I’ve seen companies jump on the DEI train after an incident that triggers them, and they feel they have to DO something, There’s outrage, but they don’t really want to talk about it in the company. They may feel checking a box DONE is enough. And it is not. Sometimes leaders don’t want to look at whether they have these issues in their own house.
We understand that diversity conversations get complicated when there are different groups of underrepresented people in the business. But of course, there are almost always groups of under-represented and unheard within most companies. So how can we make inclusion part of the culture?
This week’s guest is Gena Cox. She’s an organizational psychologist, Executive coach, and speaker, and her new book; Leading Inclusion: Drive Change Your Employees Can See and Feel, is an excellent guide for leaders who want to do more than check the DEI box, but want to bring human-centric leadership forward. Her motto “Inclusion tops diversity” says a lot about her approach to creating better connections through respect and understanding for all players. Have a listen!