Recognizing the importance of DEI is not a goal. It’s one point on the critical path to true workplace inclusion. Advocates are now focused on how to solve the tough, complicated challenges that get in the way of making that a reality. This episode is packed with practical advice from a globally recognized diversity, inclusion and leadership expert.
Stephen Frost is the Founder and CEO of Included, and his background includes serving as the Head of Diversity and Inclusion for the London Organising Committee of the Olympic Games and Paralympic Games as well as the head of D&I at KPMG. He’s taught Inclusive Leadership at Harvard Business School and advised the British Government, Royal Air Force and the White House. His latest book is called The Key to Inclusion: A Practical Guide to Diversity, Equity and Belonging for You, Your Team and Your Organization.
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3:39 The state of DEI today
7:40 The need for more accountability and thought-through strategy
12:16 Dialogue as an effective inclusion tactic
13:35 How to talk about the ROI of DEI activities
19:15 Cognitive load and inclusion
20:56 Enlisting CEO support for DEI
24:16 5 strategies for building inclusive organizations
27:36 How to pick which strategy to implement
28:43 How much does intrinsic motivation matter for driving DEI agendas
29:48 Lack of comprehension as a DEI inhibitor
31:37 Biases in organizational systems
35:30 Unconscious bias training or addressing the big issue?
37:20 Other barriers to inclusion and how to deal with them
40:57 Inclusion as a strategy
Stephen’s view on the greatest unmet wellbeing need at work today
"Particularly where we are in 2022, [it's] mental health. We're coming out of a pandemic, and something that people aren't great at talking about, particularly people who most need to talk about it. And so, perhaps if others in a stronger position could start the conversation, it would give everyone else an in."
What “working with humans” means to Stephen
“The joys and tribulations of working with messy, wonderful, irrational people. I think I think one thing I'd end on with with that is the platinum rule. I was always brought up to treat others as I would wish to be treated really nice. But the platinum rule goes further: Try and treat people as they wish to be treated. Because in so doing, you'll include them. They'll feel a sense of belonging. They'll open up, they'll reciprocate, you'll grow, you'll learn, you'll adapt, and we create a virtuous circle”
Follow: Stephen on LinkedIn.
Read: The Key to Inclusion: A Practical Guide to Diversity, Equity and Belonging for You, Your Team and Your Organization
Visit: Wayne McGregor's website