3 Critical Questions To Navigate Inclusion Issues Quickly

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Share this with one of your colleagues who needs to know this.

PS.

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Yesterday We Hosted The Authority Series.

Our guest was author Victoria Mattingly, PhD who spoke about her book Inclusalytics

Dr V shared a lot of practical insights including:

- How to collect data if you're starting out

- The mistakes leaders make in their staff surveys

- Why Inclusion is a behaviour not a feeling

Make sure you check out our LinkedIn Live.

Check it out here.

GENEROUS OFFER

Dr V made a remarkably generous and has offered to give away 5 free places on her Allyship course.

This is based on a book that she intended to write.

15,000 students have taken this course to date.

Send me a Direct Message with the words "Inclusalytics" to get a voucher for yourself.

There’s a limited number.

When they’re gone, they’re gone.

If you’re like me.

You like to get to the point fast.?

I’m going to share how I do it with my clients.

Let’s pretend you’re at work and you’re told:?

“We need more Diversity”

“There’s discrimination here”

“There’s no sense of belonging”

It doesn’t matter what they say.?

The question I’m asking myself is:?

What evidence do you have to support this? ??

This is not always a direct question.?

What they said is typically one of these 3 things:?

- A claim

?- An assumption

?- A hypothesis

These aren’t the same thing.?

(Check out last week’s show where I break down how we think about it.)?

Here’s something important.?

You would never accept statements so generic.?

You’re a member of our community.?

You would want clarity.?

Suppose they said.?

“There’s a lack of Black Leaders in Senior Leadership roles in Department X.”

That’s a claim.?

Suppose they presented a recent team photo of all senior leaders as evidence to support their claim.?

The next question is:?

Why is this evidence appropriate? ??

In this case, the evidence is qualitative.

It can’t easily be expressed in a number.?

Therefore questions like:?

Is it reliable?

Is it valid?

Are not appropriate.?

It’s more useful to think about 4 things:?

Credibility:?

Is this photo from a trustworthy and well regarded source?

Dependability:?

Is this photo a reasonable and consistent choice for our purpose?

Transferability:?

Will this photo remain relevant and apply to other situations or contexts?

Confirmability:?

Can this photo be supported by other sources we respect?

This is important to know it’s not a one off or someone’s isolated opinion.?

There is a place for that.?

Most of my clients are looking to change frequent and undesirable phenomena.?

I’m oversimplifying to make a point. ?

Remember.?

I’m not trying to get you to pass an exam.?

I’m trying to raise your standards.?

Most people will stop here.?

I want to encourage you to go further.?

I always ask:?

What do people who disagree with you think? ??

It’s easy to get ideas from people like you.

What about people who are not like you?

It’s easy to get support from people who agree with you.

What about people who don’t agree with you.?

I like to consider people who :?

- Are Reasonable

- Are Open minded

- Have access to everything I have

But they completely disagree.?

This helps you to think more critically.?

This helps me to make progress with my clients fast.?

I want to say that you should handle this with care.?

Clumsy use of this can damage relationships.?

I want to say this again.

YOU SHOULD HANDLE THIS WITH CARE.

I talk about all of this in more detail on the show.?

I use this all the time.

It's great for critical thinking.

I'm confident it can help you too.

PS. that was a claim. ??

Have you shared this with a colleague yet?

Think about who needs to know this.

They need a friend like you.

As always

I’m cheering you on.

Dr. Jonathan

PS.

Message me "90 Day Roadmap" to start making measurable progress in Inclusion within 90 days.