The Element Of Inclusion

If your inclusion work keeps producing activity but not lasting results, the foundation is the problem. Here I break down why the long way is actually the shortcut. In this episode we cover: Why skipping diagnostic work guarantees failure How foundational effort compounds over time When quick wins collapse under scrutiny If you're finding that your initiatives look good on paper but nothing sticks beyond the first year, start here: https://realitycheck.elementofinclusion.com/

If your organisation treats AI as a technology problem, the people decisions it shapes go unchecked. Here I explain why managing AI is an inclusion problem. In this episode we cover: Why the experience of exclusion is becoming universal How inclusion skills apply directly to AI decisions Why "people are most important" is being challenged If you're finding that AI is reshaping how decisions get made about people in your organisation and nobody is asking whether those decisions are fair, start here: https://implementation.elementofinclusion.com/

If leadership is using AI as permission to stop investing in people, that is an inclusion decision. Here I break down why. In this episode we cover: How AI gave leadership permission to withdraw investment Why productivity targets are assumptions not claims When broken infrastructure makes AI strategy impossible Episodes referenced: Why "We Have Copilot" Is Not A Modern HR Strategy I Asked 100 HR Leaders If They Use AI. Here's What They Actually Said. If you're finding that leadership treats AI as the answer but can't explain what workforce problem it's actually solving, start here: https://xray.elementofinclusion.com/

If 'We have Copilot' passes for your AI strategy, you're scaling decisions you can't explain. Here I examine three structural risks. In this episode we cover: Why having Copilot is an untested assumption How AI scales broken systems at speed Why HR owns AI consequences, not IT Episodes referenced: The Incentive Problem of Diversity and Inclusion I Asked 100 HR Leaders If They Use AI. Here's What They Actually Said. If you're finding that AI is making people decisions in your organisation but nobody can explain or audit them, start here: https://realitycheck.elementofinclusion.com/

If AI is making people decisions nobody examines, HR is accountable for outcomes it cannot explain. Here I unpack what 100 leaders missed. In this episode we cover: How AI reproduces historical bias at scale Why most HR leaders stopped asking about fairness When data becomes evidence and why it matters If you're finding that AI tools are making decisions about your people and you can't explain how, start here: https://realitycheck.elementofinclusion.com/

If AI is reshaping roles in your organisation without process or transparency, trust collapses. Here I examine why inclusion is now everyone's problem. In this episode we cover: * Why AI displacement mirrors minority workplace experiences * How inclusion was always a universal principle * Why the majority will demand inclusive workplaces Resources referenced in this episode: * Oracle cuts 30,000 jobs to fund AI infrastructure (March 2026): https://www.cnbc.com/2026/03/31/oracle-layoffs-ai-spending.html * Block cuts 4,000 employees, 40% of workforce, tied to AI (February 2026): https://www.cnn.com/2026/02/26/business/block-layoffs-ai-jack-dorsey * Microsoft cuts 6,000 employees (May 2025): https://www.cnbc.com/2025/05/13/microsoft-layoffs.html * Salesforce reduces customer support from 9,000 to 5,000 using AI agents: https://tech.co/news/companies-replace-workers-with-ai * UPS cuts 48,000 jobs under automation restructuring: https://tech.co/news/companies-replace-workers-with-ai If you're finding that AI is reshaping roles and decisions faster than your inclusion processes can keep up, start here: https://implementation.elementofinclusion.com/

If your AI adoption scorecard rewards tool usage over decision quality, you are repeating a familiar mistake. Here I examine why adoption metrics are a false proxy. In this episode we cover: Why AI adoption scorecards measure the wrong thing How the proxy problem applies to AI metrics When compliance measures get dressed up as progress If you're finding that your metrics keep moving but nothing meaningfully improves, start here: https://realitycheck.elementofinclusion.com/

If hiring systems apply hidden filters, decision quality weakens and outcomes become indefensible. Here I explain how unseen rules shape results. In this episode we cover: How hidden filters shape candidate selection outcomes Why salary filters fail evidence tests When removing rules improves pipeline diversity If your challenge is proving hiring decisions with credible evidence, begin here: https://realitycheck.elementofinclusion.com/

If your inclusion calendar is full but nothing is measurably improving, here I break down why activity is not strategy. In this episode we cover: Why measuring outputs never proves strategic progress How superficial problems distract from solvable ones Why assuming the problem prevents you defining it If you're finding that your inclusion work is visible but no one believes it's driving results, start here: https://xray.elementofinclusion.com/

