In February 2017, I officially became Dr. Jonathan

Find out what happened that day that no one expected.

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Assume Your Role

“The process of the PhD by definition makes you an authority. The people who examine you are leaders in their field. You have the authority 

If you’re serious about Diversity and Inclusion. 

Assume the role of a person who is serious about Diversity and Inclusion 

You have the authority to do this”

Commitment

“My PhD was a long term project that produced very little results until the distant future. I was committed to outcomes without an immediate benefit. This is dissatisfying”

Bet on yourself even when no else is

“I had put everything into this. All my time, all my money… I paid for this myself… LSE gave me a few thousand pounds a year but I live in London.. Every relationship I had in my life suffered as a consequence of the PhD. Every single one”

Here are some resources so you can go deeper: 

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace

Check out these related episodes of the show

The Diversity & Inclusion Advice No One Will Give You

Why Some People Have A Problem With Me Helping You To Become More Inclusive

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

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The post The Unforgettable Day I Became Dr. Jonathan appeared first on Element of Inclusion.

Enough Already with the Business Case; that’s the message of an article that I don’t want you to miss

Find out why, if you’re serious about Diversity, you need to pay attention to this

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Business Case for Diversity has not been established in the way you’ve been led to believe

“Leaders may mean well when they tout the economic payoffs of hiring more women and people of color, but there is no research support for the notion that diversifying the workforce automatically improves a company’s performance.”

Changing the culture of the organisation through leadership is the key

“they also acknowledged how difficult it was in practice so they recommend doing this by changing the organisational culture”

A learning learning-and-effectiveness paradigm is the way forward

“people draw on their experiences as members of particular identity groups to reconceive tasks, products, business processes, and organizational norms. This they argue enables companies to increase their effectiveness.”

Here are some resources so you can go deeper: 

Getting Serious About Diversity: Enough Already with the Business Case

Robin J. Ely – Faculty & Research – Harvard Business School

David A. Thomas – Faculty & Research – Harvard Business School

Check out these related episodes of the show.

Why Diversity & Inclusion Leaders Need To Be Fact Checked

Why You’re Being Misled By Diversity & Inclusion Research

Why Leaders Don’t Respect Diversity & Inclusion Where You Work

The Rhetorical Problem of Diversity & Inclusion

The Platitude Problem of Diversity & Inclusion

How You Can Use An Evidence Based Approach to Diversity and Inclusion

Do You Promote The Business Case or Social Justice Case For Diversity?

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

Why Our Meta Approach To Diversity & Inclusion Is Like No One Else

3 Reasons Why Archetypes And Stereotypes Are Important for Inclusion

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

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The post Getting Serious About Diversity? Enough Already with the Business Case appeared first on Element of Inclusion.

Have you ever noticed how much rhetoric is used when talking about Diversity and Inclusion?

Find out why this could be working against you

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Diversity & Inclusion narratives rely on emotional appeals

“Because it’s so emotive, this is why there’s a huge fear of getting it wrong”

Diversity & Inclusion narratives rely less on ethical appeals

“someone with no knowledge or experience of Diversity and Inclusion talking about Diversity and Inclusion violates the Ethos Principle. They lack credibility, sounds great but why should you believe them?”

Diversity & Inclusion narratives rely less on logical appeals

“claims about the business case for diversity and unconscious bias training are misleading. But it’s an attempt to introduce reason, data and evidence to support their claims”

Here are some resources so you can go deeper: 

Aristotle’s Rhetoric

Check out these related episodes of the show.

3 Inclusive Lessons From Stoic Philosophy

Is Your Diversity Approach About Individual or Group Differences?

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

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The post The Rhetorical Problem of Diversity & Inclusion appeared first on Element of Inclusion.

