Why Leaders Don’t Respect Diversity & Inclusion Where You Work

I’ve been reminded why so many leaders have so little respect for Diversity & Inclusion and the people who promote it

Get your pen and paper ready because we’re talking about 3 reasons why leaders don’t respect Diversity & Inclusion where you work

In today’s show we discuss several things including:

  • The shared beliefs that you should share
  • The warning phrases you should pay attention to
  • An unremarkable approach you shouldn’t ignore and much more

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

People don’t respect inclusion leaders for perceived lack of competence

“The leaders’ who don’t respect Diversity and Inclusion…. they don’t think it means they’re competent either. It’s a strong reason for not respecting their work… if it’s   a standard that isn’t acceptable in any other part of the organisation”

People don’t respect inclusion leaders for perceived lack of accountability

“One of the reasons why so many people don’t respect diversity and Inclusion leaders is that if you’re not part of the performance management process”

People don’t respect inclusion leaders for perceived lack of character

I’ve come across a lot of guilting and shaming being used as tactics to raise awareness and try to force the issue; this reflects the character of the organisation, the people driving inclusion and what people perceive it to be”

SHOWNOTES

A Discussion about Dr. Jill Biden Misogyny and Privilege

The Lonely Life of A Diversity and Inclusion Leader

The Principles That Govern Our Approach to Diversity & Inclusion

Chet Holmes Quote 

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