Why Social Isolation Is Not A New Experience In the Workplace

Many of us around the world are united in our experience of social isolation and social exclusion

But for many in your workplace, social isolation isn’t something that happened in the past few weeks. It’s part of their day to day experience

Get your pen and paper ready because we’re having a shared experience but for some of us it’s not a new experience

This is the second in a three-part series about what social exclusion means for Diversity and Inclusion

Here’s some of what I share in the show:

Informal Social Networks Are Crucial For Career Success

“Research suggests that having an effective informal social network is crucial for career success, a large part of that is because important information moves quickly through this network”

Minority Groups are often excluded from important informal social networks

“Research shows that people from underrepresented groups struggle to benefit from these powerful informal social networks in organisations. They are excluded, they are socially excluded and this explains some of the challenges experienced in the workplace”

Sharing experiences of Social exclusion appears to be ok for some but not others

“Can you guess what would happen if a someone from a minority group spoke publicly at work about how they were struggling with social exclusion or the experience of being isolated? We don’t need to guess, we already know”


At the Margins: A Distinctiveness Approach to the Social Identity and Social Networks of Underrepresented Groups

Element of Inclusion Community

How Social Exclusion Can Lead To Social Inclusion

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