What if Your Inclusion Team is Pointless?

It’s been said that Chief diversity officers are pointless

That’s one thing

But what if you’re part of an Inclusion team that’s pointless

That’s another thing entirely!

Get your pen and paper ready because we’re going to be talking about some opportunities you have to create change if  you’re part of an Inclusion team that’s pointless

In todays show we discuss several things including:

  • The areas that make Chief Diversity Officers and their teams pointless
  • How to raise your Inclusion standards and those of everyone around you
  • The hidden Inclusion opportunities available for everyone and much more

Here’s some of what I share in the show

Commit to developing a critical mass of knowledge

 “you don’t need to be a subject matter expert on each and every aspect of diversity and inclusion. But what you do need is a critical mass of knowledge; and frankly not enough people have that.. and you know what… it shows”

Create clarity about what diversity and inclusion mean in your organisation

“you’ll already become more intentional about your approach you can amplify this by articulating what this looks like in your organisation”

Consider using a framework or a methodology

“We talk about frameworks all the time here; it all fits into our evidence based approach and methodology”

SHOWNOTES

Are Chief Diversity Officers Pointless?

The Lonely Life of A Diversity and Inclusion Leader

Why Relying On A One Off Intervention Is An Inclusion Mistake

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Why Relying On Credibility Indicators is an Inclusion Mistake

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

Why Adopting a “One At A Time” Approach to Diversity is an Inclusion Mistake

Why Using Common Sense is a Diversity & Inclusion Mistake

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

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