When I talk about the term belonging, generally I’m quite critical

Find out if it’s time to drop Belonging from the Diversity conversation

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Belonging is an increasingly important concept that is rarely well defined

“the author does think that this a definition intended for our purposes for creating an inclusive workplace or at least treats it as if it is because they spend the rest of the article explaining why they think it’s inappropriate and should be dropped ”

 It’s useful to think about Belonging from the perspective of the individual and the organisation

“Belonging is about how a person feels and by using this term, we place the onus on individuals whereas inclusion places responsibility with the organisation, it goes further to say that responsibility lies with the leadership. I don’t think this is the case”

 It’s useful to think about Belonging in the context of Acceptance

“This is useful because it embraces the idea that we as individuals need to work on ourselves in order to accept ourselves consistent with what was in the article, but it also means that organisations have responsibilities to create environments where people are accepted for who they are”

Here are some resources so you can go deeper: 

A Discussion about Dr. Jill Biden Misogyny and Privilege

Brene Brown

Why It’s Time to Drop “Belonging” From The Diversity Conversation

Lucy Butters on LinkedIn: Why It’s Time to Drop “Belonging” From The Diversity Conversation

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 Is it Time To Drop Belonging From the Diversity Conversation? appeared first on Element of Inclusion.

I’ve been reminded why so many leaders have so little respect for Diversity & Inclusion and the people who promote it

Find out 3 reasons why leaders don’t respect Diversity & Inclusion where you work

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

People don’t respect inclusion leaders for perceived lack of competence

“The leaders’ who don’t respect Diversity and Inclusion…. they don’t think it means they’re competent either. It’s a strong reason for not respecting their work… if it’s   a standard that isn’t acceptable in any other part of the organisation”

People don’t respect inclusion leaders for perceived lack of accountability

“One of the reasons why so many people don’t respect diversity and Inclusion leaders is that if you’re not part of the performance management process”

People don’t respect inclusion leaders for perceived lack of character

“I’ve come across a lot of guilting and shaming being used as tactics to raise awareness and try to force the issue; this reflects the character of the organisation, the people driving inclusion and what people perceive it to be”

Here are some resources so you can go deeper: 

Chet Holmes Quote 

A Discussion about Dr. Jill Biden Misogyny and Privilege

Check out these related episodes of the show.

The Lonely Life of A Diversity and Inclusion Leader

The Principles That Govern Our Approach to Diversity & 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

https://linktr.ee/elementofinclusion

The post Why Leaders Don’t Respect Diversity & Inclusion Where You Work appeared first on Element of Inclusion.

The chances are you’re being misled by the “research” people use to support their claims about Diversity and Inclusion.

Find out why nearly everyone ignores and I think it’s because most people don’t know any better

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

People are making false claims using good research

 “These are false claims, the research doesn’t say what the person claims it says. By the way, these are unforced errors, very easy to check”

 People are masking their Agendas hiding behind research  

 “This is when the agenda matters the research being presented promotes a particular agenda, it may not be the one that you think”

 People are using poor methods and this creates poor research

 “If the methods aren’t right, the result can’t be right either”

Here are some resources so you can go deeper:

The Crucial Difference Between Information and Insights for Inclusion  

PhD Thesis

Check out these related episodes of the show.

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

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

5 Ways Organisations Get Inclusion Wrong

Why are we still getting inclusion wrong?

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 Why You’re Being Misled By Diversity & Inclusion Research appeared first on Element of Inclusion.

Do you know the difference between information and insights?

Find out why knowing this is important on your inclusion journey

This is the first in a two-part series on how we use information to make decisions about inclusion

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

There’s a difference between information and insights

“information is easy to copy, insights are difficult to copy; some people present other people’s insights and present them as their own. Does that make it an insight or is it just information?”

Information is common, insights are rare

“I got a strong sense from people like you that there’s a lot of information out there talking about Diversity and Inclusion. But there was a lack of quality information and a lack of insight.”

Think about increasing your consumption of insights

“you’re being exposed to lots of information and you’ve got frustrations about getting to the good stuff and avoiding things that waste your time, Because simply put you can’t afford it, your time is too valuable”

Here are some resources so you can go deeper: 

A Definition of Insight

Low Information Diet 

Why Having a Babyface Helps Black Leaders in the Workplace [Research Breakdown]

Check out these related episodes of the show.

Why Professions Need To Be Inclusive To Remain Legitimate

Why Critical Race Theory is an Inclusion Problem

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 Crucial Difference Between Information and Insights for Inclusion   appeared first on Element of Inclusion.

Every week I talk about what you can do about inclusion, about your inclusion dilemmas

Find out what I struggle with, what are my inclusion dilemmas?

Get your pen and paper ready because we’re talking about 3 of My Personal Inclusion Dilemmas

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

You’re not the only one with dilemmas about inclusion

 “I talk about how I’ve got a PhD in your problems. You may be forgiven for thinking that means that I don’t have any problems, I don’t have any dilemmas when it comes to diversity and inclusion. This simply isn’t true”

 I’ve had to rely on my values to inform my decisions about inclusion

“If I claim I’m acting in your best interests,  If I claim I want to protect you from those who would mislead you and misrepresent to you

If I claim I want you to think of me as your number one trusted advisor. Then it might be useful for you to know and understand my intentions”

I’m writing a book to support you with your inclusion dilemmas

“Now, to put this into context, this means a lot to me personally. Yes, I’ve written a PhD, yes it’s a book on my shelf, but I wouldn’t describe myself as an author”

Here are some resources so you can go deeper: 

My PhD Thesis

Only 1% of UK university professors are black

Check out these related episodes of the show.

