Why Diversity & Inclusion Leaders Need To Be Fact Checked

Not all the claims you hear about Diversity & Inclusion are true.

Maybe there’s a need for some fact checking.

Get your pen and paper ready because we’re talking about why we may need some fact checking when it comes to Diversity & Inclusion

This is the first in a two-part series on the truth

In today’s show we discuss several things including:

  • The disturbing discovery I made recently
  • A habit I have that you don’t want to see
  • An important issue about misinformation and much more

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

People are ill informed

“Anyone who tells you this is ill informed, I’m not talking about making a mistake, we’re all human. I’m talking about being ill informed.”

 People pass off opinions as facts

“it’s important to distinguish between the two. I do my best to do that here. We spend a lot of time dispelling the received wisdom and separating opinions from facts.”

People don’t always have your best interests at heart

“Not everyone believes the intention to be inclusive or the reasons for it. My client work tells me that  people are desperate to hear the truth.”

 SHOWNOTES

Low-Information Diet – The Blog of Author Tim Ferriss

BBC Reality Check

Credibility Coalition

3 Reasons Why “Bring Your Whole Self” Is Such Bad Advice For Diversity

Why Being Told To “Get A Mentor” Is Such Bad Advice For Inclusion

People Leaders Report

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