In this episode of Intentional Inclusion, we dive into the powerful and often polarising role of language in diversity and inclusion (D&I) efforts. Terms like woke and diversity hire have become battlegrounds in political discourse, threatening to derail the progress of intentional inclusion.

Join Dr. Donna de Haan as she unpacks the origins and misuse of these terms, exploring how they’ve been weaponised to dismiss meaningful D&I actions. Discover practical strategies for navigating divisive rhetoric, including how to respond thoughtfully to phrases like "your body, my choice" in a professional setting.

You’ll also learn how to foster safe, impactful conversations that drive real change in your workplace, using the Awareness, Action, and Accountability framework. Plus, hear all about our Confident D&I Conversations program, designed to empower leaders to engage in meaningful, transformative discussions.

🎧 Tune in to learn how to reclaim language, build bridges, and lead with intention in today’s complex world.

Could your words be the key to unlocking a truly inclusive work environment? Join me, Dr. Donna de Haan, on this enlightening journey as we explore the transformative power of language in fostering diverse and inclusive spaces.

Inspired by the emotional depth of "Woman of the Hour" with Anna Kendrick, we reflect on how intentional language can shape feelings of safety and value.

Throughout the month of November, I'll be offering insights and a free resource, "Words Matter," to help you navigate the evolving language of diversity and inclusion. Discover how vocal leadership can transcend mere gestures to genuinely embrace the ideals of diversity and inclusion.

Creating an atmosphere where diversity and inclusion are naturally woven into daily conversations can be a game-changer for any organization. We'll discuss how to normalize these discussions, emphasizing the importance of belonging, and learning from inevitable mistakes along the way. With intention and respect towards evolving identities and language, we can build safe spaces through open-hearted dialogue and active listening.

This episode also introduces our new program, "Confident D&I Conversations," designed to empower leaders with the skills to engage in meaningful and impactful conversations about diversity and inclusion. Let’s embrace the power of words and lead the way to a more inclusive future.

Access your FREE Words Matter resource here --- https://www.diversity-doctor.com/words-matter

Find out more about Confident D&I Conversations here --- https://thediversitydoctoracademy.thinkific.com/courses/DiversityandInclusion_Conversations 

Follow me on IG here --- https://www.instagram.com/the_diversity_doctor/

Follow me on LinkedIn here --- www.linkedin.com/in/donna-de-haan 

In this episode, we dive into the critical role a Diversity & Inclusion (D&I) audit plays in the success of an organization. If you're serious about elevating your workplace culture, improving inclusivity, and enhancing organizational performance, then a D&I audit is an essential first step. Today, we'll explore the five key benefits of conducting a D&I audit and how it can serve as a powerful tool for driving real change.

1. Current D&I Snapshot: Where Do You Stand?
2. Tailored Recommendations: A Customized Path Forward
3. Expert Insights: Identifying Gaps and Opportunities
4. Organizational Alignment: Aligning D&I with Mission and Values
5. Foundation for Growth: Setting Up for Long-Term Success

The FREE D&I audit I’m offering this October for my podcast listeners provides an invaluable opportunity to gain a clear and actionable picture of where your organization stands on its D&I journey. 

If you’re committed to creating a more inclusive workplace and maximizing the impact of your D&I initiatives, now is the time to act. Throughout the month of October, I’m offering a FREE D&I audit to my podcast listeners—this is an 8,500-euro value, at no cost to you. It’s a chance to gain expert insights, receive tailored recommendations, and start taking concrete steps toward improving your workplace culture.

https://www.diversity-doctor.com/free-audit

In this episode, we dive into the often misunderstood topic of asexuality, unpacking common misconceptions and exploring the diverse experiences within the asexual community. We discuss the importance of language, how words shape our understanding of sexual orientation, and why creating space for inclusive conversations matters. Tune in to learn how breaking down these misconceptions can foster a more inclusive and respectful workplace culture.

To support this episode we have created a unique resource called Words Matter, which helps explain not only the term asexuality but so many more commonly used yet often misunderstood words used in conversations about diversity and inclusion. This resource not only includes definitions but also useful examples of how to start impactful D&I conversations in your workplace. 

You can access this resource here https://www.diversity-doctor.com/words-matter 

If you are listening to this episode in October, there's still time to access our FREE D&I Audit worth €8,000! Just click here to find out more https://www.diversity-doctor.com/free-audit 

Please don't forget to hit subscribe so you never miss an episode and please share with colleagues or people in your network who you may feel could benefit from our content. 