It’s Time For Me To Think About Quitting Diversity & Inclusion [2nd Birthday Show]

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 of My Personal Inclusion Dilemmas appeared first on Element of Inclusion.

There’s a massive issue with free riding when it comes to Diversity and Inclusion

Find out about 3 Ways to Address The Freerider Problem of Diversity & Inclusion

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Inclusion has features of a public good

 “During my conversation with Zoe, it felt as if  Zoe was thinking about Inclusion as a public good”

 Inclusion has free riders

 “Other people in the organisation would receive unearned benefits as a result of your actions you couldn’t  stop them.”

 Employee resource groups may be part of the solution 

“we think of employee resource groups as an important part of the solution to the three biggest problems that organisations experience on their inclusion journey. People, Potential, Performance”

Here are some resources so you can go deeper: 

My PhD Thesis 

A Career Shortcut that Devastates Inclusion

The Free Rider Problem 

Freed Rider Problem Investopedia 

Check out these related episodes of the show.

A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

3 Reasons Why Employee Resource Groups Are Like Websites In The Year 2000

The 3 Types Of Employee Resource Group You Need to Understand To Create Inclusion

How Employee Resource Groups Can Save You Millions A Step-By-Step Guide For Inclusion [Interview with David Clark]

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 Ways to Address The Free Rider Problem of Diversity & Inclusion appeared first on Element of Inclusion.

There’s a common shortcut at work that doesn’t really get talked about

Find out about the shortcut that’s devastating to you, your team and inclusion

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Taking unethical shortcuts harms the people you lead

“Research shows that ethical leadership encourages self efficacy in the people being lead”

Taking unethical shortcuts harms yourself

“But there’s a cost to the individual, it may take longer but it is truly devastating in terms of self efficacy”

We need self efficacy to create an inclusive workplace

“It’s useful to think of Self efficacy as a task-specific form of self confidence; It’s worth understanding the distinction”

Here are some resources so you can go deeper: 

Linking ethical leadership to employee performance: The roles of leader–member exchange, self-efficacy, and organizational identification

Self Efficacy

Kuljit Dhillon Linkedin Post

Indira Ghandi

Check out these related episodes of the show.

Imposter Syndrome and Inclusion Part 1

Imposter Syndrome and Inclusion Part 2

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 A Career Shortcut that Devastates Inclusion appeared first on Element of Inclusion.

There’s so much talk about why Diversity is good for organisations

Find out if Diversity is bad for you as an individual?

This is based on a paper called Perceived diversity and employee well-being: mediating role of inclusion

By  Akanksha Jaiswal and Lata Dyaram

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Surface level diversity harms work based employee wellbeing

“Surface diversity had a negative relationship with wellbeing”

Knowledge diversity is good for work based employee wellbeing

“Where people were different in terms of educational background, tenure, qualifications… this had a positive effect on wellbeing”

We need to be really clear about what we’re measuring

“wellbeing was defined in terms of work environment and work characteristics;  This is really important for the results”

Here are some resources so you can go deeper: 

Perceived diversity and employee well-being: mediating role of inclusion

PhD Thesis

Check out these related episodes of the show

3 Types of Diversity You Need To Understand To Create Inclusion

Six Rules For An Inclusive Organisation Using Procedural Justice

The Reason People Leave their Boss and Not their Job: Interactional Justice

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 When Diversity Harms Individual Wellbeing appeared first on Element of Inclusion.

We talk a lot about research, but what if I told you that we might all be looking in the wrong place!

Find out about an Indian Answer to Diversity and Inclusion

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

A lot of our answers for Inclusion come from the West

“I’m talking about organisational research, management and the like; they’re nearly always talking about research based in the US, UK, Europe, certainly a Western context”

 India may have answers that haven’t been considered yet

“When you read the paper, you don’t need to be convinced that hard. The authors says that Diversity is a hallmark of Indian society”

 Other Non Western countries may have answers too

“This paper is quite clear about “the limitations of the universal applicability of western management theories and practices””

Here are some resources so you can go deeper: 

Perceived diversity and employee well-being: mediating role of inclusion

PhD Thesis

National Pledge (India) – Wikipedia

Check out these related episodes of the show.

The Australian Model For Managing Cultural Diversity

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 An Indian Answer to Diversity and Inclusion appeared first on Element of Inclusion.

Corporate life isn’t for everyone – but is it for inclusion?

Find out about 3 aspects of corporate life that harm Inclusion

Here are some key topics covered from this episode:

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Here are some key takeaways from this episode: 

Speaking in platitudes harms inclusion

“I’m so glad I’ve got a podcast because some of things I’ve been saying for years are now starting to sound meaningless when I hear other people say them without context”

Hostile environments harm inclusion

“My understanding is that’s a reference from the armed forces to be careful of threats coming from behind you”

Improper incentives harm inclusion

“people respond to incentives, evidently, people have a strong response to strong incentives.  Here’s a crude example”

Here are some resources so you can go deeper: 

Professor Gregory Mankiew 

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

3 Biggest Problems In Organisations Trying To Become More Inclusive

Why Relying On a Generic Business Case For Diversity is an Inclusion Mistake

Check out these related episodes of the show.

Why Relying On Credibility Indicators is an Inclusion Mistake

Why Relying On A One Off Intervention Is An Inclusion Mistake

Why Using Common Sense is a Diversity & Inclusion Mistake

Why Adopting a “One At A Time” Approach to Diversity is an Inclusion Mistake

Why a One Size Fits All Approach to Diversity is an Inclusion Mistake

The 7 Biggest Diversity & Inclusion Mistakes Being Made in Your Organisation: Leadership

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 Aspects of Corporate Life That Harm Inclusion appeared first on Element of Inclusion.