Element of Inclusion

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Inclusion
September 24, 2019

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Once you accept that there is a business case for diversity, increasing diversity will be good for business. If only it was that simple! Get your pen and paper ready because I’m going to explain why relying on generic business case for diversity is a huge mistake that can take you away from becoming inclusive In todays show we discuss several things including:

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In This Episode We Cover

  • Misleading Statements About Inclusion
  • The False Relationship Between Diversity and Inclusion
  • Why Your Inclusion 'Clothes' Should Fit 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