Hosted by Dr. Jonathan Ashong-Lamptey, every week we inform and educate using applied research and thought leadership Get your pen and paper ready because this is one of the world’s most valuable resources to help you on your Inclusion journey. We provide book reviews, research breakdowns, explainers, opinion pieces, interviews and much more We’re on a mission to help a million people like you to make your workplace more inclusive To continue the conversation join us on Linkedin: The Element of Inclusion Community
Hosted by Dr. Jonathan Ashong-Lamptey
Every week we inform and educate using applied research and thought leadership
Get your pen and paper ready because this is one of the world’s most valuable resources to help you on your Inclusion journey.
We provide book reviews, research breakdowns, explainers, opinion pieces, interviews and much more
We’re on a mission to help a million people like you to make your workplace more inclusive
To continue the conversation join us on Linkedin: The Element of Inclusion Community
We’re on a mission to help a million people like you to make your workplace more inclusive
To continue the conversation join us on Linkedin: The Element of Inclusion Community
Playing the Infinite Game: Evidence-Based Inclusion in Organisations
00:06:10
Building Inclusion is a task that may never be finished.
Find out why it’s useful to think about it as an infinite game.
Here’s some key topics covered from this episode:
– The difference between being dramatic and theatrical
– The goal of any infinite game
– Why finite games in Inclusion leave you short changed
Play the episode for more
Here’s some key takeaways from this episode:
It’s useful to think of Inclusion as an infinite game.
“You don’t know who’s playing along. You don’t know all the rules. You don’t know when this is going to stop.”
There are no fixed rules, no fixed boundaries and no fixed end point.
“You get to make the rules. You get to push the boundaries. You get to contribute even if no one knows who you are.”
The goal isn’t to win in the short term.
“Sometimes you may not feel like showing up. Sometimes I don’t feel like showing up! But our focus is on ongoing engagement and participation, with no fixed endpoint.”
The Authority Series: Maria Morukian on Diversity, Equity and Inclusion Training
00:51:58
Research says that DEI training is ineffective
Here I’m speaking with an author who provides practical tips to make it effective
Here’s some key topics covered from this episode:
– How to create opportunities for storytelling
– How to focus on both process and outcomes as lifelong learners
– The value in building a set of core competencies for DEI professionals.
Play the episode for more
Here’s some key takeaways from this episode:
3 levels of sharing you need to know
“ I talk about Surface stories, Snorkel stories and Scuba stories”
2 pulse questions to ask members of your team
“by asking very specific, open ended questions, what is one thing that leadership can do, or one thing that you would like to see that you think would make the most significant difference in the next six months”
Why Trainers are so well placed for Inclusion
“I realised training and talent development professionals have access to everyone across the organisation in some way”
The ‘Inclusion Delusion: When The Research Does Not Support The Claims
00:07:48
I’ve just been reminded how obscure Inclusion narratives are
Find out when the research does not support the claims
Here’s some key topics covered from this episode:
– How the popular press can be misleading
– How my trust was destroyed by what I read
– Why you should pay attention to social desirability
Play the episode for more
Here’s some key takeaways from this episode:
Be careful when people say Research says
“You can get away with almost anything if you use the words “research shows”, I know this. To prevent you from thinking I’m manipulating you. I share my sources.”
Check out the show notes, they are there for you to use
“That’s why I do my best to reveal my bias so you can make your own mind up.”
Consider social desirability when discussing Inclusion in public
“These may not be the mostuseful questions because each one has a socially desirable response.”