Opening yourself up for scrutiny isn’t something that everyone looks forward to

But in can be used to drive inclusion forward

Get your pen and paper ready because we’re talking how you can use scrutiny to your advantage as you become inclusive

In todays show we discuss several things including:

• The benefits of Scrutiny for Inclusion
• Our personal experience of Scrutiny
• Organisations that survive Scrutiny and much more

Here’s some of what I share in the show

Scrutiny can provide useful feedback

“Being scrutinized by people that do know what they’re talking about is useful  feedback and you should be looking for more of it”

Scrutiny means your standards are known

“Opening yourself up to scrutiny means your standards are there for people to observe and learn from”

Scrutiny means you’re taking a lead

“Opening yourself up to scrutiny means you’re taking a lead, you’re not a follower like everyone else”

SHOWNOTES

3 Biggest Problems In Organisations Trying To Become More Inclusive

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

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

Weak ideas hide from scrutiny

My PhD Thesis

The post Scrutiny : The Inclusive Opportunity You’ve Been Avoiding appeared first on Element of Inclusion.

This time last year you heard me say

New Year, New Decade; New Rules

I wasn’t wrong

2020 ‘s over but we’ve still got some outstanding issues that need your attention

Get your pen and paper ready because what started in 2020 is not over and you need to do something about it

In todays show we discuss several things including:

• How we’re providing the encouragement that you may need
• Why 2021 is an extension of 2020
• What we think is coming next and much more

Here’s some of what I share in the show

The things that were started need to be concluded

“This was a legacy of earlier actions; The reality that we all need to accept is that the things that were started need to be concluded”

People are going to compare the words and actions of organisations

“2021 is going to be critical because this year a lot of questions are going to be asked about what’s happened one year later, after the events of 2020”

Where it doesn’t match, some organisations won’t leave this decade

“Not every organisation, Not every institution, Not every business is going to make it out of the new twenties”

SHOWNOTES

Diversity & Inclusion Predictions: What I Got Right In 2020 & New Predictions for 2021

New Decade New Rules For Inclusion: An Urgent Update!

The post The Inclusive Start To 2021 That You Need appeared first on Element of Inclusion.

Every year I make predictions about diversity and inclusion trends

Last year I was spot on

And this year?

Well what do you think?

Get your pen and paper ready because I’m looking back at my predictions for 2020 and making some new predictions for 2021

In todays show we discuss several things including:

• My Top 3 Predictions for 2021
• What I got right in 2020
• The influence you have but didn’t know and much more

Here’s some of what I share in the show

Wrestling with the language of Inclusion

“I think we’re approaching that time, an increasingly you’ll hear people talk refer to so called minority ethnic groups as global majority groups. Remember that phrase, global majority groups, if you haven’t heard it before, you soon will.. it draws attention away from local contexts to a global context, which seems appropriate in a global market”

Moving from an Anglo Saxon to a Global perspective

“Here we tend to speak about Diversity and Inclusion in a very particular context, a very Anglo Saxon context if you will”

You, embracing the power you didn’t know you had

“It’s because of people like you. If you’re listening to this then you want an inclusive workplace as much as I do. As much as we do. In 2021, you’re going to have an opportunity to show it ”

 SHOWNOTES

Why Using the Term “Minority Groups” Is A Problem For Diversity

A Discussion about Dr. Jill Biden Misogyny and Privilege

Diversity & Inclusion Predictions: What I Got Right In 2019 & New Predictions for 2020

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I talk about my PhD all the time but are people with PhD’s real Dr’s?

Not everyone thinks they are, especially it seems, if you’re a woman

Get your pen and paper ready because we’re talking about doctorates, PhD’s, misogyny and privilege

In todays show we discuss several things including:

• An example of male privilege
• A breakdown of misogyny in action
• Our powerful reading tip and much more

There’s still people occupying spaces they haven’t earned

“we see things like this in society in general including the Diversity and Inclusion space, people with no experience or knowledge making claims about things they know very little about based on anecdotal stories about themselves or other people that may or may not exist”

Some of these lack the experience and expertise and this causes problems especially when they abuse the privilege

“This author is mounting an attack; let’s be honest, has started an attack on a prominent woman for reasons that aren’t yet clear.. the beginning of the paragraph is rude and it gets worse”

We really need to make room for people who know what they’re doing

“Not only does he not have the experience or knowledge to make the claims in the title of the article. He spends the article explaining why he lacks the experience or or knowledge to make the claims in the title of the article”

SHOWNOTES

Is There a Doctor in the White House? Not if You Need an M.D.