If inclusion decisions rely on anecdotes, weak claims shape strategy. Here I explain how to convert workplace stories into testable evidence. In this episode we cover: • How anecdotes become testable inclusion hypotheses • Why claims and assumptions block credible evidence • When PICOC turns ideas into measurable tests If your challenge is turning inclusion stories into measurable evidence, begin here: https://realitycheck.elementofinclusion.com/

If diversity is framed as morality not strategy, credibility weakens under pressure. Here I break down why rhetoric fails organisations. In this episode we cover: How platitudes weaken strategic positioning Why moral arguments collapse under scrutiny When rhetoric overrides commercial alignment If your challenge is earning credible leadership engagement for inclusion, start here: https://xray.elementofinclusion.com/

*]:pointer-events-auto scroll-mt-(--header-height)" dir="auto" tabindex="-1" data-turn-id= "53ec685c-4dc0-4f27-9594-e946ce486e4d" data-testid= "conversation-turn-1" data-scroll-anchor="false" data-turn="user"> *]:pointer-events-auto scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "request-WEB:3324455c-bcb3-4594-b23c-fdf22671f097-0" data-testid= "conversation-turn-2" data-scroll-anchor="true" data-turn= "assistant"> If inclusion work feels discretionary, it's liable to get cut, here I break down how to avoid this happening to you. In this episode we cover: • How discretionary work becomes budget risk • Why activity without outcomes invites scrutiny • When misalignment makes inclusion expendable If your challenge is securing real executive buy-in, start here: https://xray.elementofinclusion.com/

If inclusion initiatives collapse before leaders engage, momentum and credibility erode. Here I break down why buy-in fails early. In this episode we cover: How incentives discourage inclusion participation Why borrowed evidence weakens business cases When portfolio misalignment predicts disengagement If your challenge is earning credible leadership engagement for inclusion, start here: https://xray.elementofinclusion.com/

9 years ago I got my PhD That's when I became Dr. Jonathan No one expected it though...but some people did. Key Topics Covered in This Episode: Why Your Inclusion Journey May Look Better Than You Think The importance of paying attention to the right people How to encourage others on their inclusion journey Play the Episode for More Key Takeaways from This Episode: Your Inclusion Journey isn't going to be parties and parades. "My viva lasted 1 hr 45 mins" There are times when you're going to doubt yourself and your path "I had debt that looked like a phone number" There are people around you who never doubted you at all "They thought I had everything together" Check out these resources :  Dr Jonathan's PhD.     

So called Inclusion work is still dominated by fluffy language. Or charismatic, engaging people with no credibility once the lights come on. Key Topics Covered in This Episode: [Why Inclusion Requires More Rigour And Less Rhetoric] [The Rhetorical Problem of Diversity & Inclusion] [Three Ways to Introduce More Rigour Into Your Inclusion Work] Play the Episode for More Key Takeaways from This Episode: [Use a balanced approach to rhetoric] "More facts. Less feelings." [Use evidence to improve rigour] "We gather evidence to support or undermine a claim..." [Gather evidence from multiple sources] "You don't need to guess."

*]:pointer-events-auto [content-visibility:auto] supports-[content-visibility:auto]:[contain-intrinsic-size:auto_100lvh] scroll-mt-[calc(var(--header-height)+min(200px,max(70px,20svh)))]" dir="auto" tabindex="-1" data-turn-id= "request-WEB:de6dc77d-af4d-419f-b8cf-fcfb86d84785-4" data-testid= "conversation-turn-2" data-scroll-anchor="true" data-turn= "assistant"> If you weren't in the room, could someone else explain your business case for diversity or for inclusion? Key Topics Covered in This Episode: Why your business case for diversity should work without you in the room. Common mistakes leaders make when presenting their business case. The real test of whether your business case is understood Play the Episode for More Key Takeaways from This Episode: If they can't repeat it, it doesn't work. "People agree with things they don't understand all the time." If it only works for insiders, it doesn't work. "You're speaking with people who already agree with you." If random people don't get it. it doesn't work. "They travel well in everyday conversations." Check out these resources  BBC Diversity, Inclusion and Belonging Strategy    

If your inclusion work is being ignored, it's probably the numbers. Maybe you should borrow someone else's. Key Topics Covered in This Episode: Why you need to Borrow Other People's Numbers [Why inclusion teams struggle to get buy-in with their own metrics How to use familiar business metrics to build credibility Play the Episode for More Key Takeaways from This Episode: "Use numbers that everybody is familiar with." "Numbers are not neutral. Numbers are political." "They invite you into better conversations."

