Radical Inclusion: The Time is now!

A Note From Bob: So many of my colleagues and readers are professional facilitators, that I just have to share Bruce Fern's work with you. The Radical Inclusion Framework is not about becoming an expert in racism and all of the other ant-inclusion biases that plague human beings. It is a facilitation expertise and set of tools, both cognitive and behavioral, that allow facilitators of creative problem solving sessions of all types, to assure that all points of view are well heard. Yes, these methods potentiate creative problem solving sessions that are focused on racism, but they are also more fundamental and "every-day" methods for facilitators to use to bring forth the best in us all. Running a CPS session that has diversity/inclusion is only useful if the thoughts, voices and choices of all attendees are wisely considered. This is about that.

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Guest Article by Bruce Fern

The US Declaration of Independence, dated July 4, 1776, states, “We hold these truths to be self-evident, that all men (and women) are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the Pursuit of Happiness.” This has been referred to as the “immortal declaration” and the phrase of the greatest continuing importance from the American Revolution. 

In spite of the fact that this declaration is considered near sacred by many, these truths have NOT been self-evident and there has been a systematic failure to create inclusive societal and business cultures that respect human differences. 

A new McKinsey research report on the barriers to inclusion emphasizes that we must do better to solve chronic diversity problems. 

Until now, we have addressed these problems by using traditional diversity and inclusion solutions. Unfortunately, the outcomes of those efforts have often left us frustrated because they have not produced sufficient lasting and meaningful change in our communities and at work. We need to instead:

•  Embed diversity, equity, and inclusion into the fiber of our social and business organizations instead of relying solely on standalone programs
•  Help our organizations to recognize the business value of diversity and inclusion versus focusing on D&I as “the right thing to do”
•  Learn how to leverage diverse perspectives from diverse people to expand innovative thinking and optimize problem solving

When we start doing this, these truths may become self-evident to all.

To learn about a new approach to dealing with chronic diversity challenges, join us.