Why Diversity & Inclusion is a Quick Fix for Pandemic Problems

If you think Diversity and Inclusion were important issues in 2020, wait until you see what’s going to happen in 2021!

Get your pen and paper ready because we’re talking about why diversity and Inclusion is about to become a quick fix for the some of the problems the pandemic revealed

In todays show we discuss several things including:

  • Why Influential forces from 2020 are still in motion
  • A crude example of a Diversity Quick Fix
  • Changes to look forward to in 2021 and much more

Here’s some of what I share in the show

Diversity and Inclusion will take a different meaning in 2021 and beyond

“We should reconsider the language, philosophy and practice of Diversity and Inclusion because it’s about to change in 2021 and beyond. These changes are happening right now and their effects will influence the way we live and work; but the dust is yet to settle”

Competition for jobs just increased due to the global labour market

“That’s right, the competition for your job may have just increased

If it hasn’t increased for you personally, it’s about to increase for someone you know”

Look out for quick fixes.. they don’t benefit everyone

“Others, they want a rescue, a quick fix, they want to fix in months and if you’re lucky years….   what took centuries to create”

SHOWNOTES

3 Biggest Problems In Organisations Trying To Become More Inclusive

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