The Secret Inclusion Tactic We Use With Our Clients

Demand for Diversity and Inclusion Practitioners is at an all time high

But Not everyone shares your values, vision and approach

I want to share with you a tactic that we use to identify our type of clients

Get your pen and paper ready because I’m going to share a secret that I use when working with clients, its gonna save you so much time and energy

In todays show we discuss several things including:

  • The Increased Demand For Inclusion Practitioners
  • My tactic for engaging exciting clients
  • Our Three Core Principles and much more

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

If you’re highly competent and highly skilled, organisations are lucky to be working with you 

If you’re knowledgeable, if you’re a subject matter expert, if you actually know what you’re talking about; I don’t care if you describe yourself as being passionate about diversity but if you are highly competent and highly skilled

You should know that there are not many people like you”

Not everyone shares your values, vision and approach 

“A lot of these organisations have varying levels of interest, some want to do something, some want to talk about doing something, some just want you to do stuff for free and loads of things in between”

Create something of value to identify those who share your values, vision and approach 

“Am I saying you should start a podcast, well I think there’s plenty of room for high quality podcasts so yes, but if you don’t want to do that, can you create something that delivers value to your clients BEFORE they become your clients?”

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