There’s a celebrated narrative that claims that inclusion makes “so called” minority groups want to stay in an organisation. Find out why I think inclusion makes LGBT employees want to leave Here are some key topics covered from this episode: * Why we must be careful when measuring Inclusion * Importance of Invisible stigmatised groups * Surprising relationship between Inclusion and LGBT employees and much more Play the episode for more Here are some key takeaways from this episode:  LGBT employees are less likely to leave if their organisations are fair, cooperative and empowering  “LGBT employees who said their workplace was inclusive, specifically fair, cooperative and empowering were less likely to leave.. they were less likely to express turnover intentions.  You might have expected that. “ LGBT employees are more likely to leave if their supervisor is open and supportive  “LGBT employees who said their workplace was inclusive, specifically open and supportive were more likely to leave.. more likely to express turnover intentions. So how do we explain that? “ Pay close attention to what people mean when they say Inclusion “The IQ: , Inclusion Quotient is made of 20 items, Fairness, Openness, Cooperative, Supportive, Empowering. All have at least 2 items, 2 questions, some have more” Here are some resources so you can go deeper:  Inclusive Work Practices: Turnover Intentions Among LGBT Employees of the U.S. Federal Government Equality Act 2010 Civil Rights Act 1964 Check out these related episodes of the show. The Proxy Problem of Diversity, Equity and Inclusion Why Relying On Credibility Indicators is an Inclusion Mistake 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