There’s a celebrated narrative that claims that inclusion makes “so called” minority groups want to stay in an organisation.
Find out why I think inclusion makes LGBT employees want to leave
Here are some key topics covered from this episode:
- Why we must be careful when measuring Inclusion
- Importance of Invisible stigmatised groups
- Surprising relationship between Inclusion and LGBT employees and much more
Play the episode for more
Here are some key takeaways from this episode:
LGBT employees are less likely to leave if their organisations are fair, cooperative and empowering
“LGBT employees who said their workplace was inclusive, specifically fair, cooperative and empowering were less likely to leave.. they were less likely to express turnover intentions. You might have expected that. “
LGBT employees are more likely to leave if their supervisor is open and supportive
“LGBT employees who said their workplace was inclusive, specifically open and supportive were more likely to leave.. more likely to express turnover intentions. So how do we explain that? “
Pay close attention to what people mean when they say Inclusion
“The IQ: , Inclusion Quotient is made of 20 items, Fairness, Openness, Cooperative, Supportive, Empowering. All have at least 2 items, 2 questions, some have more”
Here are some resources so you can go deeper:
Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government
Check out these related episodes of the show.
The Proxy Problem of Diversity, Equity and Inclusion
Why Relying On Credibility Indicators is an Inclusion Mistake
Whenever you’re ready, there are a few ways I can support your Inclusion Journey:
2. Get Practical Book Insights
For everything else check this
https://linktr.ee/elementofinclusion
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