Ei
Inclusion
February 18, 2025

Who Controls Your DEI Story? Lessons From McKinsey & Co-Op

Speak your mind on DEI, and brace yourself. Some people will attack you. Others just won’t get it.

In This Episode We Cover

  • Two useful case studies about the business case for diversity
  • Why people will have a problem even if you get it right
  • What you can do to make this work in your business
  • If you don’t own your DEI narrative, someone else will. \"This isn’t the real story. But it is a masterclass in owning your narrative.\"
  • \"This isn’t the real story. But it is a masterclass in owning your narrative.\"
  • Vague commitments don’t work—specific results do. \"It’s not enough to say what you did. It’s important to say why.\"
  • \"It’s not enough to say what you did. It’s important to say why.\"
  • Your business case for DEI must serve your organisation, not outsiders. \"McKinsey knows its business case.\"
  • \"McKinsey knows its business case.\"
Ei
Inclusion

The Inclusion Implementation Toolkit

Practical tools and frameworks to make inclusion work in your organisation.

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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