Why I’m Looking For Other Inclusion Based Podcasts

You shouldn’t be surprised to hear that I love a podcast

Now I want your help to tell me about other podcasts that our audience should know about

Get your pen and paper ready because we’re talking about podcasts and inclusion

In today’s show we discuss several things including:

  • Our values driven approach to podcasting
  • The growth of podcasting as a medium
  • My ongoing commitment to my audience and much more

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

I want to promote other podcasts that you may be interested in

 “I decided that I want to make room to tell you about other podcasts related to Diversity and Inclusion; I’m going to review and them and tell you why I think they’re so special. Why.. Because members of this audience tell me that they struggle to find quality content.”

 I want you to help me find other podcasts

 “If I claim to be acting in your best interests, if having a growth mindset is one of our values, if there a loads of podcasts out there. Then perhaps I should be telling you about other podcasts that have value to offer you?”

We’ve got a standard that benefits you

  1. English speaking, that’s because of my own limitations, my command of other languages simply isn’t good enough
  2. Broadly related to Diversity and Inclusion, preferably the workplace
  3. They have to have more than a year’s worth of shows
  4. They have to have a predictable publishing schedule. If they’ve stopped or you as an audience member have no idea of the next show.. that’s not like what we do here

 SHOWNOTES

The Principles That Govern Our Approach to Diversity & Inclusion

The Missing Character Of Diversity and Inclusion Work

3 Biggest Problems In Organisations Trying To Become More Inclusive

A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

The 7 Common Mistakes Experienced By Organisations

BUSINESS CASE: Rely on a generic BUSINESS case for diversity 

REPUTATION: Focus on credibility indicators and REPUTATION instead of addressing the problem 

INTERVENTION: Place their hope on a single INTERVENTION

SENSE: Rely on so called common SENSE instead of an evidence based approach 

TIME: Try to address aspects of D&I One at a TIME

ONE SIZE: Use a ONE SIZE fits all approach to issues of D&I

LEADERS: Focus only on senior LEADERS

My Message to Other Podcasters 

Podcast Statistics for 2021 – Charts and Data

10 POWERFUL PODCAST STATISTICS YOU NEED TO KNOW IN 2021 [INFOGRAPHIC]

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