What Inclusion Research Needs To Do To Stay Relevant To your Needs

In case you missed it:

Here are some popular posts from the last week:

Is Psychological Safety meant for everyone? ??

The SUPER obvious thing I would do if I was a DEI Leader wanting to show my colleagues we were legit

Gentle reminder: Diversity data is only useful if you can turn it into evidence

----------

Do You Want Me To Interview Some Authors For Insights?

I read and reviewed 30 books in 30 weeks.. ??

What if we could speak to the authors live on?LinkedIn ?

I'm thinking of hosting a series of Linkedin Lives where I speak to some of the authors of the books I've reviewed.

I'm thinking:

- Punchy

- Practical

- Powerful

Something that would be a good use of your time.

I made a short video about my idea here .

Would this be valuable for you?

Let me know!

PS.

If you like these book breakdowns?

You will love our Book Insights.?

It’s perfect if you want more practical insights in less time.

You get to avoid being overwhelmed and get clarity on what’s relevant.

This is what I use when working with billion dollar companies but it won't cost you the earth.

Get it here.?

----------

I like research when I think it’s useful.?

I don’t like it when it’s not useful.?

That is a bias that you need to understand about me.?

You shouldn’t be surprised about that.?

I say it all the time: I’m on a mission to help a million people like you to make your workplace inclusive.?

I encourage you to do that through Evidence Based Inclusion.

This is a process in which you can make better decisions about nurturing Inclusion where you work.?

This involves collecting evidence to inform you.?

I encourage you to collect evidence from at least 4 different sources:?

- The Scientific Literature

- The Organisation

- The Stakeholders?

- Professional Expertise.?

Please note:

The first thing I said was the scientific literature. i.e. the research.?

Sometimes I speak as if there’s lot of useful research immediately available to you.

That’s not the case at all.

I’m aware of that and was reminded of this by a recent research paper I was sent called:?

Equality, Diversity, and Inclusion in International Business: A Review and Research Agenda

There’s a couple of reasons why this is a big deal.?

----------

1 This is a meta study:?

We did a whole show on this.?

This isn’t a single research paper

- Think of this as research about research?

- Think of this as a study about studies

I like this because you don’t get insights from one piece of research.?

You get insights from all the research.?

This is why I’m so confident when I say the Business Case for Diversity has not been established.?

That’s what all the research says.?

This is why I’m so confident when I say Unconscious Bias Training doesn’t work.?

That’s what all the research says.?

I’m confident because these are the findings of an army of researchers.?

This particular paper reviews 1,618 articles.

This should make us feel confident.?

----------

2 The Authors are a big deal?

stella nkomo

Mustafa F Ozbilgin

Stacey Fitzsimmons

David Thomas

These Professors are big hitters.?

These are the kind of people I talk about in my PhD.

These are the kind of people everyone talks about in their PhD and in their research if it’s broadly related to Diversity, Equality, Equity and Inclusion in organisations.?

Their paper covered A LOT of stuff.?

I’m discussing a very small part of it.?

The authors suggested 3 new directions for International Business Research.

I think that all research concerned with Inclusion would be more relevant for you if it followed their lead:

----------

1 De-Emphasize Performance Arguments

The obvious example for me is the “Business Case for Diversity”.

The authors acknowledged that lots of researchers promoted or celebrated this.

They also acknowledged the problems with this narrative.

I talk about this all the time!

Thinking beyond a generic “Business Case for Diversity” may encourage people to decide how Diversity and Inclusion matters to them.

The research can encourage this.

----------

2 Make up for the missing Moral Argument.?

I think this one will be tricky for organisations.?

The researchers discussed fostering?“commitments to end inequality”.

For this to be appropriate, you'd have to believe that organisations are morally sound institutions.

My experience tells me it’s better to view them as amoral institutions.

I’m not saying immoral.?

I talk about this more on the show.

I also go through a little exercise that will reveal what you really think about this.

The research can encourage this.

----------

3 Examine and overcome resistance to EDI

Most of what I share here is concerned with this.

I’m vocal about how I think practitioners in this space have contributed to the problem.?

We need higher standards and people willing to meet them and then raise them.

The research can encourage this.

----------

I discuss this in more detail on the show including other related concepts that can really help you to put this into context.

Check it out here.

I talk about research a lot.

I'm always trying to develop my standards to remain useful and relevant.

I encourage you to develop your standards to remain useful and relevant.

Maybe we need the researchers to develop their standards to remain useful and relevant too.

----------

Let me know about the Linkedin Lives!

----------

As always?

I’m cheering you on.?

Dr. Jonathan?

Whenever you're ready, there are a few ways I can support your Inclusion Journey:

1.?????Work with me 1:1?

2.?????Get Practical Book Insights?

3.?????Get our Free Email Course?