New Year doesn’t always mean a New Start

Find out why I want to encourage you to keep up your momentum in 2022

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Share and Read with purpose 

“If someone you know sends you something to watch saying this is insightful… I don’t think you should watch it because I don’t know if it’s valuable. I don’t think you can afford to get this wrong over and over again”

Get Everything you can out of all you’ve got 

“There are lots of resources that you have available to you right now.. even if you think you don’t have a budget, even if you think you don’t have support. This podcast is a resource that’s available for you, for free”

Don’t mention the Business Case for Diversity 

“Don’t talk about the Business Case For Diversity where you work.

SHOWNOTES

New DecHere are some resources so you can go deeper: ade New Rules For Inclusion: An Urgent Update!

The Inclusive Start To 2021 That You Need

Reading With Purpose – Linkedin Post

Low Information Diet – Linkedin Post

Jay Abraham 

Check out these related episodes of the show.

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

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

https://linktr.ee/elementofinclusion

The post 3 Habits To Boost Inclusion All Year Round appeared first on Element of Inclusion.

Every year I make predictions about diversity and inclusion trends

Find out what I got right about 2021 and my big predictions for 2022

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

The problem with the Business Case for Diversity

“The business case for Diversity narrative isn’t enough on it’s own

I think we’ll start to see people question the business case for diversity as a given”

Activities over Events

“There is a dependence on events as a proxy for meaningful inclusion work

What other activities are you engaged in?”

I’m publishing a book

“I’m going to publish a book. I had a publishing deal.I turned it down

I haven’t really put any effort into getting a publishing deal which means unless a fair and equitable deal shows up. I’m going to self publish this book”

Here are some resources so you can go deeper: 

Black Lives Matter ushers in new era for diversity officers | Financial Times

Check out these related episodes of the show.

How I Supported Your Inclusion Journey in 2017 & My Inclusion Predictions For 2018

Diversity & Inclusion Predictions What I Got Wrong In 2018 & New Predictions for 2019

Diversity & Inclusion Predictions: What I Got Right In 2019 & New Predictions for 2020

Diversity & Inclusion Predictions: What I Got Right In 2020 & New Predictions for 2021

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

https://linktr.ee/elementofinclusion

The post Diversity & Inclusion Predictions: What I Got Right In 2021 & New Predictions for 2022 appeared first on Element of Inclusion.

When it comes to older people in the workplace Stereotypes not Facts do the Most Damage

Find out why stereotypes about a person’s age, cause more damage than facts about a person’s age

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Stereotype threat affects how people behave

“stereotype threat refers to the knowledge that there are certain behaviours that fit this negative stereotype that could be taken as confirming the stereotype”

Stereotype threat affects is damaging for older employees 

“Telling an older person that people assume that intellectual performance declines with age is more damaging than telling them research shows that intellectual performance declines with age”

Intergenerational contact may be the solution

“have you noticed how many researchers spend so much time on the problem, the brief solution they present is for contact among people who may be prejudiced against each other?”

Here are some resources so you can go deeper: 

A Review and Meta-Analysis of Age-Based Stereotype Threat: Negative Stereotypes, Not Facts, Do the Damage

Check out these related episodes of the show

Whistling Vivaldi How Stereotypes Affect Us and What We Can Do [Book Review]

The Triple Threat That Makes Minority Groups Sabotage Diversity & Inclusion [Research Breakdown]

How Favouritism Threat Turns Diversity Advocates Like You into Diversity Opponents [Research Breakdown]

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

https://linktr.ee/elementofinclusion

The post Why Stereotypes Are More Harmful Than Facts For Older Employees appeared first on Element of Inclusion.

Why do Racial Slurs remain prevalent in the workplace?

Find out an answer I don’t think you’re going to expect!

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Racial slurs are prevalent because observers remain silent

“There’s a whole body of research about why observers want to intervene but find it difficult to do so for the reasons I’ve just mentioned”

Observers remain silent because they think it will benefit them

The paper finds evidence to suggest that observers may remain silent “not out of fear regarding what they stand to lose but of what they stand to gain”

All of this is driven by social identity theory and social domination theory

“This entire approach is built on the assumption that all human societies are structured in group-based social hierarchies. So the social identity group that you identified that you belong to is part of a hierarchy”

Here are some resources so you can go deeper: 

3 Reasons Why Racial Slurs Are So Dangerous At Work

Why Do Racial Slurs Remain Prevalent in the Workplace? Integrating Theory on Intergroup Behaviour

Check out these related episodes of the show

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

Diversity Climate Vs. Inclusion Climate A Guide To Understanding What They Mean In Your Workplace

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

https://linktr.ee/elementofinclusion

The post Why Do Racial Slurs Remain Prevalent in the Workplace? appeared first on Element of Inclusion.

