What Is The End Goal Of Inclusion?

The end goal of inclusion is to create diversity.

I really don’t think so.

Get your pen and paper ready because I’m going to talk about the end goal of inclusion and why what I’m about to say may not be what you think.

In todays show we discuss several things including:

  • Why People Don’t Really Care About Diversity & Inclusion
  • What People Really Want In The Workplace
  • The Transformation Needed For Us To Reach Our Inclusion Goals

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

The End Goal Is A Modern Meritocracy

“Meritocracy is a political term meaning that power is vested in the people based on talent, effort and achievement. We’re not talking politics here but if we borrow that term and put it in the workplace, I do like the idea of people being recognised and rewarded based on their talent, effort and achievement”

The End Goal Is An Organisation Where Everyone Performs

“Organisations exist for a reason and regardless of if you’re in the private sector, public sector or work in non-profits, in order for your organisation to continue to exist you need a sustainable way to produce products and services that people want and need. To make that happen you need people to perform.”

The End Goal Is An Organisation Where Everyone Belongs

This is a tricky one, should people accept you as you are. In terms of your social identity, absolutely. Being, Indian, being LGBT, having a disability, these things should not prevent you from enjoying a successful career. We should all be allowed to bring our best self into the workplace and a modern meritocracy will not only accommodate it, they will seek it.”

SHOWNOTES

3 Reasons Why You Shouldn’t Bring Your Whole Self to Work

3 Biggest Problems In Organisations Trying To Become More Inclusive

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