Inclusive Leadership has been officially shortlisted in the 'Management Futures' category for the 2018 Management Book of the Year prize which has just been announced by the Chartered Management Institute (CMI) and the British Library.
The most successful organisations are those with the most diverse and engaged workforces. Studies show an 80% improvement in business performance among those with high diversity levels. When people feel included and able to reach their full potential, they are more engaged, more productive and often more creative.
Inclusive Leadership will help you drive culture change using organisational development principles. It takes you through the key components of leading change throughout the employee lifecycle, your supply chain, and through product development. Crucially, it will help you make a genuine impact on your business, through your people, both now and in the future.
Charlotte Sweeney is an experienced and pragmatic change agent with over 20 years experience of leading significant change programmes in large global organisations, coaching, facilitation and training. Fleur Bothwick has a Masters in HR Strategic Management, is an advisory member of the Pink Shoe Club Senate and an Ambassador for the CMI. She's the founder of Project Vanguard and in the Queen's 2013 New Years Honours List, she received an OBE in recognition of her contribution to Diversity and Inclusion in the workplace.
Acknowledgements Foreword from Larry Hirst CBE About the Authors INTRODUCTION What is Diversity and Inclusion? Why is it important? Who is the book for? Why us? Further thoughts PART ONE: STARTING OUT 1. WHAT IS 'STARTING OUT'? Starting Out Introducing the STAR framework Getting to grips with D&I terminology 2. ASSESSING YOUR CURRENT POSITION What information is available? Cultural and community norms Analysing your data 3. CREATING THE CASE FOR CHANGE What has worked in the past within your organisation? What's more important - the moral, the legal or the business case? Creating the Burning Platform Do you know your SWOT from your PESTLE? What's In It For Me? Use data that is most relevant for your organisation! Challenging the Status Quo 4. BUILDING A STRATEGIC PLAN Developing your vision Creating your strategic delivery plan Achieving short term wins 5. YOUR ROLE AS A CHANGE AGENT What does an effective change agent look like? The skills and competencies required Building your skills 6. WHO IS THERE TO HELP? WORKING WITH EXTERNAL PROVIDERS External Benchmarking Charters and Kitemarks Forums and external networks Thought Leadership and Research PART TWO: TAKING THE LEAP 7. BUILDING YOUR TEAM Building a wider team Where's the programme office? Winning supporters from the board to the shop floor 8. COMMUNICATING THE CHANGE Creating your key messages Creating and delivering your plan Media channels Adapting and embedding into everyday messages 9. BIAS AND UNCONSCIOUS BIAS TRAINING The Impact of bias What is Bias? Bias and Unconsious Bias Training 10. TALENT MANAGEMENT - Recruitment to Career Development Recruitment Pre-hire and your organisations brand Accessing the talent pool Effective assessment of your talent pool Performance management Progression and Promotion Training and Development 11. TALENT MANAGEMENT - Reward to Exit Reward - pay and benefits Leaving a company Alumni networks Pre-retirement programmes Non-Exec Director positions 12.NETWORKS What are networks and why build them? Creating a network and getting it off the ground Taking your local network regional and/or global Challenges and obstacles Measuring business impact and return on investment PART THREE: ACHIEVING CHANGE 13. INCLUSIVE LEADERSHIP DEVELOPMENT What do we mean by inclusive leadership? Minority specific leadership development programmes Cross cultural working Coaching, mentoring and sponsorship for specific communities 14. NEW WAYS OF WORKING What is New Ways of Working Why the Focus What is Flexible Working Workplace of the Future (WOFT) Challenges and solutions Tips to achieving your vision 15. REMOVING BARRIERS AND OBSTACLES Why some D&I strategies fail How to identify your barriers and obstacles Overcoming barriers and obstacles and reducing their impact 16.THINKING GLOBAL, ACTING LOCAL Glocal - think global, act local Creating a global ethos Translating a global aspiration to local delivery Empowering local employees to deliver their plan PART FOUR: REAPING THE REWARDS 17.MEASURING IMPACT AND REALISING BENEFITS Creating the right, trackable measures Individual measures Targets verses Quotas Converting impact measures to business benefits 18.EMBEDDING YOUR STRATEGY INTO THE CULTURE Building on the change and continuously improving Leveraging progress and successes across the organisation Awards - gaining external recognition Sponsorship - associating your brand with others 19.LEVERAGING D&I IN THE MARKET Supplier Diversity Marketing to a diverse consumer base Creating products and services for a diverse consumer base 20.LOOKING FORWARD Changing Demographics The need to connect with your mid level managers Small actions, Big impact Engaging Men/Allies as Agents for Change Multi generational working Moving away from a focus on single strands to a more sophisticated approach Building the pipeline Increase Transparency Heightened expectations from other stakeholders Structuring the D&I function 21. CONCLUSION