The Element Of Inclusion

Do you have a system that proves your inclusion work is making progress? IF NOT I'm going to give you 7 tips that we use with our clients so they show people that that they are becoming more inclusive.

Key Topics Covered in This Episode:

1. How to choose problems your leadership actually cares about

2. How to design actions that actually improve inclusion

3. How specific outcomes make your work easier to defend

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Key Takeaways from This Episode:

1. Solve problems your organisation already cares about.

   • "Too many of you waste effort and energy on issues leadership doesn't prioritise."

2. Clear success metrics make your work harder to ignore.

   • "Without specifying exactly who you're supporting and what measurable success looks like, it's impossible to prove progress."

3. Plan inclusion actions like business interventions.

   • "Without targeted actions tied to clear outcomes, inclusion work is random."

Check out these resources :

Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously.

Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO. (Get Access Here)

I Know You're Afraid To Talk About Inclusion. I'm Afraid Too.

That sounds weird coming from someone who talks about Inclusion everyday.

Key Topics Covered in This Episode:

1. Why speaking in context protects your credibility.
2. How relevance reduces risk when discussing inclusion
3. How to test if someone is open to evidence.

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Key Takeaways from This Episode:

• Relevance gives your words more power.
  • "When you talk about inclusion or diversity or race. Is in context of the space you're in?"

• Context protects you and builds trust.
  • "It would be out of context if I started giving you travel tips. Or if I started giving you dating advice. Or if I started talking about gardening. Those things are out of context."

• Reasonable people change when shown the evidence.
  • "One of my tests of if a person is reasonable is if they change their mind when presented with new trustworthy evidence. "

Check out these resources :

• Confronting My Personal Fear of Speaking Up About Diversity and Inclusion
• Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO. (Get Access Here)

I have some very strong very unpopular opinions about the so called business case for diversity. I'm not going to change them anytime soon.

Key Topics Covered in This Episode:

1. Why the real business case is already inside your organisation
2. Why business case for diversity is like shouting at sunset
3. 3 reasons why the wrong business case leaves you exposed

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Key Takeaways from This Episode:

1. Reveal your business case don't rip it off
   • "What I'm saying is. It's not something that you introduce to the business. In fact, your job is to reveal the business case that is already there. It's hiding in your inbox. It's camouflaged in the conversations you have."
2. Your business case is hiding in plain sight
   • "This isn't about changing minds. It's about surfacing the logic that already exists. There is a business logic that is screaming at you."
3. Be careful with DEI Guru's talking about McKinsey Reports
   • "They use the McKinsey Report as evidence. Guess what. Anyone who reads the report has to acknowledge that the reports want you to believe that. However, they don't know if Diversity leads to greater profits. Or greater profits lead to diversity."

Check out these resources:

• Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO. (Get Access Here)
• Pilot Episode : The Diversity Advice No One Will Give You.

• How Cultural Heterogeneity Relates To A Business Case For Diversity

I have some very strong very unpopular opinions about the so called business case for diversity. I'm not going to change them anytime soon.

Key Topics Covered in This Episode:

1. Why the real business case is already inside your organisation
2. Why business case for diversity is like shouting at sunset
3. 3 reasons why the wrong business case leaves you exposed

Play the Episode for More

Key Takeaways from This Episode:

1. Reveal your business case don't rip it off
   • "What I'm saying is. It's not something that you introduce to the business. In fact, your job is to reveal the business case that is already there. It's hiding in your inbox. It's camouflaged in the conversations you have."
2. Your business case is hiding in plain sight
   • "This isn't about changing minds. It's about surfacing the logic that already exists. There is a business logic that is screaming at you."
3. Be careful with DEI Guru's talking about McKinsey Reports
   • "They use the McKinsey Report as evidence. Guess what. Anyone who reads the report has to acknowledge that the reports want you to believe that. However, they don't know if Diversity leads to greater profits. Or greater profits lead to diversity."

Check out these resources:

• Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO. (Get Access Here)
• Pilot Episode : The Diversity Advice No One Will Give You.

• How Cultural Heterogeneity Relates To A Business Case For Diversity

There's a group of people who are going to struggle to build inclusion over the next few years. I'm going to explain who they are so you can avoid becoming one of them.

Key Topics Covered in This Episode:

1. Why emotional appeals fall flat with business stakeholders.
2. How structured conversations build real-world credibility.
3. Why inclusion must align with a measurable business problem.

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Key Takeaways from This Episode:

1. I want to make the next logical step easy for you.
   • "This is where most People Leaders freeze. The ask is too vague ('more support'), too broad ('change the culture'), or too ambitious ('overhaul everything'). Instead, make the next step: logical, specific, aligned with business priorities."
2. I want to help you stop guessing and start leading.
   • "Your business case isn't complete until it's been pressure-tested. Not in a focus group. Not in a steering committee. In real conversations—with people who don't already agree with you."
3. I want to work with leaders who are ready to stop ticking boxes and start leading with impact.
   • "If you don't have a business case for diversity or inclusion, one will be given to you. It probably won't be yours. It will belong to someone else. It will be provided by someone who does not have your best interests at heart."

Check out these resources:

Business Case in a Box. Everything you need to build a business case for inclusion your CFO can trust.