It seems that organisations are still getting inclusion wrong. Find out why! Here are some key messages from this episode Why Organisations Get Inclusion Wrong How Others Are Discussing What We Discuss Assumptions That Prevent Us From Being Inclusive and much more Play the episode for more. Here are some key takeaways from this episode Organisations Make 7 Predictable Errors That Include A One Size Fits All Approach "We also spoke about an internal copy and paste approach when you duplicate efforts from other departments or from your employee resource groups and expect the same results. This cookie cutter approach, this one size fits all approach is why organisations get inclusion wrong." Organisations Have Hidden Assumptions That Aren't Inclusive "Can you see how what appears to be a reasonable statement actually hides assumptions that we don't agree with? Not being aware of these hidden assumptions is why organisations get inclusion wrong." The Things Organisations Measure Don't Always Help Them To Create Change "I'm saying that being inclusive and scoring high on inclusion are not the same thing. This is illustrated in the article using an example of a multinational energy company that has an inclusion index with scores of 80 percent." Here are some resources so you can go deeper Why are we still getting inclusion wrong? Diversity Promises and Why You're Ignoring Them Check out these related episodes of the show. Why a One Size Fits All approach to Diversity is an Inclusion Mistake A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive 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  For everything else check this https://linktr.ee/elementofinclusion

The biggest reporting mistake isn't your format. It's assuming leadership cares. Key Topics Covered in This Episode: Why good metrics still get ignored The 3 filters that link inclusion work to leadership priorities How to present metrics that change minds and not check boxes Play the Episode for More Key Takeaways from This Episode: Why your DEI data isn't landing with leadership "You're measuring progress, but leadership wants proof of impact." How to use the 3Rs to translate metrics "Here's how to turn 'interesting data points' into compelling metrics that get attention, influence decisions and unlock budget. Use the 3Rs: Relevance. Risk. Return." What to stop doing so your reports create real impact "Stop assuming 'this should matter' is enough. Stop reporting numbers with no commercial hook. Stop sharing data that doesn't tie to decisions."    

You don't have to be an expert in everything to be an outstanding leader; but you do need the right mindset. Today, you'll hear from Fay Wallis, host of the HR Coffee Time podcast. A show dedicated to helping HR professionals grow their confidence, influence and leadership impact. Key Topics Covered in This Episode: What makes HR Coffee Time unique and why it resonates with HR professionals Common challenges HR and people leaders face as they move into senior roles The myths and misconceptions holding HR professionals back from leadership positions Play the Episode for More Key Takeaways from This Episode: You don't have to be an expert in everything. "They'll hold themselves back from doing it, or if they get the role, they'll go into a bit of a tailspin of panic." You may have to implement decisions that you fundamentally disagree with. "They can't publicly say, 'Okay everyone, it's back to the office. I completely disagree with the CEO and the rest of the senior leadership team...'" I want to help HR professionals feel confident stepping into Chief People Officer roles. "There's a lot of mystery around the role, and that, of course, equals fear around the role." Check out these resources: HR Coffee Time Episodes: Episode 115: Why negotiation skills can help your HR career & how to develop them, with Simon Duncan Episode 35: Helping teams thrive with personal user manuals Episode 144: A new chapter for HR Coffee Time – here's what's happening Book mentioned: Never Split the Difference by Chris Voss Websites: Main site: https://brightskyhr.co.uk/ The Essential HR Planner: https://essentialhrplanner.co.uk/ Reach out directly to Fay Wallis if you'd like a copy of her personal user manual. Connect with Fay on LinkedIn: Fay Wallis

I want to acknowledge the uncomfortable truth. You're heading into 2026 (or whatever next year is depending on when you're tuning in) with questions, uncertainty and if you're honest ….. fatigue. Key Topics Covered in This Episode: 3 Insights I Couldn't Ignore Understanding Your Narrative Arc The Importance of Evidence-Based Inclusion and Consistency Play the Episode for More Key Takeaways from This Episode: Your plan for next year is a logical step from what you've been doing "Your body of work, however large or however small is going to reveal insights about your preferences, your successes and therefore what you should do next." You need a method to keep you focussed "The only reason we gather evidence is to support or undermine claims, assumptions and hypotheses." Being consistent will make you remarkable "They weren't the most knowledgeable. They weren't the loudest. They were the ones who stayed consistent." Check out these resources: Dr. Jonathan's Thesis – See show notes for link to p166 and Appendix 3, outlining the process of reviewing and analysing work. Ask Dr Jonathan – An AI-powered version of the podcast and inclusion strategies.

