In this episode, Ishreen delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. Ishreen highlights the importance of shifting mindsets and behaviours across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment.



KEY TAKEAWAYS


Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations.


An integral approach requires a fundamental shift in mindset, culture, and behaviours across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.


Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.


In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture.


Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, and learning.



BEST MOMENTS

"Imagine a workplace where DEIB is as embedded in the fabric of daily operations as your mission statement or your profit goals."

"In an integral DEIB approach, we're no longer talking about diversity programs or unconscious bias training as separate from the rest of the business."

"The integral approach means constantly listening, learning and incorporating new perspectives to ensure the culture remains inclusive and adaptive to change."

"Pioneering organizations are choosing the integral path. They understand that a culture of belonging doesn't just benefit underrepresented groups."

"It's not just about how you do things. It's about how you think about them, how you feel about them, and how you live them."



VALUABLE RESOURCES

Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com



ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

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<p data-pm-slice="1 1 [&quot;aiblock&quot;,{&quot;prompt&quot;:&quot;&quot;,&quot;preview&quot;:false,&quot;block&quot;:{&quot;id&quot;:&quot;blk_01JC343CR113BQN9SWMJVR4VRW&quot;,&quot;status&quot;:&quot;succeeded&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;selected_variation&quot;:0,&quot;variations&quot;:[&quot;In this episode of the Privilege Eruption podcast, host Ishreen Bradley delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. She highlights the importance of shifting mindsets and behaviors across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment. The episode encourages business leaders to embrace the integral path, recognizing that a culture of belonging enhances creativity, productivity, and resilience, ultimately driving organizational success. Join the Pioneers Movement to explore how to make DEIB a fundamental aspect of your business operations.&quot;],&quot;configuration&quot;:{&quot;id&quot;:&quot;blk_cfg_01H6S7Q605TDDK4CV4W3Z5Z405&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;name&quot;:&quot;Master - Description&quot;,&quot;description&quot;:&quot;&quot;,&quot;markdown_value&quot;:null,&quot;prompt_value&quot;:&quot;write a paragraph description about this episode&quot;,&quot;archived_at&quot;:null,&quot;saved&quot;:true,&quot;timestamp_configuration&quot;:null,&quot;quote_configuration&quot;:null},&quot;prosemirror&quot;:[{&quot;type&quot;:&quot;rootblock&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;In this episode of the Privilege Eruption podcast, host Ishreen Bradley delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. She highlights the importance of shifting mindsets and behaviors across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment. The episode encourages business leaders to embrace the integral path, recognizing that a culture of belonging enhances creativity, productivity, and resilience, ultimately driving organizational success. Join the Pioneers Movement to explore how to make DEIB a fundamental aspect of your business operations.&quot;}]}]}],&quot;previous_block&quot;:null,&quot;next_block&quot;:null,&quot;error_code&quot;:null,&quot;feedback&quot;:null},&quot;template&quot;:{&quot;type&quot;:&quot;block_configuration&quot;,&quot;block_configuration_id&quot;:&quot;blk_cfg_01H6S7Q605TDDK4CV4W3Z5Z405&quot;,&quot;prompt_value&quot;:&quot;write a paragraph description about this episode&quot;,&quot;name&quot;:&quot;Master - Description&quot;}},&quot;rootblock&quot;,null]"> 
<p data-pm-slice="1 1 [&quot;aiblock&quot;,{&quot;prompt&quot;:&quot;&quot;,&quot;preview&quot;:false,&quot;block&quot;:{&quot;id&quot;:&quot;blk_01JC343CR113BQN9SWMJVR4VRW&quot;,&quot;status&quot;:&quot;succeeded&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;selected_variation&quot;:0,&quot;variations&quot;:[&quot;In this episode of the Privilege Eruption podcast, host Ishreen Bradley delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. She highlights the importance of shifting mindsets and behaviors across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment. The episode encourages business leaders to embrace the integral path, recognizing that a culture of belonging enhances creativity, productivity, and resilience, ultimately driving organizational success. Join the Pioneers Movement to explore how to make DEIB a fundamental aspect of your business operations.&quot;],&quot;configuration&quot;:{&quot;id&quot;:&quot;blk_cfg_01H6S7Q605TDDK4CV4W3Z5Z405&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;name&quot;:&quot;Master - Description&quot;,&quot;description&quot;:&quot;&quot;,&quot;markdown_value&quot;:null,&quot;prompt_value&quot;:&quot;write a paragraph description about this episode&quot;,&quot;archived_at&quot;:null,&quot;saved&quot;:true,&quot;timestamp_configuration&quot;:null,&quot;quote_configuration&quot;:null},&quot;prosemirror&quot;:[{&quot;type&quot;:&quot;rootblock&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;In this episode of the Privilege Eruption podcast, host Ishreen Bradley delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. She highlights the importance of shifting mindsets and behaviors across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment. The episode encourages business leaders to embrace the integral path, recognizing that a culture of belonging enhances creativity, productivity, and resilience, ultimately driving organizational success. Join the Pioneers Movement to explore how to make DEIB a fundamental aspect of your business operations.