Is It Time To Cancel ‘Cancel Culture’?
11/18/24 • 58 min
In the inaugural episode of You Must Be Woking, Dawn Hurst and Craig Richards take the opportunity to introduce themselves to their audience, providing a glimpse into their backgrounds and the experiences that have shaped their perspectives on diversity and inclusion (EDI). Dawn, with her extensive experience as an inclusion and culture professional, along with Craig, a seasoned culture, organisational design, and leadership expert, share their motivations for launching the podcast. They express a shared passion for fostering genuine and meaningful conversations around EDI, emphasising the critical need to move beyond surface-level initiatives that often fail to create real change.
How do they plan to redefine conversations around EDI? Throughout the episode, Dawn and Craig emphasise their commitment to creating open and honest dialogue, they explore the limitations of many current EDI programmes, which often fail to make a substantial impact and are more focused on "checking boxes" for public relations purposes. The hosts stress that the podcast will focus on tackling tough issues and asking difficult questions that are often avoided in mainstream EDI discussions, aiming for a shift from shallow initiatives to a more genuine, transformative approach. Is it time to cancel Cancel Culture? they ask, exploring whether the idea of cancelling certain views or people is truly aligned with the ideals of inclusion and diversity.
What makes EDI efforts truly effective? A key theme in this episode is the importance of accountability and measurement in EDI initiatives. Dawn and Craig argue that organisations must establish clear metrics to gauge whether their EDI efforts are having a genuine impact. They also discuss how leadership plays a pivotal role in influencing an organisation’s EDI culture. Beyond just supporting diversity policies, leaders must actively embody EDI values in their actions and decisions. Only then can leaders help foster inclusive environments that align with organisational goals.
What are the most common mistakes organisations make when implementing EDI? In a segment where they answer listener questions, Dawn and Craig break down some of the most common pitfalls organisations face when trying to make EDI a core part of their culture. They discuss how tokenism can harm rather than help diversity initiatives, and why it’s vital to create environments where diverse voices are genuinely heard and respected, rather than being included just for show. The hosts also highlight the slow and challenging process of driving cultural change, emphasising that it requires sustained commitment, resilience, and the willingness to engage in difficult conversations.
What’s the “Woke or Joke” segment all about? To add a lighter touch to the episode, Dawn and Craig introduce a recurring segment called "Woke or Joke," where they evaluate recent news stories and trends related to EDI. They humorously assess whether these stories represent true progress or are just shallow attempts to appear inclusive. This fun segment provides a critical lens on current events, allowing listeners to think more deeply about the motivations behind certain EDI movements and the implications they have for real change.
Throughout the episode, they encourage listeners to engage with the podcast by sharing their thoughts, experiences, and questions about diversity and inclusion. They are passionate about creating a community where diverse perspectives are valued and welcomed, and they express their commitment to continuously exploring the nuances of EDI. By inviting listener interaction, they aim to create an ongoing dialogue that will help shape future episodes and keep the conversations dynamic and relevant.
As the first episode of You Must Be Woking comes to a close, they leave listeners with a powerful question: What role will you play in shaping the future of inclusion—both in your workplace and in the world around you? And, is it time to cancel ‘Cancel Culture’?
___
Follow the You Must Be Woking podcast on socials:
Instagram: https://www.instagram.com/youmustbewokingpodcast/
LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/
Twitter/X: https://x.com/YouMustBeWoking
For more information on how evidence-led inclusion can transform your organisation, visit the Metimur G...
In the inaugural episode of You Must Be Woking, Dawn Hurst and Craig Richards take the opportunity to introduce themselves to their audience, providing a glimpse into their backgrounds and the experiences that have shaped their perspectives on diversity and inclusion (EDI). Dawn, with her extensive experience as an inclusion and culture professional, along with Craig, a seasoned culture, organisational design, and leadership expert, share their motivations for launching the podcast. They express a shared passion for fostering genuine and meaningful conversations around EDI, emphasising the critical need to move beyond surface-level initiatives that often fail to create real change.
How do they plan to redefine conversations around EDI? Throughout the episode, Dawn and Craig emphasise their commitment to creating open and honest dialogue, they explore the limitations of many current EDI programmes, which often fail to make a substantial impact and are more focused on "checking boxes" for public relations purposes. The hosts stress that the podcast will focus on tackling tough issues and asking difficult questions that are often avoided in mainstream EDI discussions, aiming for a shift from shallow initiatives to a more genuine, transformative approach. Is it time to cancel Cancel Culture? they ask, exploring whether the idea of cancelling certain views or people is truly aligned with the ideals of inclusion and diversity.
What makes EDI efforts truly effective? A key theme in this episode is the importance of accountability and measurement in EDI initiatives. Dawn and Craig argue that organisations must establish clear metrics to gauge whether their EDI efforts are having a genuine impact. They also discuss how leadership plays a pivotal role in influencing an organisation’s EDI culture. Beyond just supporting diversity policies, leaders must actively embody EDI values in their actions and decisions. Only then can leaders help foster inclusive environments that align with organisational goals.
