper ready because we’re talking about the dark side of conformity at work

In todays show we discuss several things including:

  • Conformity as a Survival Mechanism
  • The relationship between Façades of Conformity and Burnout
  • The Flip side of Conformity and much more

Facades of conformity can lead to “bad” behaviour

“what if conformity causes issues like leaving bad decisions unchecked; or repeating old mistakes.  The old way of doing things”

Facades of conformity are related to employee burnout

“Professor Hewlin found a strong relationship between facades of conformity and emotional exhaustion.. therefore burnout”

What if it’s the organisations that are putting on the Façade?

“Of course, I’m speaking hypothetically, but what if organisations are pretending to share the perceived values of the employees?”

SHOWNOTES

How Façades of Conformity Reveal An Inclusion Issue

“And the Award for Best Actor Goes to…: Facades of Conformity in Organizational Settings”

The Performance of Self In Everyday Life  [Book Review]

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

The 3 Types Of Burnout Employees Experience But No One Talks About

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