&quot;}]}]}],&quot;previous_block&quot;:null,&quot;next_block&quot;:null,&quot;error_code&quot;:null,&quot;feedback&quot;:null},&quot;template&quot;:{&quot;type&quot;:&quot;block_configuration&quot;,&quot;block_configuration_id&quot;:&quot;blk_cfg_01H6S7Q605TDDK4CV4W3Z5Z405&quot;,&quot;prompt_value&quot;:&quot;write a paragraph description about this episode&quot;,&quot;name&quot;:&quot;Master - Description&quot;}},&quot;rootblock&quot;,null]">KEY TAKEAWAYS
<ul data-pm-slice="3 3 [&quot;aiblock&quot;,{&quot;prompt&quot;:&quot;&quot;,&quot;preview&quot;:false,&quot;block&quot;:{&quot;id&quot;:&quot;blk_01JC343CRKY5E3ZKZG0NWV8RJ3&quot;,&quot;status&quot;:&quot;succeeded&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;selected_variation&quot;:0,&quot;variations&quot;:[&quot;1. **Integral vs. Strategic DEIB**: Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations, whereas a strategic approach treats DEIB as a set of initiatives aligned with business objectives.\n\n2. **Mindset Shift**: An integral approach requires a fundamental shift in mindset, culture, and behaviors across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.\n\n3. **Emergent Progress**: Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.\n\n4. **Collective Leadership**: In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture, rather than it being solely the responsibility of top leadership.\n\n5. **Continuous Improvement**: Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, learning, and adaptation to remain inclusive and effective.&quot;],&quot;configuration&quot;:{&quot;id&quot;:&quot;blk_cfg_01H6S7R41A8C3A59CT4BJ5131Q&quot;,&quot;type&quot;:&quot;prompt&quot;,&quot;name&quot;:&quot;Master - Key Takeaways&quot;,&quot;description&quot;:&quot;&quot;,&quot;markdown_value&quot;:null,&quot;prompt_value&quot;:&quot;List 5 key takeaways. Do not use the term The Speaker&quot;,&quot;archived_at&quot;:null,&quot;saved&quot;:true,&quot;timestamp_configuration&quot;:null,&quot;quote_configuration&quot;:null},&quot;prosemirror&quot;:[{&quot;type&quot;:&quot;rootblock&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;orderedList&quot;,&quot;attrs&quot;:{&quot;start&quot;:1},&quot;content&quot;:[{&quot;type&quot;:&quot;listItem&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;marks&quot;:[{&quot;type&quot;:&quot;bold&quot;,&quot;attrs&quot;:{}}],&quot;text&quot;:&quot;Integral vs. Strategic DEIB&quot;},{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;: Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations, whereas a strategic approach treats DEIB as a set of initiatives aligned with business objectives.&quot;}]}]},{&quot;type&quot;:&quot;listItem&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;marks&quot;:[{&quot;type&quot;:&quot;bold&quot;,&quot;attrs&quot;:{}}],&quot;text&quot;:&quot;Mindset Shift&quot;},{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;: An integral approach requires a fundamental shift in mindset, culture, and behaviors across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.&quot;}]}]},{&quot;type&quot;:&quot;listItem&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;marks&quot;:[{&quot;type&quot;:&quot;bold&quot;,&quot;attrs&quot;:{}}],&quot;text&quot;:&quot;Emergent Progress&quot;},{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;: Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.&quot;}]}]},{&quot;type&quot;:&quot;listItem&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;marks&quot;:[{&quot;type&quot;:&quot;bold&quot;,&quot;attrs&quot;:{}}],&quot;text&quot;:&quot;Collective Leadership&quot;},{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;: In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture, rather than it being solely the responsibility of top leadership.&quot;}]}]},{&quot;type&quot;:&quot;listItem&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;paragraph&quot;,&quot;content&quot;:[{&quot;type&quot;:&quot;text&quot;,&quot;marks&quot;:[{&quot;type&quot;:&quot;bold&quot;,&quot;attrs&quot;:{}}],&quot;text&quot;:&quot;Continuous Improvement&quot;},{&quot;type&quot;:&quot;text&quot;,&quot;text&quot;:&quot;: Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, learning, and adaptation to remain inclusive and effective.&quot;}]}]}]}]}],&quot;previous_block&quot;:null,&quot;next_block&quot;:null,&quot;error_code&quot;:null,&quot;feedback&quot;:null},&quot;template&quot;:{&quot;type&quot;:&quot;block_configuration&quot;,&quot;block_configuration_id&quot;:&quot;blk_cfg_01H6S7R41A8C3A59CT4BJ5131Q&quot;,&quot;prompt_value&quot;:&quot;List 5 key takeaways. Do not use the term The Speaker&quot;,&quot;name&quot;:&quot;Master - Key Takeaways&quot;}},&quot;rootblock&quot;,null]">
<li>
Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations.
</li>
<li>
An integral approach requires a fundamental shift in mindset, culture, and behaviours across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.
</li>
<li>
Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.
</li>
<li>
In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture.
</li>
<li>
Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, and learning.
</li>
</ul>
 