Are you unintentionally being performative with your D&I actions? Could you be causing more harm than good?

In this episode I dive into what is performative action and why so many organisations are doing it this way.

I discuss the effect this is having, and as always I give you practical, actionable steps to help you avoid this type of action. Action that may well be coming from a place of good intentions but that is likely causing more harm than good.

So if you're curious to see if what you're currently doing is performative, and if you would like to know what you could be doing instead - take a listen my friend.

In this episode I also talk about the importance of having a clear WHY for D&I - if you'd like help figuring this out, you can access our FREE WHY for D&I resource here  you can also listen to one of my podcast episodes specifically on this topic here

If you'd like to take advantage of our FREE D&I Audit - which will help you identify the next intentional inclusion step you should take to end 2024 on a D&I high simply click here

Now you're aware of what unintentional performative action is, I'm excited for you to take action and I'm here to support you with that. 

In this episode I share my personal experience of feeling included. I'm going to be honest, I'm feeling a little vulnerable for sharing this. I reflect on my own blindspots and share why my approach to treating others the way I want to be treated is not inclusive.

I share the difference between the golden rule and the platinum rule - as always giving practical examples.

If you've ever felt frustrated, trying to understand why other people don't do things the way you do - this episode is for you!

If you want to access your FREE D&I Audit - it's right here waiting for you.

This is my value packed gift for you during October (which is my birthday month). All you need to do is click on the link, answer a few questions about your organisation and then sit back and wait for me to drop a triple A (Awareness - Action - Accountability) report in your lap, so you can take aligned action before the end of the year to end 2024 on a D&I HIGH!

Let's do this - just click here 

Are you wondering what a D&I audit is and why it’s crucial for your organization’s success? In this episode, I’m diving deep into the transformative power of Diversity & Inclusion audits, showing you how they can be a game-changer in creating a truly inclusive workplace culture. D&I audits are like a health check for your organization, they help you assess where you are, identify what’s working and what’s not, and develop a roadmap for impactful, sustainable change.

We’ll explore a step-by-step process to guide you through conducting a comprehensive audit:

1. Assess the Current State: This involves gathering qualitative and quantitative data on your organization’s demographics, policies, employee experiences, and perceptions. It’s about understanding the existing culture and identifying any barriers to inclusion.

2. Identify Gaps and Opportunities: Analyze the data to pinpoint areas where your organization is excelling and where there are gaps. This could be related to recruitment, retention, development opportunities, or how inclusive your day-to-day practices really are.

3. Develop an Action Plan: Based on your findings, create a targeted action plan that addresses the gaps and leverages the opportunities. This plan should be realistic, measurable, and aligned with your overall business strategy.

4. Implement & Measure Impact: Roll out your action plan with clear timelines, roles, and responsibilities. Regularly measure progress and impact to ensure you’re on track and making a difference.

Why is this so important? Because without a clear understanding of your organization’s D&I landscape, it’s easy to make assumptions or jump to solutions that don’t address the root causes of exclusion or inequity. Conducting an audit not only helps to uncover these hidden barriers but also creates a baseline from which you can measure future progress.

Let’s talk numbers: Research shows that organizations with robust D&I strategies are 36% more likely to outperform their competitors. Moreover, a study by McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above-average profitability. Despite these compelling statistics, only 38% of companies have a D&I strategy in place, and even fewer conduct regular audits to assess their effectiveness. This gap presents a massive opportunity for forward-thinking leaders to differentiate themselves and create truly inclusive environments where everyone can thrive.

And here’s the exciting part! Throughout October, I’m offering a FREE D&I Audit  for my podcast listeners. This is your chance to gain expert insights into your current D&I efforts and receive tailored recommendations on how to maximize impact by the end of 2024. Imagine walking away with a clear, actionable plan to enhance your organization’s culture and performance, without the hefty price tag.

To take advantage of this special offer, simply click on this link - https://www.diversity-doctor.com/free-audit -  Whether you’re just starting out on your D&I journey or looking to elevate existing initiatives, this audit will provide you with the clarity and direction you need to move forward with confidence.

Tune in to this episode to learn more about the transformative potential of D&I audits and how they can propel your organization to the next level. Don’t forget to share this episode with your network—let’s spread the word and help as many organizations as possible build diverse, inclusive, and equitable cultures!

Ready to make a change? Simply click here - https://www.diversity-doctor.com/free-audit - to access your FREE audit today. Let’s end 2024 on a high note, together!