I want to acknowledge the elephant in the room. You are under considerable pressure to engage in flags, food and fun. Key Topics Covered in This Episode: Why you need to fight the urge for Flags, Food and Fun Why Leaders Keep Falling Into This Trap What to do instead using Evidence Based Inclusion Play the Episode for More Key Takeaways from This Episode: Flags, Food and Fun is not the work. "This is Tokenism pretending to be Diversity." You need measurable results "People who think like this are focused on outputs… instead of outcomes." You need a method. "Evidence Based Inclusion... makes you immune to Flags, Food and Fun." Check out these resources How Employee Resource Groups Will Create Diverse and Inclusive Business Opportunities In The Future [Interview with Fernando Serpa]

I'm so Excited to share a huge update with you. This is the biggest thing I can do to help you on your inclusion journey. Key Topics Covered in This Episode: The inclusion problems you're facing and how to solve them using evidence Why I created the Ask Dr Jonathan beta tool (and what it can do for you) How I used my own method to test, validate, and build a breakthrough solution Play the Episode for More Key Takeaways from This Episode: I've made a huge breakthrough that will benefit you "Someone designed an inclusion strategy in less than an hour.." I'm showing you that the methods I use work "I created a hypothesis. I tested the hypothesis." This isn't just an update; it's documented evidence "This gave me evidence that it was a problem worth solving." Check out these resources (if applicable): Join the waitlist for the Ask Dr Jonathan Pro version.

Stop Comparing Your Inclusion Journey to Online Strangers It's really harming you. I think you need to stop. Key Topics Covered in This Episode: Stop Comparing Your Inclusion Journey to Online Strangers The Proxy Problem of Diversity and Inclusion Choosing Wisely Who You Compare Yourself To Play the Episode for More Key Takeaways from This Episode: Stop Comparing Your Inclusion Journey to Online Strangers "They were comparing themselves, their work, their inclusion journey to Random People On The Internet" Don't use false proxies to fake evidence for yourself "Are gala dinners a proxy for an inclusive workplace" Choose wisely who you decide is worthy of comparison "Did it ever occur to you that you get to choose who you compare yourself to" Check out these resources: The Benchmarking Mistake That's Holding Back Your Inclusion Work The Proxy Problem of Diversity, Equity and Inclusion

If you need encouragement on your inclusion journey this message is for you. You're finding this because you need it. Key Topics Covered in This Episode: Why you should keep going on your inclusion journey Why you don't need a big budget to make a difference How to stay focused and avoid distractions on your inclusion journey Play the Episode for More Key Takeaways from This Episode: You're doing better than you think you are. "You're the one trying to build a culture that often fights back." You don't need a big budget. "They're too busy doing what looks boring in photos and videos." You're not alone "I'm on a mission to help a million people like you to make your workplace inclusive."

How Automating Feedback Kills Inclusion Everyone's talking a lot about Artificial Intelligence at work. The promise is things will get better but I've spoken to a leader who said then when it comes to trust. It makes things worse. For inclusion. Key Topics Covered in This Episode: How Automating Feedback Kills Inclusion The Feedback Fallacy and Why It's a Problem Social Exchange Theory and Its Role in Building Inclusive Workplaces Play the Episode for More Key Takeaways from This Episode: Automating feedback destroys trust. "Last week I spoke to an HR leader in an education business who said: 'AI shouldn't be taking the feedback responsibility away from managers. Managers need to learn how to write good feedback.'" Feedback is a social exchange, not a software task. "If someone gives you feedback, if you are open to feedback from that person. It's likely that you trust that person. It's likely that they earned that trust." Trust is the foundation of inclusion. "The first thing is to earn trust. This means you must... but it also means creating an environment where people can trust each other. We find this takes place via social exchanges." Check out these resources (if applicable): 3 Frameworks I Use To Build Inclusive Workplaces

To create an inclusive workplace you may need to stop from time to time. Maybe it's time for you to take a break. Key Topics Covered in This Episode: Why you may need to take a break from inclusion Why charismatic voices with narrow experience can be harmful How taking a break can improve your motivation and clarity Play the Episode for More Key Takeaways from This Episode: Take a break if you need it. "If you need to take a short break to realise that, then by all means do it." A break is not quitting. "I wasn't quitting. I wasn't burned out. What I did switch off was paying attention to all the noise that you find on social media." You've got more control than you think? "The basics of high impact inclusion work are within your control."