Dr Jill Biden

webster.com/dictionary/misogyny">MisogynyMisogyny

Privilege

The post A Discussion about Dr. Jill Biden Misogyny and Privilege appeared first on Element of Inclusion.

If you think Diversity and Inclusion were important issues in 2020, wait until you see what’s going to happen in 2021!

Get your pen and paper ready because we’re talking about why diversity and Inclusion is about to become a quick fix for the some of the problems the pandemic revealed

In todays show we discuss several things including:

• Why Influential forces from 2020 are still in motion
• A crude example of a Diversity Quick Fix
• Changes to look forward to in 2021 and much more

Here’s some of what I share in the show

Diversity and Inclusion will take a different meaning in 2021 and beyond

“We should reconsider the language, philosophy and practice of Diversity and Inclusion because it’s about to change in 2021 and beyond. These changes are happening right now and their effects will influence the way we live and work; but the dust is yet to settle”

Competition for jobs just increased due to the global labour market

“That’s right, the competition for your job may have just increased

If it hasn’t increased for you personally, it’s about to increase for someone you know”

Look out for quick fixes.. they don’t benefit everyone

“Others, they want a rescue, a quick fix, they want to fix in months and if you’re lucky years….   what took centuries to create”

SHOWNOTES

3 Biggest Problems In Organisations Trying To Become More Inclusive

The post Why Diversity & Inclusion is a Quick Fix for Pandemic Problems appeared first on Element of Inclusion.

When it comes to Diversity and Inclusion,

We’re committed to acting in your best interests, easy words to say but what does this actually mean to us and more importantly what does this actually mean to you?

Get your pen and paper ready because we’re talking about The Principles That Govern Our Approach to Diversity & Inclusion:

In todays show we discuss several things including:

• Something we ask our clients to do but haven’t done ourselves
• The three core principles that govern what we do
• The true focus of this resource and much more

Here’s some of what I share in the show

Disruptive by being Provocative, Innovative and Creative

“To us, disruptive means we’re provocative: Challenging the status quo and accepted ways of thinking through critical thinking and counterintuitive approaches”

Performance Driven through World Class Expertise, Determination and a Growth Mindset

“To us, performance driven means World Class Expertise: operating at the highest possible level in order to set the standards for others to judged”

Integrity through an Evidence Based Approach, being Inclusive and Authentic

“To us, integrity means being inclusive  Working to ensure everyone shares the same benefits and advantages in as fair a way as possible”

SHOWNOTES

The 3 Biggest Problems Organisations Experience On Their Inclusion Journey

Why Being Told To “Get A Mentor” Is Such Bad Advice

3 Reasons Why diversity & Inclusion Is Like Reality TV

3 Reasons Why an Evidence Based Approach To Diversity & Inclusion Is Essential

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In the UK there’s a word that gets ignored a lot when it comes to Diversity and Inclusion

That word is Class.  Even the legislation pretends it’s not an issue

This week, we’re reviewing a book that believes it is an issue

Get your pen and paper ready because we’re reviewing People like us: What it takes to make it in modern Britain  by Hashi Mohammed

This is a book about class and social mobility; two closely related concepts that are talked and also not talked about in the UK

This is the tenth book that we’ve discussed in our Book Club.  This is our final Book Club of 2020;

In todays show we discuss several things including:

• Two types of Social Mobility you need to understand
• The relationship between Social Mobility and Social Capital
• The Models of Social Mobility that you didn’t realise you knew and much more

Here’s some of what I share in the show

Social Mobility is difficult but possible

“A premise of the book is that the author is stating his experiences to inform and inspire others. It’s intended as a case study to say it’s not easy but it’s possible”

Social Mobility takes Social Capital and Cultural Capital

“It could be argued that social mobility is a journey of acquiring social capital and cultural capital; this book is how and why you should accumulate social capital and cultural capital to become socially mobile”

Social Mobility takes Confidence and Competence

“Enjoyable, entertaining and also frustrating ; it describes confidence as a quality that can be learned and developed but also it’s not always justified”

SHOWNOTES

Letter from Dame Martina Milburn to the Prime Minister

Alan Milburn on quitting social mobility commission

People Like Us: What it Takes to Make it in Modern

The post People Like Us: What It Takes To Make It In Modern Britain [Book Review] appeared first on Element of Inclusion.

