Too many DEI experts sound impressive but lack the depth to deliver real results.
And the chauffeur test is a quick way to spot them.

Key Topics Covered in This Episode:

1. Why chauffeur knowledge creates dangerous illusions of expertise.
2. How 3-book experts mislead leaders seeking real solutions.
3. Three ways to spot surface-level knowledge in DEI work.

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Key Takeaways from This Episode:

1. Bad expertise costs more than just money—it costs trust and progress.
   
   • "It helps the people who hate DEI."
2. Real experts stand up to scrutiny, feedback, and real-world results.
   
   • "Answer tough, unscripted questions."
3. Not all experience translates into skill—so test, question, and verify.
   
   • "I like asking questions 2 levels down."

Check out these resources:

• Ryan Hopkins' Video – The inspiration for this episode

When Is It Ok To Stop Talking About Equity?

Belonging vs. Inclusion: Why You Shouldn't Replace One With The Other

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace.

The Inclusion Ready Leader’s Brief – A weekly email designed to help People Leaders:

• • Earn the trust of your colleagues.
  • Optimise for measurable results.
  • Implement a systematic process.
  • Join 1,300+ leaders receiving strategic insights every Monday.
  • Register here.

Why “Evidence-Based” DEI Is Mostly Just Empty Talk

People are talking about being evidence-based.
Half the time I don’t know what they mean.

Key Topics Covered in This Episode:

1 How leaders confuse having data with making evidence-based decisions.

2 Why DEI data hoarding is useless without a clear purpose.

3 The key question to ask before collecting any new data.

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Key Takeaways from This Episode:

A claim is a statement presented as fact.

"We would seek evidence to support or contradict the claim."

An assumption is an untested belief that shapes decisions.

"An assumption is a belief or idea that is taken for granted without proof."

A hypothesis is a testable statement. We like these.

"The act of formulating a hypothesis is what’s going to help you get super specific and relevant."

Check out these resources:

The Inclusion Ready Leader’s Brief – A weekly newsletter helping leaders:

Earn the trust of their colleagues.

Optimise for measurable results.

Implement a systematic process.

Join 1,320 Inclusion Ready Leaders receiving real-world insights and practical tools.

Register here.

Speak your mind on DEI, and brace yourself.
Some people will attack you. Others just won’t get it.

Key Topics Covered in This Episode:

1. Two useful case studies about the business case for diversity
2. Why people will have a problem even if you get it right
3. What you can do to make this work in your business

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Key Takeaways from This Episode:

1. If you don’t own your DEI narrative, someone else will.
   
   • "This isn’t the real story. But it is a masterclass in owning your narrative."
2. Vague commitments don’t work—specific results do.
   
   • "It’s not enough to say what you did. It’s important to say why."
3. Your business case for DEI must serve your organisation, not outsiders.
   
   • "McKinsey knows its business case."

Check out these resources (if applicable):

Additional Resources:

Why You Should Avoid Saying Diversity Is The Right Thing To Do

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

McKinsey Champions Diversity While Rivals Abandon Targets

Rollback on diversity policies ‘risks undoing decades of progress’, says Co-op

Register here for the Inclusion Ready Leaders Brief.

My 2nd favourite DEI platitude is “Diversity is the right thing to do.”

Please don’t say this.

Key Topics Covered in This Episode:

1. Two reasons why saying “Diversity is the right thing to do” hurts your credibility.
2. How Accenture’s U-turn reveals the risk of a weak business case.
3. Why emotional DEI statements backfire when priorities change.

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Key Takeaways from This Episode:

1. Avoid the platitude problem of diversity and inclusion.
   
   • "Saying ‘It’s the right thing to do’ is a platitude."
2. Avoid the rhetorical problem of diversity and inclusion.
   
   • "Too many organisations use platitudes in the heat of the moment."
3. Make sure you’ve got solid evidence for what you’re claiming about yourself.
   
   • "If it’s built with solid evidence, it’s irresponsible to ignore it."

Join 900 leaders receiving weekly briefs to help them create an inclusive workplace, without you
needing to be a DEI specialist.

