Exploring Stages -1 and -2 of the Six Stages Framework in Organisational Culture (See the Stages of the SSF Below)
Section 1: Recognising Early Stage Behaviours
Within your team or organisation, have you observed any of the following signs of Stage -2 (Intolerance) or Stage -1 (Denial/Ignorance)? Tick all that apply:
- [ ] Dismissal of staff concerns related to racism, sexism, or ableism
- [ ] Resisting DEI efforts as ‘woke’, ‘divisive’, or ‘non-essential’
- [ ] A belief that ‘everyone is treated the same here’ without examining evidence
- [ ] Avoidance of difficult conversations about power, privilege, or bias
- [ ] Framing EDI as HR’s job rather than a shared leadership responsibility
- [ ] Disproportionate criticism of equity-focused roles or programmes
- [ ] Minimising the value of lived experience in decision-making
- [ ] Questioning the need for targeted support or equity interventions
Other behaviours or attitudes you’ve noticed:
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Section 2: Reflection & Insight
1. What beliefs or values might be contributing to early-stage resistance in our organisation?
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2. How does silence or neutrality in leadership conversations reinforce exclusion?
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3. Have I ever felt discomfort or defensiveness when discussing inclusion or bias? Why?
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4. What would moving from unconscious exclusion to conscious inclusion look like in my role?
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Section 3: Moving Intentionally Forward
What can we put in place to begin shifting mindsets and practices towards more inclusive and equitable leadership?
- [ ] Senior leader engagement and accountability on inclusion goals
- [ ] Storytelling or feedback sessions to hear from marginalised voices
- [ ] Training on the Six Stages Framework for people managers
- [ ] Embedding equity into performance and culture reviews
- [ ] Reviewing hiring and promotion pathways for systemic bias
- [ ] Creating psychologically safe spaces for honest conversations
- [ ] Linking inclusion to innovation, growth, and wellbeing strategies
One intentional step I will take in the next month is:
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Leadership Dialogue Prompt
“Where might we still be operating from denial or resistance—and what conversations or actions would signal a shift toward meaningful inclusion?”
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Inclusion Psychologists Ltd. Copyright: © 2025
