The Performative Problem of Diversity & Inclusion

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By Dr Jonathan Ashong-Lamptey Diversity & Inclusion I Broadcaster I Speaker I Protagonist, Dr Jonathan Ashong-Lamptey Diversity, and Inclusion I Broadcaster I Speaker I Protagonist. Discovered by Player FM and our community — copyright is owned by the publisher, not Player FM, and audio is streamed directly from their servers. Hit the Subscribe button to track updates in Player FM, or paste the feed URL into other podcast apps.

One of the accusations that gets thrown around about organisations is that when it comes to inclusion their behaviour is performative

What if we’re part of the problem?

Get your pen and paper ready because we’re talking about The Performative Problem of Diversity & Inclusion

In today’s show we discuss several things including:

  • An increasingly common accusation made against organisations
  • Why we may contribute to a Performative environment
  • What Digital Ethnography tells us about Performative Behaviours and much more

Here’s some of what we discuss on the show:

Performative behaviour is rampant in the 21st century

She goes on to say that we need to start viewing performative behaviour as extensions of fully formed individuals.”

Performative behaviour is one of the 7 common mistakes that organisations make on their inclusion journey

“The R stands for Reputation: Organisations Focus on credibility indicators and Reputation instead of addressing the problem”

It’s useful to consider the intentions of the performer

“This may help you with your decision; are their words and actions aligned?

SHOWNOTES

Exploring Diversity and Anti-Racism in the Workplace with Dr. Jonathan Ashong-Lamptey [Video]

Performative | Definition of Performative by Merriam-Webster

LOLZ OMG, I’M DEAD. The Rise of Performative Behavior in Social Media, and Its Implications for Digital Ethnography – EPIC

Katheleen Hartnett

The Reason You Are Ignoring The Diversity Promises Your Company Is Making To You

The Performance of Self In Everyday Life [Book Review]

The 7 Common Mistakes Experienced By Organisations

BUSINESS CASE: Rely on a generic BUSINESS case for diversity

REPUTATION: Focus on credibility indicators and REPUTATION instead of addressing the problem

INTERVENTION: Place their hope on a single INTERVENTION

SENSE: Rely on so called common SENSE instead of an evidence based approach

TIME: Try to address aspects of D&I One at a TIME

ONE SIZE: Use a ONE SIZE fits all approach to issues of D&I

LEADERS: Focus only on senior LEADERS

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