BEST MOMENTS
"Imagine a workplace where DEIB is as embedded in the fabric of daily operations as your mission statement or your profit goals."
"In an integral DEIB approach, we're no longer talking about diversity programs or unconscious bias training as separate from the rest of the business."
"The integral approach means constantly listening, learning and incorporating new perspectives to ensure the culture remains inclusive and adaptive to change."
"Pioneering organizations are choosing the integral path. They understand that a culture of belonging doesn't just benefit underrepresented groups."
"It's not just about how you do things. It's about how you think about them, how you feel about them, and how you live them."
 
VALUABLE RESOURCES
Privilege Survey  <a href="https://intelligentlinking261447.typeform.com/to/SNkQvD0v">https://intelligentlinking261447.typeform.com/to/SNkQvD0v</a>
Website:<a href="https://belongingpioneers.com/privilege-research-and-podcast"> https://belongingpioneers.com/privilege-research-and-podcast</a>
Email: <a href="mailto:podcast@privilege-eruption.co">equitychampions@belongingpioneers.com</a>
 
ABOUT THE HOSTS
Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.
<a href="https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor">https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor</a>

Welcome to The Privilege Eruption with Ishreen! I talk Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for C-Suite leaders looking to effect culture transformation for equity at work!

Welcome to The Privilege Eruption with Ishreen! I talk Culture Transformation and Intentional Inclusion; a mix of interviews, talks, panels, and thought leadership. A must-listen for C-Suite leaders looking to effect culture transformation for equity at work!

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