Why Using Common Sense is a Diversity & Inclusion Mistake

A lot of organisations rely on common sense when promoting diversity.

Believe it or not, using common sense to help you on your inclusion journey is a big mistake that could be harming your progress

Get your pen and paper ready because I’m going to explain why relying on common sense is one of the most common mistakes that stop organisations like yours from becoming inclusive

In todays show we discuss several things including:

  • 3 Common sense mistakes that organisations make
  • The Inclusion opportunity that is hiding in plain sight
  • Why you should question received knowledge and anecdotes

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

Relying on common sense to guide your inclusion efforts is a big mistake

“The people responsible for making business decisions about Diversity & Inclusion often rely on received wisdom or anecdotes to influence them. They rely heavily on narratives that sound like they make sense but when you dig deeper you realise that it’s leading you astray”

You need a nuanced understanding of the issues that you’re tackling

“So the common sense solution doesn’t address the structural issues in place.  Organisations like yours are realising that fixing this requires more effort, there are structural issues at work here. Systemic challenges that need to be addressed”

Use a performance management approach to keep you honest

“Organisations use performance management cycles to manage their operations, however this is not always the case for Diversity and Inclusion. The foundation of a performance management cycle is an evidence-based approach. Plan, Do, Review. Rinse and repeat.”


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