The The Inclusion Conversations You Are Avoiding You Are Avoiding Edge of Difference

The Inclusion Conversations You Are Avoiding

Edge of Difference

The inclusion conversations
you are avoiding

Answer 10 honest questions. We will tell you which of the 5 conversations your organisation most needs to have right now.

0 of 10 answered

Question 01

When people in your organisation hear the words “diversity and inclusion”, what is the most common reaction?

Resistance or pushback some see it as taking something away Polite indifference it feels separate from the real work Fatigue we have done training but nothing has changed Uncertainty people are not sure it applies to them personally Disconnection we have groups and initiatives but engagement is low

Question 02

How does your leadership team talk about inclusion work in relation to business objectives?

It is rarely linked inclusion sits separately from strategy Some leaders actively question whether it is worth the effort Leaders talk about it but struggle to show tangible results Leaders sponsor groups but do not know if they are making impact Leaders assume it is someone else’s job, not theirs personally

Question 03

What happens when you invest in inclusion-related training in your organisation?

People attend but behaviour does not really change afterwards Some people are vocal about not seeing the point It gets deprioritised when there are competing business demands People in leadership positions do not feel it applies to their own actions The same small group engages while the majority stays uninvolved

Question 04

How would you describe the language your organisation uses around inclusion?

The terminology causes friction words like equity feel politically charged The language feels like a separate workstream, not everyday culture Leaders talk the talk but employees do not see it in their managers’ actions There is good intent but no clear framework for what good looks like Inclusion is something that employee groups own, not the whole organisation

Question 05

When employees raise concerns about inclusion, what typically happens?

Concerns are listened to but leaders do not always reflect on their own role There is sometimes defensiveness or the concern is minimised It goes to the employee group who lack the power to drive real change It gets noted but other priorities mean action is delayed or dropped More training is commissioned but the root cause is not addressed

Question 06

Where does accountability for inclusion sit in your organisation?

Mainly with employee resource groups or a single ERG lead With HR, largely disconnected from line managers and leaders Nominally with everyone, but in practice nobody owns it fully With a few senior sponsors, but not embedded in how we lead day to day With L&D we rely on programmes to shift culture

Question 07

How do people in your organisation react to awareness days, campaigns, or celebration events?

Cynicism people feel it is performative rather than meaningful Enthusiasm from some but no connection to lasting change It is left to volunteer groups who burn out organising events Distraction some managers see it as time away from real work Mixed some leaders engage visibly, others stay on the sidelines

Question 08

When you think honestly about your organisation’s biggest inclusion blocker, what comes to mind?

We train people but the culture does not follow through Inclusion is not seen as core to our commercial success There is active or passive resistance from some people Our groups and initiatives do not have enough reach or impact Leaders say the right things but do not model inclusive behaviours

Question 09

How confident are you that your organisation’s inclusion work is creating genuine cultural change?

Not confident it feels like activity without transformation Somewhat but I am not sure leaders truly own it It is hard to tell there is resistance that blocks honest evaluation Partially the committed few are doing great work but it is not scaling We have done a lot but engagement data tells a different story

Question 10

If you could change one thing about how inclusion works in your organisation right now, what would it be?

Every leader would genuinely see themselves as part of the solution The narrative would shift from threat to opportunity Our employee groups would have the frameworks to drive real impact Inclusion would be embedded in our strategy, not bolted on Training would actually change behaviour and culture, not just tick a box

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The Inclusion Conversations You Are Avoiding

The inclusion conversationsyou are avoiding

Get your result

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Recent Posts

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The inclusion conversations
you are avoiding