Inclusion work is often unsustainable for 1 simple reason. It never makes it into the portfolio of projects that matter to the business. Key Topics Covered in This Episode: [The Portfolio Problem of Diversity and Inclusion] [How inclusion can contribute to performance, accountability, and sustainability] [Three practical ways to build a business case for inclusion] Play the Episode for More Key Takeaways from This Episode: If it's not in the portfolio, it's not protected. "They don't get tracked. They don't get funded. And they don't survive." Clear business cases travel further than clever ones. "You're not trying to sound impressive. You're trying to make sense." Inclusion isn't a favour — it's a function. "Does it help us deliver results?"

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: The Chicken and Egg Problem of Diversity and Inclusion Why Organisational Evidence Matters More Than External Reports How to Use the Feasibility Filter to Build Internal Credibility Play the Episode for More Key Takeaways from This Episode: The only way to create proof is to act first. "They want evidence that inclusion works without doing the work that creates the evidence." 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." 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: The Incentive Problem of Diversity and Inclusion Why Inclusion Efforts Stall Despite Good Intentions How to Design Incentives That Actually Reward Inclusion Play the Episode for More Key Takeaways from This Episode: People follow the incentives. "People aren't skipping inclusion because they don't care. They're responding to the incentives in front of them." The real inclusion gap is about accountability. "If time spent on inclusion feels invisible, people will always choose something else." 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. Play the Episode for More 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  

You've heard people telling stories and acting like it's evidence. but how do you turn anecdotes into evidence?  Key Topics Covered in This Episode: Why anecdotes are claims not conclusions The difference between claims, assumptions, and hypotheses How to test ideas without wasting time or budget Play the Episode for More Key Takeaways from This Episode: Anecdotes are starting points, not stopping points. "The story is typically making a claim and they are presenting it as evidence." Anecdotes are hiding places for claims "These are statements but if you've been to enough panel events you'll hear a witty story wrapped around it." Claims aren't conclusions until they're tested. "We don't just accept that. We test it. We gather evidence to support or contradict it." Check out these resources: Reconstructing Inclusion by Amri B. Johnson   "You are harder to ignore when you have evidence to support your claims. It works like a magic pill!"

Things are moving so fast with Ask Dr Jonathan. I want to give you an update and make you a special time sensitive offer you can't refuse. Key Topics Covered in This Episode: How to Build an Inclusion Strategy in 60 Minutes Why Ask Dr Jonathan is More Than a Virtual Librarian Details of the Inclusion Impact Sprint Offer Play the Episode for More Key Takeaways from This Episode: You walk away with documents, not just discussions. "We generated step by step processes." No deliverables? No payment. Zero risk. "If you don't leave with a board-ready brief and a 7-day pilot roadmap your leaders can use, you don't pay." You've got until August 29th to move. "Deadline is Friday 29th August" Check out these resources (if applicable): Inclusion Impact Sprint – A high-impact, time-sensitive offer with only 10 spaces (7 remaining at time of recording). Book your Sprint here. 

I collect inclusive frameworks like investors collect properties. I've got 3 three I use all the time. Key Topics Covered in This Episode: The 4 Stages of Psychological Safety Social Exchange Theory PICOC Framework Play the Episode for More Key Takeaways from This Episode: There are 4 stages of Psychological Safety "This model acts as if the beginning of psychological safety has achieved that." Social exchange is built on trust "This is why you also have a social contract — this reflects social exchange, unspecified obligations, no formal contract so you need trust." We use PICOC to get really specific about inclusion work "Instead of vague goals like 'We want more diversity,' PICOC forces clarity." Check out these resources: The 4 Stages of Psychological Safety by Timothy R. Clark Justice in Social Exchange by Peter M. Blau (1964) Evidence-Based Management by Eric Barends and Denise Rousseau

