Most organizations say they are committed to diversity, equity or equality, and inclusion. But many diversity and inclusion initiatives are unsuccessful or even counterproductive, especially if they focus on diversity at the expense of inclusion. In an inclusive organization, everyone should feel respected and valued for who they are as an individual or as a member of a group.
 
In this webinar John Hackston, Head of Thought Leadership at The Myers-Briggs Company, will draw on his research to show:

• The evidence that employees who feel more included have higher levels of well-being and are more engaged in their work
• The factors that lead to employees feeling more included
• The perception gap – how leaders see themselves as being more inclusive than they really are
• How personality type affects inclusion.

 
The webinar will outline seven practical recommendations for increasing workplace inclusion, including specific tools for enhancing inclusive leadership.
 

John Hackston is a Chartered Psychologist with over 30 years of experience in helping clients to use psychometric tests and questionnaires in a wide range of contexts including selection, leadership development, performance management and team building. His experience takes in roles in management, consultancy, training and in research, where he has managed large scale projects such as the development of the European versions of the MBTI Step II personality questionnaire. He regularly presents sessions at UK and international conferences.

John is passionate about objective assessment and believes that the ethical and focused use of personality questionnaires and ability tests can be a real force for good in the workplace. In his current role as Head of Thought Leadership at The Myers-Briggs Company, he has a mission to bridge the divide between academics, test users and business leaders, allowing executives and managers to apply research insights to the way they run their organizations. In doing so, he and his team both carry out original research and draw on the most relevant evidence from elsewhere.

Recent projects include research into the link between personality and a range of business concerns such as the effects of the COVID-19 pandemic, cyber-security, the rise of the ‘always-on’ culture, well-being, the gig economy, entrepreneurship, and the use (or abuse) of email. Central to many of these is the belief, borne out by research, that knowing your personality increases your self-awareness, with positive results.