What Inclusion Research Needs To Do To Stay Relevant To your Needs

Find out why it needs to evolve to stay relevant for you

Here’s some key topics covered from this episode:

How my bias supports you

The future of research

What obligations do organisations have for inequality?

Play the episode for more

Here’s some key takeaways from this episode: 

Research follows a pattern

You know why so many people talk to you about research proving the business case for Diversity? “

Researchers have an agenda

“If my bias supports what you want. Welcome to The Element of Inclusion.”

It’s useful to have your own purpose

“I want you to make your own mind up”

Check out these resources

Dr Jonathan’s Thesis

Equality, diversity, and inclusion in international business: A review and research agenda

Getting Serious About Diversity? Enough Already with the Business Case

Why Our Meta Approach To Diversity & Inclusion Is Like No One Else

Element of Inclusion Youtube Channel

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this


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