Why Collisions May Be The Secret to Creating Inclusion

What if the secret to creating inclusion wasn’t bringing everyone together to be comfortable

What if the secret to creating inclusion was to bring everyone together to collide?

Get your pen and paper ready because we’re going to be talking about collision theory and employee resource groups. I know, sometimes it sounds like I just make this stuff up but I don’t.

Every week, we inform and educate using applied research and thought leaderships and this week is no exception

In todays show we discuss several things including:

  • How you can use Collision Theory to drive inclusion
  • How resource groups can create the energy you need
  • Why bursts of energy can cause catastrophe or advancement and much more

Employee resource groups increase energy in individual members

“resource groups give people confidence; helps people to develop as leaders but it also boosts the energy of individual members compared to people who aren’t members”

 Personal energy can be used to create collisions

“The energy is deemed to be essential to being able to successfully handle individual collisions with people different from you”

Collisions may lead to changes in behaviour and release more energy

“collisions release energy, and it’s the ability to use that energy to work together to create something bigger than themselves that helps organizations meet their inclusion goals”

SHOWNOTES

The Collision Theory of Employee Resource Groups

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