Why are racial slurs so dangerous at work?

Find out why our answer may not be what you expect

Here are some key topics covered from this episode:

Play the episode for more

Here are some key takeaways from this episode: 

Racial Slurs are prevalent in organisations

“Perhaps no single act can more quickly ‘alter the conditions of employment and create an abusive working environment’ than the use of an [unambiguous] racial epithet”

Racial Slurs are a form of workplace aggression

“Research shows that Targets of racial slurs experience lower life satisfaction, a higher incidence of post traumatic stress disorder, and worse health conditions”

Racial Slurs have three characteristics

“The authors say racial slurs are serious, overt, and discriminatory. Let’s go through these 1 by 1”

Here are some resources so you can go deeper: 

Why Do Racial Slurs Remain Prevalent in the Workplace? Integrating Theory on Intergroup Behavior

Epithet Definition & Meaning – Merriam-Webster

Check out these related episodes of the show

How Façades of Conformity Reveal An Inclusion Issue

The Relationship Between Conformity & Inequality At Work

Why Deliberately Making You Feel Abnormal Can Be a Covert Form of Discrimination [Research Breakdown]

Why Back Handed Compliments Can Be a Covert Form of Discrimination [Research Breakdown]

Why Welcoming Your Identity But Not Your Ability Can Be a Covert Form of Discrimination [Research Breakdown]

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

https://linktr.ee/elementofinclusion

The post 3 Reasons Why Racial Slurs Are So Dangerous At Work appeared first on Element of Inclusion.

Are you emotional at work?

Find out my thoughts on why some people are more emotional about their work than others

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Emotional Labour is a form of work

“They weren’t just doing their job; they were doing a bit extra. They were smiling, they were positive. I noticed the difference. That little extra they’re providing.That difference can be described as emotional labour “

Diversity & Inclusion work involves Emotional Labour

“There’s a lot of emotional labour required in this work, training people, consulting with people leaders. Or the research part….I know this because I am one of these people”

Emotional Labour can lead to emotional exhaustion

“You shouldn’t be surprised to hear that emotional labour is connected with emotional exhaustion.”

Here are some resources so you can go deeper: 

Arlie Russell Hochschild – Wikipedia

The Managed Heart: Commercialization of Human Feeling

Check out these related episodes of the show.

The Performance of Self In Everyday Life  [Book Review]

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

https://linktr.ee/elementofinclusion

The post The Emotional Labour of Diversity & Inclusion appeared first on Element of Inclusion.

Do you believe in second chances?

Find out what the DEI space is Doing for the Formerly Incarcerated

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

DEI seems to have ignored the formerly incarcerated

“What is DEI if it’s not all about addressing the experience of stigmatised groups. But it appears that this particular group are being excluded by DEI professionals”

Mass incarceration implies systemic issues that are inconvenient

“You can probably accept that incarceration itself is part of a system and it’s important to examine our collective beliefs about the formerly incarcerated and the purpose of the system”

The Formerly incarcerated force us to confront our beliefs about second chances

“Still believe in second chances?”

Here are some resources so you can go deeper: 

What is DEI Doing for the Formerly Incarcerated?

World Prison Populations 

SUSPICIOUS MINDS: CRIMINALS’ ABILITY TO DETECT DECEPTION

Check out these related episodes of the show.

A Simple Introduction to Antiracism

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

https://linktr.ee/elementofinclusion

The post Why Diversity & Inclusion Ignore the Formerly Incarcerated appeared first on Element of Inclusion.