Diversity and Inclusion faces a chicken and egg problem.

Leaders want evidence before they act.

But the evidence only appears after they act.

Key Topics Covered in This Episode:

1. The Chicken and Egg Problem of Diversity and Inclusion

2. Why Organisational Evidence Matters More Than External Reports

3. How to Use the Feasibility Filter to Build Internal Credibility

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Key Takeaways from This Episode:

1. The only way to create proof is to act first.

   • "They want evidence that inclusion works without doing the work that creates the evidence."

2. Building your evidence is better than borrowing rand evidence.

   • "If you want credibility, you don’t have to borrow it from people you don’t trust."

3. The chicken and egg problem isn’t solved by reports. It’s solved by results.

   • "Most of that research is correlation, not causation."

Check out these resources (if applicable):

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Inclusion isn’t failing because people don’t care.
It’s failing because people aren’t incentivised to act inclusive.

Key Topics Covered in This Episode:

1. The Incentive Problem of Diversity and Inclusion
2. Why Inclusion Efforts Stall Despite Good Intentions
3. How to Design Incentives That Actually Reward Inclusion

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Key Takeaways from This Episode:

1. People follow the incentives.
   
   • "People aren’t skipping inclusion because they don’t care. They’re responding to the incentives in front of them."
2. The real inclusion gap is about accountability.
   
   • "If time spent on inclusion feels invisible, people will always choose something else."
3. Don’t ask for inclusion unless you’re willing to incentivise it
   
   • "Reward people who act inclusively"

Check out these resources :

3 Reasons You Should Conduct Social Experiments in Your Employee Resource Groups to Promote Diversity

ERGs are “a waste of time.”
Too many people think this.

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Key Takeaways from This Episode:

You can’t scale ERGs if participation is penalised.

"It’s not a lack of commitment. It’s an incentive problem."

Stop pitching passion; start mapping outcomes.

"Leaders want to see business impact."

Instrumental ERGs lead to strategic integration.

"Frame them as business-critical projects."

Check out these resources (if applicable):

Why The 2 Core Functions Of An Employee Resource Group Matter For Diversity & Inclusion

Dr Jonathan’s Thesis