Element of Inclusion

Ei
Inclusion
September 8, 2020

Why I Avoid Debates About Diversity and Inclusion

How many times this year have you got into debates about diversity and Inclusion?  For me the answer is really simple… zero Get your pen and paper ready because we’re going to be talking about why I don’t really get into debates about Diversity and Inclusion This was inspired by a question that I’ve received in our Linkedin group the Element of Inclusion Community based on last week’s show In todays show we discuss several things including:

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In This Episode We Cover

  • Why I avoid debates about inclusion
  • Why a debate may be framed for disaster
  • How this podcast helps you to address inclusion questions and much more
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Inclusion

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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