219 episodes

Hosted by Dr. Jonathan Ashong-Lamptey



Every week we inform and educate using applied research and thought leadership



Get your pen and paper ready because this is one of the world’s most valuable resources to help you on your Inclusion journey.



We provide book reviews, research breakdowns, explainers, opinion pieces, interviews and much more



We’re on a mission to help a million people like you to make your workplace more inclusive



To continue the conversation join us on Linkedin: The Element of Inclusion Community



We’re on a mission to help a million people like you to make your workplace more inclusive



To continue the conversation join us on Linkedin: The Element of Inclusion Community

The Element of Inclusion Dr Jonathan Ashong-Lamptey Diversity & Inclusion I Broadcaster I Speaker I Protagonist

    • Business
    • 4.5 • 81 Ratings

Hosted by Dr. Jonathan Ashong-Lamptey



Every week we inform and educate using applied research and thought leadership



Get your pen and paper ready because this is one of the world’s most valuable resources to help you on your Inclusion journey.



We provide book reviews, research breakdowns, explainers, opinion pieces, interviews and much more



We’re on a mission to help a million people like you to make your workplace more inclusive



To continue the conversation join us on Linkedin: The Element of Inclusion Community



We’re on a mission to help a million people like you to make your workplace more inclusive



To continue the conversation join us on Linkedin: The Element of Inclusion Community

    Is Your Diversity Approach About Individual or Group Differences?

    Is Your Diversity Approach About Individual or Group Differences?

    When we talk about Diversity

    Are you thinking individual differences or group differences?

    You want to say both but what’s been your focus?

    Get your pen and paper ready because we’re talking about Diversity in terms of Individual differences and Group Differences

    In today’s show we discuss several things including:



    * An unexpected Danish influence on Diversity Management

    * How unconscious bias training signals your attitude to Diversity

    * How your critics can help you with Diversity much more



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

    A focus on Individual differences lends itself to training

    “Strategies consistent with the individual differences approach focus on developing individual competencies through training and mentoring”

    A focus on Group differences lends itself to systemic solutions

    “the goal is to redress and/or eliminate systemic advantages and inequality for members of historically disadvantaged groups”

    How you’re criticised will reveal other people’s preferences

    “Someone who dislikes training focused on individuals as a solution, may believe that there are systemic issues that individual training can’t fix.”

     SHOWNOTES

    The Sameness Difference Dilemma

    Diversity management: Are we moving in the right direction? Reflections from both sides of the North Atlantic

    3 Types of Diversity You Need To Understand To Create Inclusion

    Why Being Told To “Get A Mentor” Is Such Bad Advice For Inclusion

    Interventions designed to reduce implicit prejudices and implicit stereotypes in real world contexts: a systematic review

    • 10 min
    The Sameness Difference Dilemma

    The Sameness Difference Dilemma

    Are we all the same? Or all we all different?

    This matters when it comes to Inclusion.

    And you need to decide for yourself

    Get your pen and paper ready because we’re talking about the sameness difference dilemma

    In today’s show we discuss several things including:



    * One of the features of our show that our audience loves

    * A common issue that most people can’t deal with

    * An awkward question from a PhD student much more



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

    Sameness difference dilemma is more than just Equality vs Diversity

    “whatever you decide is appropriate, assuming it’s Equality, Diversity, or even if you say Inclusion, Belonging, Equity. You need it to make sense to you, to the people in your organisation. And of course you need to make sure that it addresses the dilemma. And if it does, there’s a follow question that you need to consider”

     Diversity can still erase individual identity

    “How can a diversity approach dissolve differences, well think about it, have you ever come across people talking about Diverse candidates, Diversity hire or referring to diversity but not being able to explain which specific types of person or persons they mean?”

     Implementation will reveal your true intentions

    “What I’m saying here is even if you choose an approach, the way you implement it is going to reveal the truth about what you believe”

    SHOWNOTES

    Diversity management: Are we moving in the right direction? Reflections from both sides of the North Atlantic

    The Propaganda Problem of Diversity & Inclusion

    Six Rules For An Inclusive Organisation Using Procedural Justice

    The Reason People Leave their Boss and Not their Job: Interactional Justice

    Is Equality a Dated Term?

    • 13 min
    Why I’m Looking For Other Inclusion Based Podcasts

    Why I’m Looking For Other Inclusion Based Podcasts

    You shouldn’t be surprised to hear that I love a podcast

    Now I want your help to tell me about other podcasts that our audience should know about

    Get your pen and paper ready because we’re talking about podcasts and inclusion

    In today’s show we discuss several things including:



    * Our values driven approach to podcasting

    * The growth of podcasting as a medium

    * My ongoing commitment to my audience and much more



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

    I want to promote other podcasts that you may be interested in

     “I decided that I want to make room to tell you about other podcasts related to Diversity and Inclusion; I’m going to review and them and tell you why I think they’re so special. Why.. Because members of this audience tell me that they struggle to find quality content.”

