Why You Don’t Need Permission For your Inclusion Journey

You don’t need anyone’s permission to start contributing to Inclusion right now

Find out why you don’t need anyone’s permission to take the next logical step on your Inclusion Journey

Here are some key topics covered from this episode:

  • The consistent “failures” I’ve had
  • Some milestones you can use in your life
  • Why there’s so much room for you to manoeuvre and much more

Play the episode for more

Here are some key takeaways from this episode: 

Don’t worry about no one listening

“When I did check I found that there were weeks where no one listened to the show. Zero.. Nada.. nothing.. “

Don’t worry about people not liking you

“There are Inclusion Celebrities who spend a lot of time and get paid a lot of money to say things that you and I know are not true. They don’t like this podcast. They don’t like me.”

Don’t worry about big voices, you are the big voice

You should be starting to notice there’s not many people left. There’s not many people sharing their own informed opinions to help others. If this is what you want to do. There is plenty of room for you”

Here are some resources so you can go deeper: 

The Propaganda Problem of Diversity & Inclusion

The Performative Problem of Diversity & Inclusion

Check out these related episodes of the show.

The Rhetorical Problem of Diversity & Inclusion

What If Workplace Diversity Is A Scam?

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

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this



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