15 years ago the Equality Act was introduced in the UK.
And unlike most people, I actually bothered to read it.

Key Topics Covered in This Episode:

1. Why people misunderstand the Equality Act
2. Why it has limited impact
3. Why it created an industry people hated

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Key Takeaways from This Episode:

1. The Equality Act wasn’t meant to create inclusion, it was meant to prevent discrimination.
   
   • “It was designed to create minimum standards of legal protection. Not a roadmap for building inclusive cultures.”
2. You can comply with the law and still fail your people.
   
   • “I’ve heard people say that they’re following the rules but their culture hasn’t changed.”
3. Real inclusion needs leadership not legislation.
   
   • “All the real impact comes from proactive leadership, not passive compliance.”

Check out these resources:

• Equality Act 2010

• EHRC Gender Pay Gap Reporting Update – GOV.UK

Most people think bias is always a bad thing.
I don't.

I’m biased about inclusion and I want you to join me.

Key Topics Covered in This Episode:

1. Why I choose to be biased towards inclusion action.
2. Why most research expects someone else to take action.
3. Why blaming “them” strips you of power.

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Key Takeaways from This Episode:

1. Not all bias is bad—especially if it leads to action
   
   • "I’m biased against unconscious bias training because it doesn’t work. Because there’s no evidence. Because there’s not enough action. I’m biased towards action and I want you to join me."
2. Research diagnoses problems, but rarely shows you what to do next
   
   • "Academic research is amazing for diagnosing problems. It uncovers bias. It maps inequality. It identifies systemic issues. But here’s the thing. It’s not so good in helping you to do something. It’s not hot on your next action steps."
3. Waiting for “them” undermines your power to change things
   
   • "It’s always they. Never me. Never you. This undermines your agency. It strips away your self-efficacy. Self-efficacy is an individual's belief in their capacity to act in the ways necessary to reach specific goals."

Leaders are telling me their DEI budgets have been cut.
Resources pulled. Support withdrawn.

Key Topics Covered in This Episode:

1. Why most DEI strategies collapse at the measurement stage
2. How vague inclusion goals make your budget vulnerable
3. How the PICOC method turns soft goals into fundable outcomes

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Key Takeaways from This Episode:

1. If you can’t track it, you can’t protect it.
   
   • "We said we were going to improve inclusion. We ran initiatives. But when they asked what changed — we had nothing to show."
2. If it doesn’t deliver, it dies.
   
   • "Likes isn’t impact. Smiles aren’t metrics."
3. If it doesn’t serve the business, it doesn’t survive.
   
   • "If your inclusion work doesn’t feel like it helps the business succeed it’s vulnerable."

Check out these resources

You Told Me You’re Overwhelmed By DEI. This Will Help

You’ve told me you’re overwhelmed.
Too many ideas.

Key Topics Covered in This Episode:

1. Why so many leaders feel trapped by too much DEI advice
2. How 389 episodes can still leave people stuck
3. What three priorities simplify high-impact inclusion work

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Key Takeaways from This Episode:

1. Progress starts when you stop trying to do everything
   
   • "The other half are overwhelmed and don’t know where to start. Or they haven’t made enough use of what I already provide."
2. Structure creates momentum where motivation alone can’t
   
   • "The most impactful work we’ve done follows a clear, evidence-based framework. One that’s easy to explain. Easy to adapt. Easy to act on."
3. Fewer inputs lead to better, more focused action
   
   • "If you follow these steps, you’ll: Get buy-in for your work, deliver results that matter, and consistently make progress. Everything else is a distraction."

Check out these resources :

Ultimate Guide to Inclusion Work

Inclusion Ready Leaders Brief

Dr Jonathan on LinkedIn

Element of Inclusion on Linkedin

3 Biggest Problems In Organisations Trying To Become More Inclusive

10 Do’s And Don’ts For Creating An Inclusive Workplace

The Platitude Problem of Diversity & Inclusion

The Propaganda Problem of Diversity & Inclusion

The Rhetorical Problem of Diversity & Inclusion

I see a lot of dangerous DEI advice.
Here I’m going to spell out 3 of the most harmful for you.

Key Topics Covered in This Episode:

1. How Rebranding DEI without reforming it destroys trust.
2. Why you need to reconsider who you let influence you
3. How critique ‘oppression’ isn’t activism but manipulation.

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Key Takeaways from This Episode:

1. People don’t want performance; they want progress
   • "Nobody likes a bait and switch."
2. Credibility is earned by doing the hard things with integrity
   • "Are the people you take advice from worthy of your confidence."
3. The real threat to DEI isn’t backlash; it’s unquestioned belief
   • "That’s not education. That’s indoctrination."

Check out these resources:

4 Signs The DEI Bubble Is About To Burst

The Trojan Horse Problem of Diversity And Inclusion

The Propaganda Problem of Diversity & Inclusion

The Rhetorical Problem of Diversity & Inclusion

Evidence Based Inclusion is the system we use with our clients.
But what’s the big deal?

Key Topics Covered in This Episode:

1. How Evidence Based Inclusion stops time-wasting arguments
2. How Evidence Based Inclusion helps you earn trust
3. Why disagreement strengthens your inclusion decisions

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Key Takeaways from This Episode:

1. Disagreement is a source of insight, not an obstacle.
   
   • "If you cover the 4 sources we mentioned. You should come up against someone you don’t like."
2. You don’t need charisma when you have clarity.
   
   • "The evidence argues for you."
3. Earn trust by showing your process.
   
   • "Let your process bring everyone along."

Check out these resources :

The Platitude Problem of Diversity & Inclusion

Six Rules For An Inclusive Organisation Using Procedural Justice

3 Razors to Simplify Your Inclusive Decision Making

Inclusion Ready Leader Waitlist

Lived experience dominates DEI conversations. It’s treated as the most important factor in discussions about race, gender, and inclusion.

But there’s a problem.

Key Topics Covered in This Episode:

1. Your lived experience comes at a cost.
2. Lived experience is important—but it needs balance.
3. Lived experience needs structure to be useful.

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Key Takeaways from This Episode:

1. Anecdotes can mislead, but patterns create evidence.
   
   • "Same information. Different lived experiences. Different conclusions—because lived experience is subjective."
2. A successful DEI strategy is built on structure, not emotion.
   
   • "An inclusion program that failed—because it wasn’t built on evidence."
3. Stories become useful when placed within a rigorous framework.
   
   • "We don’t dismiss lived experience—but we combine it with evidence from three other sources."

Additional Resources

Dr. Jonathan’s PhD Thesis: "Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace"