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Inclusive Growth Show
I love driving diversity and inclusion at the leadership level. Each week, I host insightful conversations where we explore the journey of inclusive growth, discuss strategies for engaging senior leaders in equity, diversity, and inclusion, and share practical tips to inspire and empower meaningful change.
Inclusive Growth Show
Transforming Your Workplace: Inclusive Leadership and Practical Strategies with Toby Mildon
This isn't my usual podcast episode, so you're in for a treat. This one is unique because it's 100% AI-generated. It's a bit cheesy, but I've been experimenting with Google's Notebook LM. One cool feature is that you can upload lots of documents and ask the AI to summarize them and answer questions. It can even create an AI-generated podcast episode that dives deep into whatever documents you upload.
For this experiment, I had Google's Notebook LM talk about my two books, Inclusive Growth and Building Inclusivity, along with some other materials I've recently published on my website. This episode is the result of that experiment. I hope you enjoy it! Remember, it's entirely AI-generated and a bit cheesy, but I love trying out new technologies.
In my books, I discuss how AI has a dark side due to inherent biases in its content. However, if used correctly, AI and machine learning can help accelerate diversity and inclusion. For example, I've been working with the University of Salford to see how AI can automatically analyze diversity data to give businesses real-time insights into their workforce's diversity.
More impressively, AI can analyze employee feedback and sentiment within seconds. It can identify key themes about how employees feel in the organization. You can use this data to inform your equity, diversity, and inclusion strategy. The prototype software I've built can do this analysis in split seconds.
Typically, analyzing a diversity and inclusion survey takes two or three days for a human to complete and report findings to a client. With AI, we can turn this around in mere seconds.
So sit back, enjoy this episode, and I look forward to hearing your feedback!
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Unlock the secrets to creating an inclusive workplace with Toby Mildon, author of "Building Inclusivity" and "Inclusive Growth." Learn how to transform your organization through comprehensive change management, as Mildon shares invaluable insights from his journey as a disabled professional. He likens the process of fostering inclusivity to implementing a massive IT system—requiring meticulous planning, universal buy-in, and relentless effort. Discover how diversity in thought, experience, and leadership style can revolutionize decision-making, and explore practical tools like the GC Index to ensure balanced and inclusive leadership.
We'll also dive into Toby's Perceptions Inclusive Leadership Behaviors Checklist, a powerful framework for evaluating and enhancing leader inclusivity. By embracing human-centered design, organizations can create employee experiences that break down barriers to inclusivity. Hear about real-world examples, including a standout case from Intuit, and the role of technology in fostering a culture of respect and continuous improvement. Celebrate the wins and use them as a catalyst for ongoing positive change. Join us for actionable strategies and inspiring stories that will help your workplace not only embrace inclusivity but truly thrive.
If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.
Okay, so today we are doing a deep dive into building an inclusive workplace.
Speaker 2:Like a plan.
Speaker 1:We're going to be looking at Toby Mildon. He's got some really interesting stuff.
Speaker 2:Yeah, he's great.
Speaker 1:We've got excerpts from his books Building Inclusivity and Inclusive Growth.
Speaker 2:Awesome.
Speaker 1:And a brochure from his consultancy as well.
Speaker 2:Oh cool.
Speaker 1:So he's got a lot of experience in this space and we're going to try to pull out the most actionable insights for you.
Speaker 2:Yeah, and what's really interesting about Mildon, and I think makes him so effective, is that he brings in his own personal experience as a disabled professional.
Speaker 1:Yeah.
Speaker 2:And the kind of exclusion that he's faced.
Speaker 1:It's true.
Speaker 2:Which adds a whole other level to his advice, I think.
Speaker 1:It does Like he has that story about being told to leave a client's office because his wheelchair was a fire hazard. Talk about a wake up call, right, so it's no wonder that he's so passionate about making workplaces better for everyone.
Speaker 2:And that passion really comes through in his approach. He's not just talking about like HR initiatives, he's really advocating for like a full on change management approach.
Speaker 1:Yeah.
Speaker 2:You know, he even compares it to like implementing a massive new IT system.
Speaker 1:Totally.
Speaker 2:You wouldn't just like plug it in and pray that it works Right? It takes planning and buy-in from like everyone across the organization and consistent effort to actually make it successful.
Speaker 1:Yeah.
Speaker 2:So that really resonated with me. It's a great successful yeah, so that really resonated with me.
Speaker 1:It's a great analogy.
Speaker 2:Yeah.
Speaker 1:And speaking of buy-in, you know he makes this really, I think, crucial point that inclusivity isn't just an HR project Right, it's everyone's responsibility. And he gives all these examples of different departments, like procurement, technology, internal comms.
Speaker 2:Yeah, yeah.
Speaker 1:They all have a role to play. For sure, it's about recognizing that inclusion touches every aspect of the employee experience.
Speaker 2:Yeah, and it's interesting, he takes it a step further and he says you know, true, inclusion goes beyond just demographics.
Speaker 1:Right.
Speaker 2:He's talking about, like diversity of thought and experiences and even leadership style.
