Why Senior Management Diversity is so Important For Diversity Leaders

You’ve heard people say change comes from the Top

How much of that is true and does it include Diversity?

Get your pen and paper ready because we’re talking about why Senior Management Diversity is so important for Diversity Leaders

In today’s show we discuss several things including:

  • Upper Echelon Theory and why you’re already using it
  • The Senior Management dilemma for Chief Diversity Officers
  • Why Not all Diversity is Equal and much more

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

Upper Echelon Theory Predictions

“In a nutshell Upper Echelon Theory predicts that the characteristics of the upper echelon of an organization..Think senior leadership..will directly influence the outcomes of the organisation. “

When it comes to Diversity Upper Echelon Theory doesn’t apply to everyone

“Apply Upper Echelon theory to that… it says a lack of Diversity at Senior Leadership is Bad news for Chief Diversity Officer”

Consider your own Upper Echelons before making any decisions

“It might not be the same for you. You need to consider that this looks like in your organisation”

SHOWNOTES

My PhD Thesis

Upper Echelons: The Organization as a Reflection of Its Top Managers

Upper Echelon Theory Revisited: The Relationship Between Upper Echelon Diversity, the Adoption of Diversity Practices, and Organizational Performance

The Performative Problem of Diversity & Inclusion

The Rhetorical Problem of Diversity & Inclusion

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

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