The Element Of Inclusion

Stop Comparing Your Inclusion Journey to Online Strangers

It's really harming you. I think you need to stop.

Key Topics Covered in This Episode:

1. Stop Comparing Your Inclusion Journey to Online Strangers

2. The Proxy Problem of Diversity and Inclusion

3. Choosing Wisely Who You Compare Yourself To

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Key Takeaways from This Episode:

1. Stop Comparing Your Inclusion Journey to Online Strangers

   • "They were comparing themselves, their work, their inclusion journey to Random People On The Internet"

2. Don't use false proxies to fake evidence for yourself

   • "Are gala dinners a proxy for an inclusive workplace"

3. Choose wisely who you decide is worthy of comparison

   • "Did it ever occur to you that you get to choose who you compare yourself to"

Check out these resources:

The Benchmarking Mistake That's Holding Back Your Inclusion Work

The Proxy Problem of Diversity, Equity and Inclusion

If you need encouragement on your inclusion journey this message is for you. You're finding this because you need it.

Key Topics Covered in This Episode:

1. Why you should keep going on your inclusion journey
2. Why you don't need a big budget to make a difference
3. How to stay focused and avoid distractions on your inclusion journey

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Key Takeaways from This Episode:

1. You're doing better than you think you are.
   • "You're the one trying to build a culture that often fights back."
2. You don't need a big budget.
   • "They're too busy doing what looks boring in photos and videos."
3. You're not alone
   • "I'm on a mission to help a million people like you to make your workplace inclusive."

How Automating Feedback Kills Inclusion

Everyone's talking a lot about Artificial Intelligence at work. The promise is things will get better but I've spoken to a leader who said then when it comes to trust. It makes things worse. For inclusion.

Key Topics Covered in This Episode:

1. How Automating Feedback Kills Inclusion

2. The Feedback Fallacy and Why It's a Problem

3. Social Exchange Theory and Its Role in Building Inclusive Workplaces

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Key Takeaways from This Episode:

1. Automating feedback destroys trust.

   • "Last week I spoke to an HR leader in an education business who said: 'AI shouldn't be taking the feedback responsibility away from managers. Managers need to learn how to write good feedback.'"

2. Feedback is a social exchange, not a software task.

   • "If someone gives you feedback, if you are open to feedback from that person. It's likely that you trust that person. It's likely that they earned that trust."

3. Trust is the foundation of inclusion.

   • "The first thing is to earn trust. This means you must... but it also means creating an environment where people can trust each other. We find this takes place via social exchanges."

Check out these resources (if applicable):

3 Frameworks I Use To Build Inclusive Workplaces

To create an inclusive workplace you may need to stop from time to time. Maybe it's time for you to take a break.

Key Topics Covered in This Episode:

1. Why you may need to take a break from inclusion
2. Why charismatic voices with narrow experience can be harmful
3. How taking a break can improve your motivation and clarity

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Key Takeaways from This Episode:

Take a break if you need it.

"If you need to take a short break to realise that, then by all means do it."

A break is not quitting.

"I wasn't quitting. I wasn't burned out. What I did switch off was paying attention to all the noise that you find on social media."

You've got more control than you think?

"The basics of high impact inclusion work are within your control."

Inclusion work is often unsustainable for 1 simple reason. It never makes it into the portfolio of projects that matter to the business.

Key Topics Covered in This Episode:

1. [The Portfolio Problem of Diversity and Inclusion]

2. [How inclusion can contribute to performance, accountability, and sustainability]

3. [Three practical ways to build a business case for inclusion]

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Key Takeaways from This Episode:

1. If it's not in the portfolio, it's not protected.

   • "They don't get tracked. They don't get funded. And they don't survive."

2. Clear business cases travel further than clever ones.

   • "You're not trying to sound impressive. You're trying to make sense."

3. Inclusion isn't a favour — it's a function.

   • "Does it help us deliver results?"

Diversity and Inclusion faces a chicken and egg problem.

Leaders want evidence before they act.

But the evidence only appears after they act.

Key Topics Covered in This Episode:

1. The Chicken and Egg Problem of Diversity and Inclusion

2. Why Organisational Evidence Matters More Than External Reports

3. How to Use the Feasibility Filter to Build Internal Credibility

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Key Takeaways from This Episode:

1. The only way to create proof is to act first.

   • "They want evidence that inclusion works without doing the work that creates the evidence."

2. Building your evidence is better than borrowing rand evidence.

   • "If you want credibility, you don't have to borrow it from people you don't trust."

3. The chicken and egg problem isn't solved by reports. It's solved by results.

   • "Most of that research is correlation, not causation."

Check out these resources (if applicable):

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

Inclusion isn't failing because people don't care. It's failing because people aren't incentivised to act inclusive.

Key Topics Covered in This Episode:

1. The Incentive Problem of Diversity and Inclusion
2. Why Inclusion Efforts Stall Despite Good Intentions
3. How to Design Incentives That Actually Reward Inclusion

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Key Takeaways from This Episode:

1. People follow the incentives.
   • "People aren't skipping inclusion because they don't care. They're responding to the incentives in front of them."
2. The real inclusion gap is about accountability.
   • "If time spent on inclusion feels invisible, people will always choose something else."
3. Don't ask for inclusion unless you're willing to incentivise it
   • "Reward people who act inclusively"

Check out these resources :

3 Reasons You Should Conduct Social Experiments in Your Employee Resource Groups to Promote Diversity

ERGs are "a waste of time." Too many people think this.

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Key Takeaways from This Episode:

You can't scale ERGs if participation is penalised.

"It's not a lack of commitment. It's an incentive problem."

Stop pitching passion; start mapping outcomes.

"Leaders want to see business impact."

Instrumental ERGs lead to strategic integration.

"Frame them as business-critical projects."

Check out these resources (if applicable):

Why The 2 Core Functions Of An Employee Resource Group Matter For Diversity & Inclusion

Dr Jonathan's Thesis

You've heard people telling stories and acting like it's evidence. but how do you turn anecdotes into evidence?

Key Topics Covered in This Episode:

1. Why anecdotes are claims not conclusions
2. The difference between claims, assumptions, and hypotheses
3. How to test ideas without wasting time or budget

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Key Takeaways from This Episode:

1. Anecdotes are starting points, not stopping points.
   • "The story is typically making a claim and they are presenting it as evidence."
2. Anecdotes are hiding places for claims
   • "These are statements but if you've been to enough panel events you'll hear a witty story wrapped around it."
3. Claims aren't conclusions until they're tested.
   • "We don't just accept that. We test it. We gather evidence to support or contradict it."

Check out these resources:

• Reconstructing Inclusion by Amri B. Johnson
• "You are harder to ignore when you have evidence to support your claims. It works like a magic pill!"

Things are moving so fast with Ask Dr Jonathan. I want to give you an update and make you a special time sensitive offer you can't refuse.

Key Topics Covered in This Episode:

1. How to Build an Inclusion Strategy in 60 Minutes
2. Why Ask Dr Jonathan is More Than a Virtual Librarian
3. Details of the Inclusion Impact Sprint Offer

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Key Takeaways from This Episode:

1. You walk away with documents, not just discussions.
   • "We generated step by step processes."
2. No deliverables? No payment. Zero risk.
   • "If you don't leave with a board-ready brief and a 7-day pilot roadmap your leaders can use, you don't pay."
3. You've got until August 29th to move.
   • "Deadline is Friday 29th August"

Check out these resources (if applicable):

• Inclusion Impact Sprint – A high-impact, time-sensitive offer with only 10 spaces (7 remaining at time of recording).
• Book your Sprint here.