The 3 Reasons Why Diversity & Inclusion Initiatives Are Elitist That No One Wants To Acknowledge

Did it ever occur to you how many Diversity and Inclusion initiatives are elitist? 

Find out why so many of these projects aren’t intended to benefit everyone

Here are some key messages from this episode:

  • Why so many Diversity and Inclusion initiatives are secretly elitist
  • How the penalty for being average is greater for underrepresented groups
  • The issue with the emphasis on promoting future leaders and much much more

Play the episode for more.

Here are some key takeaways from this episode:

The Focus on Developing Future Leaders

I explain how the emphasis on leadership can be exclusive:

 “So there is an emphasis on being a super achiever, award winner which means that people who aren’t super achievers may get left behind”

The Emphasis on Surface Level Diversity

I discuss how Surface Level Diversity programmes are a shortcut to elitism:

“This is why surface level diversity programmes are so attractive to organisations because it allows you to indicate that you are inclusive but without doing all of the hard work.”

The Advice that Cannot be used by Everyone.

I discuss how not all guidance is intended to be used by everyone:

 “However some advice isn’t meant for everyone, it’s only meant for a minority of people because it’s not possible for everyone to do it.”

Check out these related episodes of the show

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  • 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

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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
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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

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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