Welcome to the Reconstructing Inclusion Podcast!
Since 2021, I've been watching and waiting for what we call diversity, equity, and inclusion to transform into something more meaningful – a paradigm that's genuinely accessible to everyone and clearly aligned with organizational purpose. As we enter 2025, that transformation isn't just desired – it's essential.
In this piece, I want to share why I believe we're at a crucial turning point in the DEI landscape, and more importantly, what we can do about it. The pressure to evolve beyond conventional approaches has never been greater, particularly in the U.S., and I see this as an unprecedented opportunity for positive change.
An Uncomfortable Truth About DEI Practitioners and Consultants
At [00:00:45], I observed a troubling pattern:
"Many of those successes were not necessarily for the organizations they were meant to help. They largely helped the consultants and internal employees hired to do the work."
Even in the UK, we're seeing prominent consultants step away from racial equity work, claiming they've "done their part." While I don't doubt the noble intentions of many who entered this space during the pandemic and the global racial reckoning, I seriously question whether most considered the true complexity of the challenges they faced.
The Bandwagon Effect: A Historical Perspective
At [00:03:45], I shared this historical insight:
"P. T. Barnum of circus fame used band wagons in his circus parades. Literal horse drawn wagons carrying musicians. Politicians began using similar wagons at rallies and successful candidates would invite others to jump on the bandwagon to join the winning side."
This isn't just a clever metaphor – it's a warning. Today's DEI landscape is filled with bandwagon approaches: launching ERGs, conducting anti-racism training, and calling out microaggressions. On the flip side, we have the "anti-DEI" crowd throwing around phrases like "reverse discrimination" and "meritocracy" without understanding their historical context.
The Iatrogenic Effect in DEI
One of my most important observations comes at [00:05:00]:
"They are iatrogenic for organizational culture and society. In medicine, iatrogenesis refers to the adverse effects created by medical treatment or healthcare interventions. The intentions, much like those of physicians and pharmaceutical companies when they make and prescribe new medicine, are noble."
Just as well-intentioned medical treatments can sometimes harm patients, poorly conceived DEI initiatives can damage the very organizational cultures they aim to improve.
Introducing "Thick Value"
At [00:05:45], I introduce a concept central to my work:
"Thick value is the dense and difficult to describe energy that flows in the best of times. It pays dividends for organizational cultures in society, especially during the most challenging ones. Thick value is generative. It allows people and their communities to go beyond resilience."
The concept of thick value represents what we should truly be striving for in our organizations – not just metrics and initiatives, but genuine, lasting cultural energy that strengthens everyone involved.
The Emergent Inclusion Framework
At [00:06:45], I explain my approach:
"Those who are involved deeply in complexity theory might argue that organizations do not have problems per se. They have patterns that produce undesirable outcomes."
This insight led me to develop the Emergent Inclusion System, which I define at [00:07:00]:
"I use the word 'inclusion' to reference any action that creates the conditions for people to thrive and for organizational cultures to be generative."
Building Anti-Fragile Organizations
A critical aspect of the Emergent Inclusion Framework is its focus on anti-fragility. At [00:07:15], I explain:
"The Emergent Inclusion Framework aims to help individuals and organizations develop capabilities that enhanced their capacity for anti-fragility, bouncing higher and becoming stronger after facing the difficulties, tensions, and complexity that naturally emerge with diversity in all human communities."
This concept of anti-fragility goes beyond mere resilience. It's about creating organizations that don't just survive challenges but emerge stronger from them. This is particularly relevant in today's rapidly evolving business landscape, where change is constant and unpredictable.
The Role of Relational Fitness
One of the most overlooked aspects of organizational change is what I call "relational fitness." At [00:09:00], I describe it as:
"A sort of post it-like glue amongst your people that helps you optimize the way you do things around here."
This concept is fundamental to creating lasting change. Without strong relational fitness, even the best-designed inclusion initiatives will fail to take root. It's about building the connective tissue that allows organizations to flex and adapt while maintaining their core strength.
Trust Through Transparency
Building trust requires more than just celebrating successes. At [00:11:00], I emphasize:
"If you want to build trust, that is a great place to start. Communicate your wins and your losses. Things working and not. The need for shifts and the needs to double-down."
This level of transparency is rare in organizational life, but it's essential for creating genuine inclusion. When leaders are willing to acknowledge both successes and failures, it creates psychological safety and encourages others to do the same. This openness creates a foundation for real dialogue and meaningful change.
Future-Fit Organizations
The question of how organizations can become "future-fit" is increasingly crucial. At [00:09:30], I pose several essential questions:
"How can your organization be future fit amidst the incessant shifts emerging faster than any individual can comprehend? How do you guide people toward more excellent relational fitness and take ownership of the organizational culture within and beyond their designated roles?"
These questions reflect the need for organizations to develop new capabilities that allow them to navigate complexity and change. It's not just about having the right policies or programs – it's about building the organizational muscle to adapt and thrive in an increasingly complex world.
What's Next?
As we move through 2025, I'm excited to share several initiatives designed to help organizations make this crucial transition:
Emergent Inclusion Framework Launch
The cornerstone of our work this year will be the launch of the Emergent Inclusion Framework, which provides a structured approach to building inclusive organizations. This framework will be accessible through:
Emergent Inclusion Foundations Masterclass: A comprehensive program designed for both individuals and organizations looking to develop core inclusion capabilities
Emergent Inclusion Immersion Community: A collaborative space for practitioners to share experiences, learn from each other, and develop their inclusion practice
Systemic Inclusion Survey™: A free diagnostic tool to assess your organization's current inclusion practices and identify areas for improvement. It examines inclusion across five critical organizational domains, providing you with actionable intelligence to help drive systemic change
From Pressure to Transformative Change
As we stand at this crucial intersection of challenge and opportunity, I'm reminded that the work of inclusion isn't just about fixing problems – it's about creating possibilities. The pressure we're experiencing in the DEI space isn't just a challenge to overcome; it's a privilege that gives us the momentum to create real, lasting change.
What makes this moment so powerful is that it calls us to move beyond the surface-level solutions that have dominated the conversation. We have the opportunity to build something more meaningful: organizations where inclusion isn't just a program or initiative, but a natural way of being. Where "thick value" flows through every interaction, decision, and relationship.
This isn't just about increasing representation or fairness – though these are crucial outcomes. It's about creating spaces where every person, regardless of background or identity, can contribute to their fullest potential. Where differences, similarities, and their natural tensions and complexity are understood as essential sources of strength and innovation.
As Billie Jean King and Doc Rivers remind us, "pressure is a privilege." The challenges we face in the inclusion space are invitations to think deeper, reach further, and create more meaningful solutions. Whether you're part of a senior leadership team looking to transform your organization, a practitioner seeking to deepen your impact, or someone who believes in the power of inclusion to build high-impact teams and cultures, you have a role to play in this transformation.
Let's use this privilege before us to create the extraordinary. Not just for some, but for all. Not just for now, but for the generations to come. The future we envision – of truly inclusive, generative organizations – is within our reach. We just need to be bold enough to grasp it, wise enough to learn from our past, and committed enough to do the deep work required.
I invite you to join me in continuing this journey of reconstructing inclusion. Together, we can create organizational cultures that don't just survive challenges but emerge stronger from them. Cultures that generate thick value and foster the conditions for everyone to thrive.
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