     I want you to help me find other podcasts

     “If I claim to be acting in your best interests, if having a growth mindset is one of our values, if there a loads of podcasts out there. Then perhaps I should be telling you about other podcasts that have value to offer you?”

    We’ve got a standard that benefits you



    * English speaking, that’s because of my own limitations, my command of other languages simply isn’t good enough

    * Broadly related to Diversity and Inclusion, preferably the workplace

    * They have to have more than a year’s worth of shows

    * They have to have a predictable publishing schedule. If they’ve stopped or you as an audience member have no idea of the next show.. that’s not like what we do here



     SHOWNOTES

    The Principles That Govern Our Approach to Diversity & Inclusion

    The Missing Character Of Diversity and Inclusion Work

    3 Biggest Problems In Organisations Trying To Become More Inclusive

    A Solution To The 3 Biggest Problems Found In Organisations Trying To Become More Inclusive

    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

    a href="https://elementofinclusion.com/the-7-biggest-diversity-inclusion-mistakes-being-made-...

    • 7 min
    The Performative Problem of Diversity & Inclusion

    The Performative Problem of Diversity & Inclusion

    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

     

    • 10 min
    The Propaganda Problem of Diversity & Inclusion

    The Propaganda Problem of Diversity & Inclusion

    Have you ever noticed how difficult it is to distinguish between information about Diversity and Inclusion and Propaganda?

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

    In today’s show we discuss several things including:



    * The Propaganda techniques found in Diversity & Inclusion

    * How Propaganda hides behind “education”

    * Why I empathise with the social pressure you face and much more



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

    Propaganda techniques are increasingly common when it comes to Inclusion

    “propaganda is often presented as education; these carefully curated facts, half-truths are presented in a way intended to inform you”

    Propaganda is more decentralised than ever before

    “it’s not just central authorities spreading the message. It’s people you know and trust; you’re friends, family and professional connections and there’s social pressure for you to like or somehow endorse the messages”

    If we need to rely on propaganda, what does that say about us?

    “We’re not going to create an inclusive workplace if we’re relying on propaganda because this undermines everything that we’re trying to achieve”

    SHOWNOTES

    Why Diversity & Inclusion Leaders Need To Be Fact Checked

    The Big Inclusion Issue: Your Truth Vs. The Truth

    Propaganda per Britannica 

    Harold Lasswell

    Institute for Propaganda Analysis

    • 9 min
    The Big Inclusion Issue: Your Truth Vs. The Truth

    The Big Inclusion Issue: Your Truth Vs. The Truth

    You may have encountered people in the workplace speaking their truth

    But what’s the difference between a person speaking THEIR truth and a person speaking THE truth

    Get your pen and paper ready because we’re talking about The Big Inclusion Issue: Your Truth Vs. The Truth

    This is the second in a two-part series about the truth.

    In today’s show we discuss several things including:



    * Why we have a distorted perspective of reality

    * Why we should be careful about the “truth”

    * Why reality is negotiable and much more



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

    The truth is more subjective than you think

     “This makes it sound as if the truth is independent and accessible. It would be really convenient if this was true but if you’re interested in promoting inclusion you should know how much of this is inconvenient.”

    Your truth is used to give voice to those who lack it  

    “people who want to speak their truth are often marginalised, they don’t get the chance to talk, to be seen, to be heard, to be acknowledged”

     Not everyone gets the chance to tell any version of any truth

     “Some people seem to matter more than others. But why? Why would someone even want to speak their truth, what would you have to believe to use that term?”

    SHOWNOTES

    Why Diversity & Inclusion Leaders Need To Be Fact Checked

    The Lived Experience in an Inclusive Workplace

    Why Is Pluto No Longer a Planet?

    Oprah Winfrey: ‘Speaking your truth is the most powerful tool we all have’

    Oprah interview: Meghan accuses palace of ‘perpetuating falsehoods’

    • 12 min

Customer Reviews

4.5 out of 5
81 Ratings

81 Ratings

Metro Lady ,

Knowledge is power

I found this podcast quite by chance, l enjoy listening to thought provoking perspectives from experts a d wow what a find… Dr Jonathan is expertly challenging my beliefs, preconceptions as well as my own biases. These podcasts stretch your thinking process and lifts the lid on current diversity and inclusion mainstream practices. I look forward to my daily dose.

DEI Standard ,

Balanced and Insightful

This is one of the few thorough, balanced and insightful pieces of content about inclusion in the workplace. The host also explores topics which can be difficult to address which is brave but also speaks to his integrity.

narayanjames21 ,

Thought provoking, insightful and points backed up by facts and figures.

A google search led me to Dr Ashong-Lampety. A few clicks later I found the podcast. And I am so glad I have. I have only scratched the surface and listened to a handful of episodes so far. The information is well researched, and the guests add insightful views. It has boosted my enthusiasm for tackling issues in my work place.

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