What are the most common mistakes organisations make when implementing EDI? In a segment where they answer listener questions, Dawn and Craig break down some of the most common pitfalls organisations face when trying to make EDI a core part of their culture. They discuss how tokenism can harm rather than help diversity initiatives, and why it’s vital to create environments where diverse voices are genuinely heard and respected, rather than being included just for show. The hosts also highlight the slow and challenging process of driving cultural change, emphasising that it requires sustained commitment, resilience, and the willingness to engage in difficult conversations.
What’s the “Woke or Joke” segment all about? To add a lighter touch to the episode, Dawn and Craig introduce a recurring segment called "Woke or Joke," where they evaluate recent news stories and trends related to EDI. They humorously assess whether these stories represent true progress or are just shallow attempts to appear inclusive. This fun segment provides a critical lens on current events, allowing listeners to think more deeply about the motivations behind certain EDI movements and the implications they have for real change.
Throughout the episode, they encourage listeners to engage with the podcast by sharing their thoughts, experiences, and questions about diversity and inclusion. They are passionate about creating a community where diverse perspectives are valued and welcomed, and they express their commitment to continuously exploring the nuances of EDI. By inviting listener interaction, they aim to create an ongoing dialogue that will help shape future episodes and keep the conversations dynamic and relevant.
As the first episode of You Must Be Woking comes to a close, they leave listeners with a powerful question: What role will you play in shaping the future of inclusion—both in your workplace and in the world around you? And, is it time to cancel ‘Cancel Culture’?
___
Follow the You Must Be Woking podcast on socials:
Instagram: https://www.instagram.com/youmustbewokingpodcast/
LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/
Twitter/X: https://x.com/YouMustBeWoking
For more information on how evidence-led inclusion can transform your organisation, visit the Metimur G...
Next Episode
They're All Just A Bunch Of Snowflakes!
In this episode of You Must Be Woking, hosts Dawn Hurst and Craig Richards take a comprehensive look at the intricate issue of workplace banter, a subject that has generated significant discussion and controversy in recent years. They start by exploring the dual nature of banter in professional environments: on the one hand, it can be a powerful tool for fostering camaraderie and enhancing team dynamics, creating a workplace where employees feel connected, engaged, and motivated. On the flip side, banter can quickly cross the line into harassment or bullying, resulting in a toxic atmosphere that can have severe legal, emotional, and economic consequences.
Should organisations consider eliminating banter altogether? As the episode unfolds, Dawn and Craig debate whether eliminating banter entirely is the way to go, carefully weighing the potential benefits against the inherent risks. They reference recent legal cases, such as Richardson vs. West Midlands Trains, to demonstrate how seemingly harmless interactions can escalate into major legal disputes. This case, in particular, highlights the delicate balance between friendly exchanges and inappropriate conduct, emphasising the critical need for clear guidelines and policies to navigate these interactions.
What economic impacts can arise from workplace bullying, and how do they affect organisational success? The hosts delve into the broader economic ramifications of workplace bullying, pointing out that it can lead to reduced productivity, increased absenteeism, and higher employee turnover rates, all of which can significantly impact a company's financial health. They underscore that while having policies in place is crucial, it is equally important for leaders to actively cultivate an environment of open communication and inclusivity.
Why are clear policies and leadership behaviors crucial for addressing issues related to workplace banter? This involves not only setting clear expectations but also modeling respectful behavior and encouraging employees to voice their concerns if they feel uncomfortable. Dawn and Craig advocate that education and training are vital components of fostering a positive workplace culture.
How can education and training contribute to fostering a respectful and inclusive workplace culture? By educating employees on the nuances of respectful interactions and the potential consequences of their words and actions, organisations can help prevent misunderstandings and conflicts. They recommend regular workshops and training sessions focused on empathy, active listening, and cultural sensitivity, which can equip employees with the skills necessary to navigate complex social dynamics at work.
Why is cultivating a workplace culture of respect and inclusivity more impactful than relying solely on policies? In their closing remarks, the two emphasise that while policies provide a necessary framework, real change stems from cultivating a workplace culture that values respect, understanding, and inclusivity. By prioritising these values, organisations can create a Dawn and Craig supportive environment where all employees feel valued, respected, and empowered to contribute their best work. This approach not only enhances individual well-being but also drives organisational success, creating a thriving workplace for everyone involved.
So, should organisations take a zero-tolerance approach to workplace banter to avoid potential harm?
___
Follow the You Must Be Woking podcast on socials:
Instagram: https://www.instagram.com/youmustbewokingpodcast/
LinkedIn: https://www.linkedin.com/showcase/you-must-be-woking-podcast/
Twitter/X: https://x.com/YouMustBeWoking
For more information on how evidence-led inclusion can transform your organisation, visit the Metimur Global website, and stay connected on social media for updates, insights, and more: https://linktr.ee/MetimurGlobal
Also, be sure to follow our partners at EA Inclusion for additional resources on inclusive practices: https://linktr.ee/EAInclusion
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