The simplest explanation is often the best explanation but is that true when it comes to Diversity and Inclusion?

Get your pen and paper ready because we’re talking about The Problem with using A Simple Approach To Diversity & Inclusion

In todays show we discuss several things including:

• Why we want Diversity & Inclusion to be simple
• A powerful principle to help your decision making
• Why a Simple Approach can be unhelpful and much more

Here’s some of what I share in the show:

Entities should not be multiplied unnecessarily

So if you’ve got two or more theories to explain an outcome; you should choose the most simple theory, the most simple explanation, the one with the least moving parts. You want to avoid multiplying entities if it’s unnecessary

Sometimes it’s necessary to multiply entities

It can be hiding place for considering other options, it can imply that you already have the answers and this can also be used as a way to ignore some of the complexities of the world we live in

All things are rarely equal

This is a situation that’s rare in science, but imagine that in the social world. The world we inhabit, not only is it difficult to claim the results are the same but all other things are rarely equal

SHOWNOTES

What is Occam’s Razor?

How to Use Occam’s Razor Without Getting Cut

Why Using Common Sense is a Diversity & Inclusion Mistake

UK music industry urged to drop ‘offensive’ term BAME

The post The Problem With Using A Simple Approach To Diversity & Inclusion appeared first on Element of Inclusion.

There’s an emerging similarity between Diversity & Inclusion and Reality TV and it’s not all good news

Get your pen and paper ready because we’re talking about how Diversity and Inclusion is beginning to look like the Dark Side of Reality TV

In todays show we discuss several things including:

• Why Diversity & Inclusion encourages drama
• Why Diversity & Inclusion is staged
• Why Diversity & Inclusion can commoditise people and much more

Here’s some of what I share in the show

The Strong Narrative and Drama

“it dramatizes the lived experiences of what is supposed to be everyday people, people who aren’t professionally trained”

The Performative Nature

“What are the roles being played when minority groups discuss their lived experience, what if it’s only ever in a particular way?”

It is Cheap

“I’m the first person to say that to create Diversity and Inclusion is not as expensive as organisations think, a lot of money and resources are wasted. It can be done for a lot less than organisations think”

SHOWNOTES

Humilitainment – the sorry story of reality TV

Big Brother: Best Shows Ever

Nick Bateman (television personality)

The post 3 Reasons Why Diversity & Inclusion Is Like Reality TV appeared first on Element of Inclusion.

Diversity may be the hardest thing for a society to live with and perhaps the most dangerous thing for a society to be without

that’s a quote from William Sloane Coffin,  I used it in the introduction of my PhD thesis

It’s also in the introduction of another book that we’re reviewing in this weeks’ show

Get your pen and paper ready because we’re reviewing Diversify:  How To Challenge Inequality and Why We Should by June Sarpong

In todays show we discuss several things including:

• Why we need to be aware of the Other in the room
• Why Diversity is more than one thing
• How you can challenge yourself mentally and physically to Diversify and much more

Here’s some of what I share in the show

Expand your Circle of Human Concern

“The way it’s presented in the book is that if we think of society, there are people who have empathy, value and reverence in society, they can be described as being at the centre of the Circle of Human Concern”

The Six Degrees of Integration to change your Social Circle

“These are six steps that the author believes can change our behaviour patterns and lead us to having more diverse and inclusive social circles. These were peppered throughout the book”

How Rejection Therapy can help you get what you want

“the author was talking about how in the workplace there was evidence to suggest that women deal with rejection worse than men because they don’t judge themselves as harshly. A way to address this is to engage in rejection therapy”

SHOWNOTES

Diversify.org

Diversify:  How To Challenge Inequality and Why We Should by June Sarpong

PhD Thesis 

The post Diversify: How To Challenge Inequality and Why We Should [Book Review] appeared first on Element of Inclusion.