Have you ever wondered how to kickstart conversations about diversity and inclusion that truly lead to impact? If so, this episode is for you! Join me in "Empowering Conversations: Your Guide to Kickstarting D&I Dialogues with Your Team," where we delve into the importance of language over labels and how words hold powerful meanings.

In this episode, inspired by a request from a member of The Diversity Doctor Community, we explore how to initiate meaningful D&I discussions within your team. Through this collaboration, we developed a FREE resource, "Words Matter," which includes definitions and explanations of essential D&I vocabulary and provides numerous ways to foster impactful conversations in your organization.

Tune in to hear real-life examples and practical tips on starting these crucial dialogues. Discover how to create a more inclusive and respectful workplace by understanding the significance of the words we use. Don't miss out on this opportunity to transform your team's D&I conversations!

Download the "Words Matter" resource for free here and get ready to make a difference in your organization. Listen now and empower your team with the tools to engage in meaningful discussions about diversity and inclusion.

Don't forget to hit subscribe so you never miss a new episode.

Welcome to this episode of Intentional Inclusion, where we delve into the crucial topic of the "leaking pipeline" and explore actionable strategies to ensure talent retention and growth within your organisation.

In today's episode, we define the talent pipeline stages and explain the metaphor of the leaking pipeline. The talent pipeline encompasses the entire journey of an employee within an organisation, from recruitment to leadership. However, many organisations face the challenge of losing valuable talent at various stages, particularly those from underrepresented groups. This leakage not only hinders diversity and inclusion efforts but also incurs significant costs related to talent loss and replacement.

We begin by unpacking the concept of the leaking pipeline and then provide insights and data from various industries to highlight the prevalence and impact of the leaking pipeline. For instance, in the tech industry, women and minorities often leave at higher rates due to unaddressed biases and lack of career advancement opportunities. In finance, the loss of diverse talent results in a homogenous leadership, which can stifle innovation and limit market reach.

Next, we discuss the financial implications of a leaking pipeline. Research shows that replacing an employee can cost up to 200% of their annual salary, considering recruitment, onboarding, and training expenses. Moreover, the intangible costs of lost knowledge, decreased morale, and disrupted team dynamics further emphasize the need for effective talent retention strategies.

Our conversation then transitions to practical steps organizations can take to address this issue, following our unique framework of Awareness to Action to Accountability:

1. Awareness: Understand the current state of your talent pipeline by collecting and analysing demographic data. Identify where leaks occur and why. Awareness involves recognizing the biases and barriers that affect employee retention.

2. Action: Implement targeted interventions to plug these leaks. We discuss improving onboarding processes to ensure new hires feel welcomed and supported from day one. Invest in ongoing training and development programs to cater to the diverse needs of your workforce. Develop and enforce inclusive policies that promote flexibility and equity. Establish support systems like Employee Resource Groups (ERGs) and mentorship programs to provide networks for underrepresented employees.

3. Accountability: Set measurable goals for diversity and inclusion, and track progress regularly. Hold leadership accountable by including D&I metrics in performance evaluations. Conduct regular reviews of D&I efforts and publish transparent reports on the outcomes. Celebrate successes and learn from challenges to continuously refine your strategies.

As we wrap up, we encourage listeners to take our framework and create their own roadmap to fixing their leaking pipeline. By following these steps, organisations can build a more inclusive, equitable, and thriving workplace. For those seeking further assistance, The Diversity Doctor consultancy is here to help. Contact us to learn how we can support your D&I journey.

Don't miss this informative and actionable episode. Tune in now to start sealing the leaks in your talent pipeline and fostering a more inclusive environment for all!

Welcome to another episode of Intentional Inclusion with me Dr Donna de Haan aka The Diversity Doctor. In this weeks episode I am breaking down biases using my Triple A framework of Awareness - Action - Accountability. I'm sharing with you the step by step process I use with my one to one clients, the process I know get's results.

Because here's the thing..... I do not believe that all biases are created equally, I do not believe that all biases are bad, in fact I think some can be very useful.  However, we need to understand enough about the biases to move our decision making from the unconscious to the conscious and we need to make sure we feed our brain with enough diverse and informed information.

As always this weeks episode is packed with actionable insights and as promised here is a link to my FREE A-Z of workplace biases - this resource includes a great exercise to do with you team and covers even more biases than I have time to talk about in this episode. I'm literally giving you all my best stuff here. So what are you waiting for? Dive into this weeks episode and then dive into The Diversity A-Z Guide of Workplace Biases and start your impactful journey from Awareness to Action to Accountability today.