The Sameness Difference Dilemma

Are we all the same? Or all we all different?

Find out why this matters when it comes to Inclusion

Here are some key topics covered from this episode:

  • One of the features of our show that our audience loves
  • A common issue that most people can’t deal with
  • An awkward question from a PhD student much more

Play the episode for more

Here are some key takeaways from this episode: 

Sameness difference dilemma is more than just Equality vs Diversity

“whatever you decide is appropriate, assuming it’s Equality, Diversity, or even if you say Inclusion, Belonging, Equity. You need it to make sense to you, to the people in your organisation. And of course you need to make sure that it addresses the dilemma. And if it does, there’s a follow question that you need to consider”

 Diversity can still erase individual identity

“How can a diversity approach dissolve differences, well think about it, have you ever come across people talking about Diverse candidates, Diversity hire or referring to diversity but not being able to explain which specific types of person or persons they mean?”

 Implementation will reveal your true intentions

“What I’m saying here is even if you choose an approach, the way you implement it is going to reveal the truth about what you believe”

Here are some resources so you can go deeper: 

Diversity management: Are we moving in the right direction? Reflections from both sides of the North Atlantic

The Propaganda Problem of Diversity & Inclusion

Check out these related episodes of the show.

Six Rules For An Inclusive Organisation Using Procedural Justice

The Reason People Leave their Boss and Not their Job: Interactional Justice

Is Equality a Dated Term?

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For everything else check this

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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
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  • 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