When Corporate Diversity Targets Destroy Inclusion

What gets measured gets managed

But what if this creates Diversity that Destroys Inclusion?

Get your pen and paper ready because we’re talking about when corporate diversity targets destroy inclusion

In today’s show we discuss several things including:

  • A common Inclusion destroying Diversity approach
  • Why perverse incentives should be avoided
  • Why you should avoid the Cobra Effect and much more

Here’s some of what we share on the show:

Corporations use measures to guide behaviour

 “corporations also produce and reproduce a lot of the inequality that we find in society we discuss this all the time. But many are trying to address it. One way you may have encountered are quotas and targets”

 Corporations often mistake the measures for the goal

“You’ve heard people say what gets measured gets managed, but a consequence on managing these measurements is that the thing that gets measured becomes the goal instead of what it’s supposed to represent”

 Focus on goals and use measures where appropriate

“we believe that a useful goal is to create an inclusive workplace where everyone can perform, everyone can belong, everyone can reach their potential”

 SHOWNOTES  

The Cobra Effect: Good Intentions, Perverse Outcomes

Horst Siebert

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