Why Diversity & Inclusion Ignore the Formerly Incarcerated

Do you believe in second chances?

What about for the formerly incarcerated?

Get your pen and paper ready because we’re talking about What the DEI space is Doing for the Formerly Incarcerated

In today’s show we discuss several things including:

  • Why Stigma Plays a role in excluding the Formerly Incarcerated
  • How the Formerly Incarcerated have skills that are not being used
  • The social issues that organisations may not want to address and much more

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

DEI seems to have ignored the formerly incarcerated

“What is DEI if it’s not all about addressing the experience of stigmatised groups. But it appears that this particular group are being excluded by DEI professionals”

Mass incarceration implies systemic issues that are inconvenient

“You can probably accept that incarceration itself is part of a system and it’s important to examine our collective beliefs about the formerly incarcerated and the purpose of the system”

The Formerly incarcerated force us to confront our beliefs about second chances

“Still believe in second chances?”

SHOWNOTES

What is DEI Doing for the Formerly Incarcerated?

World Prison Populations 

SUSPICIOUS MINDS: CRIMINALS’ ABILITY TO DETECT DECEPTION

A Simple Introduction to Antiracism

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