Fight the Urge for Flags, Food and Fun

If you’re reading this, chances are you want to build an inclusive workplace where: Everyone can perform Everyone can belong Everyone can reach their potential Key Topics Covered in This Episode: Why generic DEI business cases fall flat The risks of relying on external research Why “doing the right thing” doesn’t convince your CFO Play the Episode for More Key Takeaways from This Episode: Build your case using internal context “No borrowed logic. Just business relevance.” Don’t lean on weak external evidence “They blur the line between correlation and causation.” Align DEI with strategic business goals “That’s a conversation your CFO will take seriously.” Check out these resources: Business Case In a Box  Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown] Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown] The post 3 Faulty Beliefs Keeping You From Your Business Case For Diversity and Inclusion appeared first on Element of Inclusion.

The biggest reporting mistake isn’t your format.It’s assuming leadership cares. Key Topics Covered in This Episode: Why good metrics still get ignored The 3 filters that link inclusion work to leadership priorities How to present metrics that change minds and not check boxes Play the Episode for More Key Takeaways from This Episode: Why your DEI data isn’t landing with leadership “You’re measuring progress, but leadership wants proof of impact.” How to use the 3Rs to translate metrics “Here’s how to turn ‘interesting data points’ into compelling metrics that get attention, influence decisions and unlock budget. Use the 3Rs: Relevance. Risk. Return.” What to stop doing so your reports create real impact “Stop assuming ‘this should matter’ is enough. Stop reporting numbers with no commercial hook. Stop sharing data that doesn’t tie to decisions.” The post Why They Don’t Care About Your Inclusion Dashboard appeared first on Element of Inclusion.

I’ve got a client who wants to squeeze in a quick project before the end of the year.Clock’s ticking but here’s what I told them to do. Key Topics Covered in This Episode: What Makes an Intervention High-Impact? How to Use our  Minimum Viable Map How You Can Follow Our Process To Get Buy In Play the Episode for More Key Takeaways from This Episode: Complete the Feasibility Filter to choose a problem worth solving “Prerequisite is you’re working on issues that matter.” Create a minimum viable intervention using our 5 F framework “A strong intervention is clear, grounded in evidence, and realistic to deliver.” Use the evidence from doing this work to repeat the process. “You’re not guessing. You’re not begging.” Check out these resources: Courses mentioned: Business Case in a Box   The post 5 Steps To A High Impact Inclusion Intervention appeared first on Element of Inclusion.

You don’t have to be an expert in everything to be an outstanding leader; but you do need the right mindset. Today, you’ll hear from Fay Wallis, host of the HR Coffee Time podcast. A show dedicated to helping HR professionals grow their confidence, influence and leadership impact. Key Topics Covered in This Episode: What makes HR Coffee Time unique and why it resonates with HR professionals Common challenges HR and people leaders face as they move into senior roles The myths and misconceptions holding HR professionals back from leadership positions Play the Episode for More Key Takeaways from This Episode: You don’t have to be an expert in everything. “They’ll hold themselves back from doing it, or if they get the role, they’ll go into a bit of a tailspin of panic.” You may have to implement decisions that you fundamentally disagree with. “They can’t publicly say, ‘Okay everyone, it’s back to the office. I completely disagree with the CEO and the rest of the senior leadership team…'” I want to help HR professionals feel confident stepping into Chief People Officer roles. “There’s a lot of mystery around the role, and that, of course, equals fear around the role.” Check out these resources: HR Coffee Time Episodes: Episode 115: Why negotiation skills can help your HR career & how to develop them, with Simon Duncan Episode 35: Helping teams thrive with personal user manuals Episode 144: A new chapter for HR Coffee Time – here’s what’s happening Book mentioned: Never Split the Difference by Chris Voss Websites: Main site: https://brightskyhr.co.uk/ The Essential HR Planner: https://essentialhrplanner.co.uk/ Reach out directly to Fay Wallis if you’d like a copy of her personal user manual. Connect with Fay on LinkedIn: Fay Wallis The post The Authority Series : Fay Wallis Host of HR Coffee time appeared first on Element of Inclusion.