I'm not here to help you pass an exam. I'm here to help you get results. Key Topics Covered in This Episode: How to use a simple Inclusion Test in your workplace Why the Inclusion Test is about changing conditions, not memorising content A favourite example of using this in real life. Play the Episode for More Key Takeaways from This Episode: Insights are useless until it's applied at work. "I love education… but you know what I love even more? Using what you've learned to make a difference in your life." Inclusion Test is pass/fail "No attempt is a fail. Any attempt with a measurable result is a pass… too many people fail." Every episode's question is a blueprint for action. "At the beginning I tell you what I'm going to cover… at the end, I ask a practical question. The answer to that question is an action." Check out these resources: Diversity Pay Gaps: The Explanation You Need To Understand

Things are moving a lot faster than I expected. I've got a special invitation for you — and I'm excited to share this. Key Topics Covered in This Episode: [My Best Offer Yet — And How You Can Be Part of It] [How This Podcast Became the Longest-Running Inclusion Podcast in the World] [Introducing "Ask Dr Jonathan" — A Custom AI Thought Partner Trained on the Podcast] Play the Episode for More Key Takeaways from This Episode: Work with me to build a resource you'll actually use. "This isn't just a product. It's a tool built with you — not just for you." There are only 100 spaces — and they will go fast. "I'm creating a Founders Circle. A private group of forward-thinking leaders helping shape the future of evidence-based inclusion." When it's gone, it's gone. "And would like to get that at a once in a lifetime rate... then this is for you." Check out these resources: AskDrJonathan.co – Apply to be part of the Founders Circle The Birthday Special : 7 Essential Inclusion Lessons from 7 Years of Podcasting

Not sure if your inclusion work is making an impact? These 3 questions will show you… fast. Key Topics Covered in This Episode: How we use The Feasibility Filter  Why parties, parades and panel events don't help you why you need leading indicators for your work  Play the Episode for More Key Takeaways from This Episode: Are We Solving a Problem That Matters to the Organisation? "If the problem doesn't link to the business, you've got no business talking about it." What's the outcome we want "Training is not an outcome." Can We Show What's Changed? "This is the question that separates progress from empty gestures." Check out these resources: Ask Dr. Jonathan: A free tool offering instant access to Dr. Jonathan's ideas, principles, and actionable advice—based on 400+ podcast episodes, 200+ newsletter editions, and 10+ years of experience with FTSE 100 and Fortune 500 companies. Try it here.  Progress You Can Prove: Everything you need to prove your organisation is becoming more inclusive. Get it here. 

Every week, leaders like you tell me how much you love this podcast. But you wish you could ask me questions — in real time. Key Topics Covered in This Episode: Ask Dr Jonathan – The AI Tool Built on Evidence-Based Inclusion Why Accessing Inclusion Frameworks Should Be Easier How to Participate in Testing the Ask Dr Jonathan Tool Play the Episode for More Key Takeaways from This Episode: You're not the only collecting Evidence. I do too. "Evidence-based inclusion requires us to gather evidence." Don't be ashamed to try when you're not ready "There are going to be shortcomings. But I'm still shipping it." You are the reason I'm doing this "This serves my mission: To help a million people like you." Check out these resources: Get access to Ask Dr. Jonathan here. 

You're the average of the five people you compare yourself to. Did it ever occur to you that you're comparing yourself to the wrong people? Key Topics Covered in This Episode: Why starting with borrowed benchmarks sets you up to fail. How to tell if a benchmark is applicable to your setting. How to choose benchmarks that inform decisions. Play the Episode for More Key Takeaways from This Episode: Bad Benchmarks Start With Bad Comparisons "A benchmark that reflects their priorities won't help you track your progress." Insight is more valuable than performance scores. "What would we do differently if this number changed?" Benchmarks must help you steer, not just score. "If it doesn't help you decide what to do next, it's not useful." Check out these resources: Progress You Can Prove – The new programme mentioned in the episode

Most DEI metrics are just a pantomime. They're not tracking things that matter. Key Topics Covered in This Episode: Why most DEI efforts fail before any work has begun Why "quick wins" often become long-term liabilities How to test your inclusion project before investing in delivery Play the Episode for More Key Takeaways from This Episode: Outputs don't prove progress: outcomes do. "Training is not an outcome." Specific problems demand specific solutions. "You can track how many people turned up to an event. You can count how many policies you updated. You can show how many people completed a training course. And none of it may be relevant." Focus on preventions instead of a cure. "You'd be surprised how often I see strategies full of goals that sound good, but don't translate into day-to-day actions." Check out these resources: Business Case in a Box – A course that helps you build a business case your CFO can trust Progress You Can Prove – A course to help you track and show how your organisation is becoming more inclusive (coming soon) Evidence Based Inclusion System – A course to help you implement a repeatable, systematic process for inclusion (coming soon)

Every organisation has its problems. But not all of them are worth solving. Key Topics Covered in This Episode: the 5 point feasibility test we use with our clients How copying others' inclusion strategies leads you off course Our shortcut to reveal which workplace problems are fixable Play the Episode for More Key Takeaways from This Episode: Solvable problems build inclusion "A solvable inclusion problem isn't something that feels important. It's something that stands up to scrutiny. It passes what we call the Feasibility Filter: If a problem isn't Clear, Connected, Commercial, Credible and Causal, it's not ready to solve." Business alignment isn't optional; it's essential. "You don't need a generic business case for diversity. You need your business case for diversity. What does your problem matter to your specific organisation? If the problem doesn't link to the business, you've got no business talking about it." Without cause, there's no effect. "If you can't explain how the problem happens, you can't fix it. A solvable problem needs a clear explanation of what causes it, when it shows up, and what it leads to if ignored. That's where a logic model comes in. It maps the cause-and-effect chain that links daily experiences to measurable outcomes." Check out these resources : Business Case in a Box – A course that helps you build a business case your CFO can trust Progress You Can Prove – A course to help you track and show how your organisation is becoming more inclusive (coming soon) Evidence Based Inclusion System – A course to help you implement a repeatable, systematic process for inclusion (coming soon)      

This is episode 400 of the show. I'm more excited than I've ever been about supporting you. Key Topics Covered in This Episode: Why the podcast now focuses on high-impact inclusion work Why narrowing my focus increases my overall impact Some resources I'm building to help you Play the Episode for More Key Takeaways from This Episode: Element of Inclusion has hit 400 episodes "I notice this in the milestone episodes like this. I can be really tough on myself. The title of Episode 300 was 'I'm Sorry I Let You Down'... But this year. I've made it happen." We're creating a product ecosystem to help you achieve your goals "I'm building out a product ecosystem to help you if you want to implement this yourself... These are things I've already tried and tested in our Inclusion Ready Leader Program. But it's going to be more affordable because it's self-paced." Check out the shownotes to get on the waiting list "If you want Business Case in a Box. Or to get on the waiting list for the other products. Check out the shownotes." Check out these resources: Business Case in a Box – A course that helps you build a business case your CFO can trust Progress You Can Prove – A course to help you track and show how your organisation is becoming more inclusive (coming soon) Evidence Based Inclusion System – A course to help you implement a repeatable, systematic process for inclusion (coming soon) Episode 300 : Sorry I Let you down  Episode 1: Pilot : 

Do you have a system that proves your inclusion work is making progress? IF NOT I'm going to give you 7 tips that we use with our clients so they show people that that they are becoming more inclusive. Key Topics Covered in This Episode: How to choose problems your leadership actually cares about How to design actions that actually improve inclusion How specific outcomes make your work easier to defend Play the Episode for More Key Takeaways from This Episode: Solve problems your organisation already cares about. "Too many of you waste effort and energy on issues leadership doesn't prioritise." Clear success metrics make your work harder to ignore. "Without specifying exactly who you're supporting and what measurable success looks like, it's impossible to prove progress." Plan inclusion actions like business interventions. "Without targeted actions tied to clear outcomes, inclusion work is random." Check out these resources : Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously. Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO.  (Get Access Here)

Do you have a system that proves your inclusion work is making progress? IF NOT I'm going to give you 7 tips that we use with our clients so they show people that that they are becoming more inclusive. Key Topics Covered in This Episode: How to choose problems your leadership actually cares about How to design actions that actually improve inclusion How specific outcomes make your work easier to defend Play the Episode for More Key Takeaways from This Episode: Solve problems your organisation already cares about. "Too many of you waste effort and energy on issues leadership doesn't prioritise." Clear success metrics make your work harder to ignore. "Without specifying exactly who you're supporting and what measurable success looks like, it's impossible to prove progress." Plan inclusion actions like business interventions. "Without targeted actions tied to clear outcomes, inclusion work is random." Check out these resources : Business Case in a Box: Build a Business Case for Inclusion your CFO will take seriously. Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO.  (Get Access Here)

I Know You're Afraid To Talk About Inclusion. I'm Afraid Too. That sounds weird coming from someone who talks about Inclusion everyday. Key Topics Covered in This Episode: Why speaking in context protects your credibility. How relevance reduces risk when discussing inclusion How to test if someone is open to evidence. Play the Episode for More Key Takeaways from This Episode: Relevance gives your words more power. "When you talk about inclusion or diversity or race. Is in context of the space you're in?" Context protects you and builds trust. "It would be out of context if I started giving you travel tips. Or if I started giving you dating advice. Or if I started talking about gardening. Those things are out of context." Reasonable people change when shown the evidence. "One of my tests of if a person is reasonable is if they change their mind when presented with new trustworthy evidence. " Check out these resources : Confronting My Personal Fear of Speaking Up About Diversity and Inclusion Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO.  (Get Access Here)  

I have some very strong very unpopular opinions about the so called business case for diversity. I'm not going to change them anytime soon. Key Topics Covered in This Episode: Why the real business case is already inside your organisation Why business case for diversity is like shouting at sunset 3 reasons why the wrong business case leaves you exposed Play the Episode for More Key Takeaways from This Episode: Reveal your business case don't rip it off "What I'm saying is. It's not something that you introduce to the business. In fact, your job is to reveal the business case that is already there. It's hiding in your inbox. It's camouflaged in the conversations you have." Your business case is hiding in plain sight "This isn't about changing minds. It's about surfacing the logic that already exists. There is a business logic that is screaming at you." Be careful with DEI Guru's talking about McKinsey Reports "They use the McKinsey Report as evidence. Guess what. Anyone who reads the report has to acknowledge that the reports want you to believe that. However, they don't know if Diversity leads to greater profits. Or greater profits lead to diversity." Check out these resources: Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO.  (Get Access Here) Pilot Episode : The Diversity Advice No One Will Give You.  How Cultural Heterogeneity Relates To A Business Case For Diversity

I have some very strong very unpopular opinions about the so called business case for diversity. I'm not going to change them anytime soon. Key Topics Covered in This Episode: Why the real business case is already inside your organisation Why business case for diversity is like shouting at sunset 3 reasons why the wrong business case leaves you exposed Play the Episode for More Key Takeaways from This Episode: Reveal your business case don't rip it off "What I'm saying is. It's not something that you introduce to the business. In fact, your job is to reveal the business case that is already there. It's hiding in your inbox. It's camouflaged in the conversations you have." Your business case is hiding in plain sight "This isn't about changing minds. It's about surfacing the logic that already exists. There is a business logic that is screaming at you." Be careful with DEI Guru's talking about McKinsey Reports "They use the McKinsey Report as evidence. Guess what. Anyone who reads the report has to acknowledge that the reports want you to believe that. However, they don't know if Diversity leads to greater profits. Or greater profits lead to diversity." Check out these resources: Free 2-minute audit tool: Check if your business case for inclusion would make sense to your CFO.  (Get Access Here) Pilot Episode : The Diversity Advice No One Will Give You.  How Cultural Heterogeneity Relates To A Business Case For Diversity

There's a group of people who are going to struggle to build inclusion over the next few years. I'm going to explain who they are so you can avoid becoming one of them. Key Topics Covered in This Episode: Why emotional appeals fall flat with business stakeholders. How structured conversations build real-world credibility. Why inclusion must align with a measurable business problem. Play the Episode for More Key Takeaways from This Episode: I want to make the next logical step easy for you. "This is where most People Leaders freeze. The ask is too vague ('more support'), too broad ('change the culture'), or too ambitious ('overhaul everything'). Instead, make the next step: logical, specific, aligned with business priorities." I want to help you stop guessing and start leading. "Your business case isn't complete until it's been pressure-tested. Not in a focus group. Not in a steering committee. In real conversations—with people who don't already agree with you." I want to work with leaders who are ready to stop ticking boxes and start leading with impact. "If you don't have a business case for diversity or inclusion, one will be given to you. It probably won't be yours. It will belong to someone else. It will be provided by someone who does not have your best interests at heart." Check out these resources: Business Case in a Box.  Everything you need to build a business case for inclusion your CFO can trust.