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

If you accept there is a business case for diversity, increasing diversity will be good for business…right?

Find out why it’s not that simple!

Here are some key messages from this episode

• Misleading Statements About Inclusion
• The False Relationship Between Diversity and Inclusion
• Why Your Inclusion ‘Clothes’ Should Fit and much more

Play the episode for more.

Here are some key takeaways from this episode

Leaders assume diversity leads to inclusion or vice versa

“Increasing diversity simply increases the variety of people within an organisation. It does not mean that the culture has changed or these individuals will be able to reach their potential or enjoy a sense of belonging or authenticity or be able to bring their best self to work”

Leaders don’t explore their own business case for diversity

“Organisations buy into the generic business case for diversity based on research or popular sentiment but when it comes to doing the work, it’s often done without due care to the particular circumstances of the organisation”

Leaders think of a business case for diversity in narrow terms

“Don’t get   me wrong. I’m a chartered accountant, I used to be an auditor, so I completely understand the bottom line and the need to contribute to the bottom line. In fact, I probably understand it more than you do because I was the person who you would have to answer to at month end”

Check out these related episodes of the show

Getting Serious About Diversity? Enough Already with the Business Case

A Supply Side Solution to Diversity and Inclusion

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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