The cyclical relationship between innovation and inclusion in the workplace

A key to gaining buy-in for #diversity and inclusion initiatives is to first account for the 80% of people that feel they aren't assigned the good work and then find ways to make distribution more equal.

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Who’s interested: Primary – CXOs and Senior Leaders, Secondary – DEI practioners

Takeaway(s):
– A recent workplace analysis showed that more #inclusive companies were 1.7 times more likely to be #innovative leaders in their field.
– An inclusive innovation process is often referred to as co-creation, which stresses the importance of collaboration among all members of an organization – vs. the dominance of a small group of individuals making decisions
– Resistance to #change, competitiveness and workplace norms operate as barriers. #Leadership and their commitment will accelerate inclusion.

ideascape view: When discussing inclusion, our conversations often move into the Pareto 80/20 distribution principle (20% are assigned 80% of the “good” work). A key to gaining buy-in for #diversity and inclusion initiatives is to first account for the 80% of people that feel they aren’t assigned the good work and then find ways to make distribution more equal. Evaluating these practices first, and changing them, should free employees to feel they’re getting a “fair” shot and can lead to a greater openness to accepting other inclusion initiatives.

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