There's a group of people who are going to struggle to build inclusion over the next few years. I'm going to explain who they are so you can avoid becoming one of them.

Key Topics Covered in This Episode:

1. Why emotional appeals fall flat with business stakeholders.
2. How structured conversations build real-world credibility.
3. Why inclusion must align with a measurable business problem.

Play the Episode for More

Key Takeaways from This Episode:

1. I want to make the next logical step easy for you.
   • "This is where most People Leaders freeze. The ask is too vague ('more support'), too broad ('change the culture'), or too ambitious ('overhaul everything'). Instead, make the next step: logical, specific, aligned with business priorities."
2. I want to help you stop guessing and start leading.
   • "Your business case isn't complete until it's been pressure-tested. Not in a focus group. Not in a steering committee. In real conversations—with people who don't already agree with you."
3. I want to work with leaders who are ready to stop ticking boxes and start leading with impact.
   • "If you don't have a business case for diversity or inclusion, one will be given to you. It probably won't be yours. It will belong to someone else. It will be provided by someone who does not have your best interests at heart."

Check out these resources:

Business Case in a Box. Everything you need to build a business case for inclusion your CFO can trust.

This week the Element of Inclusion is 8 years old. So today I'm turning it over to you.

Key Topics Covered in This Episode:

1. Why ROI in DEI remains an unresolved challenge for most leaders.
2. The PICOC method to test solutions in diverse teams.
3. The 3 essential skills for high-impact inclusion work.

Play the Episode for More

Key Takeaways from This Episode:

1. ROI must align with a critical business problem to be respected.
   • "It's a measure directly related to the 'must solve problem' you have in your workplace. If you don't know what this is. It is now your business to find out."
2. Cultural assumptions can hinder effective communication.
   • "One group does not like to speak in a foreign language. The interpreters do not conduct the conversation in an appropriate way. This makes communication difficult and disrupts co operation."
3. High-impact inclusion work is rooted in real-world application.
   • "Following these steps means you will: Get buy-in for your work: People will openly support what you do. Deliver results that matter. Your work will be aligned with important goals. Consistently make progress. You will have a repeatable process."

Check out these resources:

Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously.

The Hidden Business Case for Inclusion Inside Your Organisation

The Must Have DEI Metric To Track For An Inclusive Workplace

This week the Element of Inclusion is 8 years old. So today I'm turning it over to you.

Key Topics Covered in This Episode:

1. Why ROI in DEI remains an unresolved challenge for most leaders.
2. The PICOC method to test solutions in diverse teams.
3. The 3 essential skills for high-impact inclusion work.

Play the Episode for More

Key Takeaways from This Episode:

1. ROI must align with a critical business problem to be respected.
   • "It's a measure directly related to the 'must solve problem' you have in your workplace. If you don't know what this is. It is now your business to find out."
2. Cultural assumptions can hinder effective communication.
   • "One group does not like to speak in a foreign language. The interpreters do not conduct the conversation in an appropriate way. This makes communication difficult and disrupts co operation."
3. High-impact inclusion work is rooted in real-world application.
   • "Following these steps means you will: Get buy-in for your work: People will openly support what you do. Deliver results that matter. Your work will be aligned with important goals. Consistently make progress. You will have a repeatable process."

Check out these resources:

Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously.

The Hidden Business Case for Inclusion Inside Your Organisation

The Must Have DEI Metric To Track For An Inclusive Workplace

This week the Element of Inclusion is 8 years old. So today I'm turning it over to you.

Key Topics Covered in This Episode:

1. Why ROI in DEI remains an unresolved challenge for most leaders.
2. The PICOC method to test solutions in diverse teams.
3. The 3 essential skills for high-impact inclusion work.

Play the Episode for More

Key Takeaways from This Episode:

1. ROI must align with a critical business problem to be respected.
   • "It's a measure directly related to the 'must solve problem' you have in your workplace. If you don't know what this is. It is now your business to find out."
2. Cultural assumptions can hinder effective communication.
   • "One group does not like to speak in a foreign language. The interpreters do not conduct the conversation in an appropriate way. This makes communication difficult and disrupts co operation."
3. High-impact inclusion work is rooted in real-world application.
   • "Following these steps means you will: Get buy-in for your work: People will openly support what you do. Deliver results that matter. Your work will be aligned with important goals. Consistently make progress. You will have a repeatable process."

Check out these resources:

Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously.

The Hidden Business Case for Inclusion Inside Your Organisation

The Must Have DEI Metric To Track For An Inclusive Workplace

Most leaders don't have a business case for diversity They copy someone else's

Key Topics Covered in This Episode:

1. Why using organisational artefacts reveals your real business case
2. How everyday language builds trust with senior leadership
3. How surfacing an existing case builds instant credibility

Play the Episode for More

Key Takeaways from This Episode:

1. Your strongest business case is already inside your organisation.
   • "You're not creating a business case… you're revealing one."
2. Alignment with real priorities accelerates support.
   • "Aligning your business case with these priorities increases your chance of buy-in."
3. Strong business cases always include a clear next step.
   • "Make a clear, credible request."

Check out these resources

Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously.