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

Trying to fix diversity, one aspect at a time

Let’s say Gender, then race, then sexual orientation is a huge mistake that could be devastating your inclusion efforts

Get your pen and paper ready because I’m going to explain why adopting a “One At A Time” approach to Diversity is a huge mistake

In todays show I discuss several things including:

  • Why Adopting a “One At A Time” Approach to Diversity is too basic
  • The blunt instrument employed by governments to promote Diversity
  • How organisations create”hierarchies of pain” without knowing about it and much much more

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

Why Adopting a “One At A Time” Approach to Diversity is too basic

“it’s too basic because it ignores the multiple social identities that we have as individuals; it implies that as individuals we can conveniently pick and choose how our identity is experienced and therefore organisations can conveniently pick and choose how to create an inclusive workplace”

The blunt instrument employed by governments to promote Diversity

“The incentives are there for leaders to deal with gender as an issue because of the attention this subject is getting worldwide; I mean governments worldwide. Governments all over the world from Iceland to India have introduced legislation to increase the number of women in senior leadership roles for large companies”

How organisations create “hierarchies of pain” without knowing about it

“we have to be careful about creating hierarchies of pain where some aspects of diversity are considered to be more important than others; because this leads to the one of the 3 biggest problems that organisations experience on their inclusion journey that is they have find it difficult to engage the people that they are trying to include.”

To continue the conversation, get in touch or leave a message, we would love to hear from you in The Resource Groups Community, that’s also where you can access a slide deck that summarises everything that we talk about on the show.

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SHOW NOTES

Intersectionality, Discrimination & Employee Resource Groups

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  • Why inclusive outcomes are driven by innovation
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  • 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.

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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
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  • 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