I want to acknowledge the uncomfortable truth.You’re heading into 2026 (or whatever next year is depending on when you’re tuning in) with questions, uncertainty and if you’re honest ….. fatigue. Key Topics Covered in This Episode: 3 Insights I Couldn’t Ignore Understanding Your Narrative Arc The Importance of Evidence-Based Inclusion and Consistency Play the Episode for More Key Takeaways from This Episode: Your plan for next year is a logical step from what you’ve been doing “Your body of work, however large or however small is going to reveal insights about your preferences, your successes and therefore what you should do next.” You need a method to keep you focussed “The only reason we gather evidence is to support or undermine claims, assumptions and hypotheses.” Being consistent will make you remarkable “They weren’t the most knowledgeable. They weren’t the loudest. They were the ones who stayed consistent.” Check out these resources: Dr. Jonathan’s Thesis – See show notes for link to p166 and Appendix 3, outlining the process of reviewing and analysing work. Ask Dr Jonathan – An AI-powered version of the podcast and inclusion strategies. The post 3 Insights To Make Next Year’s Inclusion Plan More Effective appeared first on Element of Inclusion.

I want to acknowledge the elephant in the room.You are under considerable pressure to engage in flags, food and fun. Key Topics Covered in This Episode: Why you need to fight the urge for Flags, Food and Fun Why Leaders Keep Falling Into This Trap What to do instead using Evidence Based Inclusion Play the Episode for More Key Takeaways from This Episode: Flags, Food and Fun is not the work. “This is Tokenism pretending to be Diversity.” You need measurable results “People who think like this are focused on outputs… instead of outcomes.” You need a method. “Evidence Based Inclusion… makes you immune to Flags, Food and Fun.” Check out these resources How Employee Resource Groups Will Create Diverse and Inclusive Business Opportunities In The Future [Interview with Fernando Serpa] The post Fight the Urge for Flags, Food and Fun appeared first on Element of Inclusion.

I’m so Excited to share a huge update with you. This is the biggest thing I can do to help you on your inclusion journey. Key Topics Covered in This Episode: The inclusion problems you’re facing and how to solve them using evidence Why I created the Ask Dr Jonathan beta tool (and what it can do for you) How I used my own method to test, validate, and build a breakthrough solution Play the Episode for More Key Takeaways from This Episode: I’ve made a huge breakthrough that will benefit you “Someone designed an inclusion strategy in less than an hour..” I’m showing you that the methods I use work “I created a hypothesis. I tested the hypothesis.” This isn’t just an update; it’s documented evidence “This gave me evidence that it was a problem worth solving.” Check out these resources (if applicable): Join the waitlist for the Ask Dr Jonathan Pro version. The post My Biggest Inclusion Breakthrough To Date appeared first on 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: Stop Comparing Your Inclusion Journey to Online Strangers The Proxy Problem of Diversity and Inclusion Choosing Wisely Who You Compare Yourself To Play the Episode for More Key Takeaways from This Episode: Stop Comparing Your Inclusion Journey to Online Strangers “They were comparing themselves, their work, their inclusion journey to Random People On The Internet” Don’t use false proxies to fake evidence for yourself “Are gala dinners a proxy for an inclusive workplace” 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 The post Stop Comparing Your Inclusion Journey to Online Strangers appeared first on Element of 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: Why you should keep going on your inclusion journey Why you don’t need a big budget to make a difference How to stay focused and avoid distractions on your inclusion journey Play the Episode for More Key Takeaways from This Episode: You’re doing better than you think you are. “You’re the one trying to build a culture that often fights back.” You don’t need a big budget. “They’re too busy doing what looks boring in photos and videos.” You’re not alone “I’m on a mission to help a million people like you to make your workplace inclusive.” The post Use This If You Need Encouragement on Your Inclusion Journey appeared first on Element of Inclusion.

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: How Automating Feedback Kills Inclusion The Feedback Fallacy and Why It’s a Problem Social Exchange Theory and Its Role in Building Inclusive Workplaces Play the Episode for More Key Takeaways from This Episode: 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.'” 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.” 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 The post How Automating Feedback Kills Inclusion appeared first on Element of Inclusion.