Speaker 1:Yeah, yeah.
Speaker 2:He even mentions this tool called the GC Index. Have you heard of that?
Speaker 1:I have. Yeah, it's like it helps teams understand their natural strengths and weaknesses Exactly yeah.
Speaker 2:So it identifies different leadership styles and it can help create a more balanced leadership approach.
Speaker 1:Right.
Speaker 2:Which I think is crucial for you know inclusive decision making and problem solving, and think about it like how much more innovative and effective could your team be if you've got this wider range of perspectives at the table?
Speaker 1:That's a great point. So I mean we're talking about like a fundamental shift in company culture here. Totally yeah, and Mildon's a big advocate for leadership, walking the talk For sure. Right, it's not enough to just talk about inclusivity. Leaders need to model those inclusive behaviors every single day.
Speaker 2:Yeah, he actually provides this framework. It's called the Perceptions Inclusive Leadership Behaviors Checklist. I think you might find this useful. Oh, interesting. So it basically helps organizations kind of assess like, how are our leaders doing in terms of inclusivity?
Speaker 1:OK.
Speaker 2:It covers things like empathy, you know. Courage to challenge bias, creating a safe space for difficult conversation.
Speaker 1:Which is so important right.
Speaker 2:Absolutely.
Speaker 1:Especially for, like underrepresented groups who may not always feel comfortable speaking up.
Speaker 2:Right, exactly, yeah, and that actually leads us to another key aspect of Milden's approach, which is that he's a huge proponent of human centered design when it comes to the employee experience. Yeah, and really identifying, like, what are the potential roadblocks along the way and those could be anything from like an inaccessible website to you know, policies that don't work for single parents or caregivers.
Speaker 1:Right right.
Speaker 2:So many different things.
Speaker 1:It's about taking a step back and saying, ok, if I'm someone who you know has different needs or experiences than my own. Like what would that look like?
Speaker 2:Exactly yeah.
Speaker 1:How can we make this a more welcoming environment for everyone?
Speaker 2:And he actually gives this really cool example from Intuit the company behind TurboTax.
Speaker 1:Yeah.
Speaker 2:They use this like design for delight framework to really understand their customers' needs Right At a deep level.
Speaker 1:Yeah. And his point is that, like organizations can and should be applying those same principles to their employees, that's so smart, Instead of just assuming like oh, this is what our employees need Perspectives and design experiences that work for everyone.
Speaker 2:Precisely, and he even gets into, like how technology can be a real game changer when it comes to building inclusivity.
Speaker 1:Oh, okay, I'm ready to geek out a little bit.
Speaker 2:All right. Well, he suggests, you know, using data to your advantage. Um, you know, there are all these tools out there now, like he mentions in Chorus, which can like collect real time feedback from employees about their experiences.
Speaker 1:Wow.
Speaker 2:And this allows organizations to pinpoint, like, really specific areas for improvement.
Speaker 1:Wow.
Speaker 2:And as he puts it, he says until organizations are in a position to have fully respectful and inclusive cultures, we will not crack diversity. Like he sees technology as a key driver in achieving that cultural shift.
Speaker 1:It's like having a finger on the pulse, basically, of your organization's culture.
Speaker 2:Yeah.
Speaker 1:You know and constantly monitoring and adjusting.
Speaker 2:Yeah.
Speaker 1:To make sure that you are creating a more inclusive environment.
Speaker 2:And then you know what it's also important to celebrate those wins along the way yeah, to make sure that you are creating a more inclusive environment. And then you know what it's also important to celebrate those wins along the way.
Speaker 1:Yeah.
Speaker 2:And not just to like toot your own horn, but to inspire others.
Speaker 1:Right.
Speaker 2:And create this like ripple effect of positive change. I like that Right. Sharing those best practices, whether they're big or small, can make a real difference.
Speaker 1:Yeah, because success breeds success. Exactly Right, and by like highlighting those wins, you're showing everyone like this is possible. Yeah, this is what we can achieve. Exactly so, let's you know, strive for more, yeah, okay. So we've covered a lot of ground here, but one thing that's clear is that Mildon believes in a data-driven approach.
Speaker 2:Absolutely.
Speaker 1:To building inclusivity.
Speaker 2:Yeah.
Speaker 1:And that starts with collecting diversity data. Right, but he also recognizes that this can be a very sensitive area.
Speaker 2:Absolutely.
Speaker 1:So how can organizations gather this information in a way that's both effective but also respectful?
Speaker 2:What do you think Well, it's all about transparency and building trust. You know being really upfront with employees about why you're collecting this data. What do you think? Well, it's all about transparency and building trust Okay. You know being really upfront with employees about why you're collecting this data, how it's going to be used, what steps you're taking to protect their privacy.
Speaker 1:Sure.
Speaker 2:It's also crucial to like really communicate the benefits of participating. Yeah, you know, emphasizing how their feedback is going to contribute to creating a more inclusive workplace for everyone.
Speaker 1:Right.
Speaker 2:And, of course, getting buy-in from leadership is absolutely crucial. Right when leaders are actively participating, encouraging others to do the same, it sets the tone for the entire organization.
Speaker 1:It makes it clear that this isn't just like a you know, check the box exercise. This is about genuinely creating a workplace where everyone feels valued and respected.
Speaker 2:Absolutely yeah.
Speaker 1:And empowered to bring their full selves to work.
Speaker 2:And then, once you've collected that data, it's not enough to just like let it sit there Right, you need a plan for how you're going to actually interpret those insights and translate them into meaningful action.
Speaker 1:Right.
Speaker 2:Which actually brings us to another interesting point that he makes. He's a big proponent of not just relying on quantitative data. You know the numbers. He emphasizes the importance of qualitative data as well. Oh, interesting.
Speaker 1:So we talked about the data, the strategy, implementation, all that good stuff Right, all important. But Mildon also highlights this other aspect that I think sometimes gets overlooked, which is celebration.
Speaker 2:Yes.
Speaker 1:And he's not talking about just like throwing a party.
Speaker 2:No, no, no. It's about taking it to the next level. You've you know, you've done all this work. You've made these changes. Now it's time to kind of shout it from the rooftops a little bit.
Speaker 1:OK, so how do you do that? How do organizations go about that?
Speaker 2:Well, he talks about the importance of social media for one.
Speaker 1:OK.
Speaker 2:And not just like broadcasting your message, but really engaging in those two way conversations, you know listening to feedback, monitoring your reputation online.
Speaker 1:It's showing up authentically, right, like it can't just be lip service. Absolutely, you have to actually be walking the walk.
Speaker 2:Exactly, and this is where those online platforms like Glassdoor, indeed, where employees can leave reviews, they can really make or break you, yeah, especially when it comes to attracting diverse talent.
Speaker 1:Everybody's social proof. People are going to be like, okay. Well, what are other people saying about this company? Totally, Is this a place where I'm actually going to feel welcome and included?
Speaker 2:Exactly, and that's where those online reviews can be so powerful.
Speaker 1:It's huge.
Speaker 2:He also talks about being strategic, about awards and benchmarks. You know, don't just go after every shiny object out there, right, really focus on the ones that are aligned with your values, with your ADI goals.
Speaker 1:Yeah, quality over quantity.
Speaker 2:Exactly. And when you do get that recognition, shout it from the rooftops right. Share those achievements internally and externally, celebrate you know, recognize the contributions of your team and inspire others to follow in your footsteps.
Speaker 1:I love that, and it doesn't just have to be these like formal awards or anything like that. What about just like sharing stories and best practices?
Speaker 2:Oh, he loves that. Okay, through blog posts, you know, case studies, even hosting events.
Speaker 1:Yeah.
Speaker 2:He sees those as really powerful ways to kind of like showcase your inclusive culture in action.
Speaker 1:Yeah, don't just tell me, show me.
Speaker 2:Exactly. Highlight those real stories from your employees. Share examples of how you've overcome challenges you know. Let your actions speak for themselves.
Speaker 1:Yeah, bring that journey to life Exactly. It's so much more powerful. And inspire others and inspire others to take action Right.
Speaker 2:Absolutely, absolutely. And he even talks about partnering with organizations that share your values, whether it's recruitment agencies that specialize in diversity and inclusion, or, you know, industry groups that are promoting best practices, even universities that are, you know, trying to build a more diverse pipeline of future talent.
Speaker 1:Yeah.
Speaker 2:These partnerships can really amplify your message, expand your reach and help you build a stronger reputation for inclusivity.
Speaker 1:Yeah, we're all in this together.
Speaker 2:Exactly.
Speaker 1:And it takes a village.
Speaker 2:It does.
Speaker 1:So you know, join forces and work together to create a more equitable and inclusive world. This whole idea of celebrating progress kind of reminds me of that quote what gets measured gets done. You know, by celebrating those wins, big or small, we're not just like patting ourselves on the back, but we're reinforcing those inclusive behaviors and we're making it clear that this is an ongoing priority.
Speaker 2:Exactly. This is not a one and done, it's part of our DNA. Exactly this is who we are yeah yeah, it's an ongoing one and done. It's part of our DNA. Exactly this is who we are.
Speaker 1:Yeah, yeah, it's an ongoing commitment and it takes time, For sure. It takes effort, it takes heart. But you know, as Mildon so powerfully reminds us, he says until organizations are in a position to have fully respectful and inclusive cultures, we will not crack diversity.
Speaker 2:So true.
Speaker 1:So let's get to work and let's celebrate our successes along the way.
Speaker 2:So true, communication and celebration we covered a lot of ground today.
Speaker 1:We did cover a lot, but I think the key takeaway here is that building an inclusive workplace it's not a one-time project, it's an ongoing commitment. Right, it's about creating a culture where everyone feels valued, respected and empowered to bring their full selves to work.
Speaker 2:Absolutely. It's about creating a workplace where everyone can thrive.
Speaker 1:And on that note we'll wrap up this deep dive. Until next time, keep learning, keep growing.