The Inclusion Ready Leaders Brief

Register here

Additional Resources:

• Accenture ditches diversity and inclusion goals
• The CEO of a $16 billion business explains why she banned corporate memos
• The Platitude Problem of Diversity & Inclusion
• The Rhetorical Problem of Diversity & Inclusion

Most people aren’t tracking any measures for inclusion.

Nothing that matters anyway.

Key Topics Covered in This Episode:

1. 3 criteria I find for leaders who are taken seriously
2. The One DEI Metric You Must Track For An Inclusive Workplace
3. 3 factors to make people buy into you

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Key Takeaways from This Episode:

1. There is no special metric that someone else can give you.
   • "Focus on your own metrics."
2. Show why you are suitable to help others.
   • "This is why I favour activities that can be reported on."
3. Get the Inclusion Ready Leaders Brief so you transform your own workplace.
   • "In the last 7 days we’ve had 865 leaders like you join us.”

Check out these resources:

Register here for a free weekly brief.

Inclusion Ready Leaders Brief

Why Being Passionate About Diversity is not Enough for an Inclusive Workplace

It’s not a popular thing to say but…
"Being Passionate About Diversity is not Enough to build the workplace that you want. We’re going to explore why because it’s an urgent issue now."

Key Topics Covered in This Episode:

1. Why Being “passionate about Diversity” masks selfish behaviour
2. Why it trivialises the work
3. Why Being “passionate about Diversity” harms your credibility

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Key Takeaways from This Episode:

1. Don’t make inclusion all about you.
   
   • "Inclusion is about other people too."
2. Show why you are suitable to help others.
   
   • "Your colleagues need to see why you are the right person to lead inclusion work."
3. Get the Inclusion Ready Leaders Brief so you transform your own workplace.
   
   • "Now we need evidence. Now we need results."

Check out these resources (if applicable):

• Sign up for the Inclusion Ready Leaders Brief:

I don’t know about you, but sometimes I find myself in the wrong place.

And I’m going to share how I manage it, so you don’t feel like you’re in the wrong place.

Key Topics Covered in This Episode:

1. How I negotiate DEI spaces.
2. Three things I look for to help me.
3. A critical place where you should place your attention.

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Key Takeaways from This Episode:

1. Pay attention to if you’re in the right place.
   
   • "The way I judge learning is if my behaviour changes."
2. Pay attention to who has your best interests at heart.
   
   • "I find it reassuring when principles, facts, and beliefs are repeated."
3. Get the Inclusion Ready Leaders Brief to deliver high-impact inclusion work.
   
   • "Each brief combines real-world insights and practical tools to help you achieve measurable results in just 5 minutes."

Check out these resources (if applicable):

• Sign up for the Inclusion Ready Leaders Brief:

People have been getting really upset that companies are reconsidering their DEI commitments.
I don’t think you should be surprised at all.

Key Topics Covered in This Episode:

1. McDonald’s shift in DEI strategy.
2. Five major problems with current DEI work.
3. A powerful resource to help you deliver measurable results.

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Key Takeaways from This Episode:

Too Much DEI Work Focuses on the Wrong People.

"It’s focused on flags, food, and fun."

McDonald’s seem to be thinking for themselves.

"Inclusion has become the keyword as it drops the words diversity and equity."

Get the Inclusion Ready Leaders Brief so you can too.

"Lead with confidence. Build trust. Deliver measurable results."

Inclusion Ready Leaders Brief: Join the waiting list for actionable weekly insights designed for People Leaders.

Additional Resources:

5 Reasons Why Diversity and Inclusion is like Hip Hop Culture

Why DEI Cuts Shouldn't Come as a Surprise: The Unfortunate Truth

4 Signs The DEI Bubble Is About To Burst

Forbes Article: "McDonald’s Joins the Stampede of Corporations Retreating From DEI"

When Is It Ok To Stop Talking About Equity?

Inclusion Ready Leaders Brief: Join the waiting list for actionable weekly insights designed for People Leaders.