Share Share
Tweet Tweet
Forward Forward
Share Share
+1 +1

Issue  77                                                                                                 January 2020

A word from the Chair

Hello and welcome to the January newsletter, I hope that all is well in your world and that 2020 has been positive for you thus far.
So, as I sit here writing this on the last day of January I am very conscious of the fact that we are at the start of a new decade and that although only 31 days in, so much has changed already. You could be forgiven for feeling a little bit "dazed". After all, we've had changes in the Royal family that have led to a mini abdication of sorts – the environment clamouring for attention with earthquakes and irregular weather patterns – the now global coronavirus health emergency – and of course today is B’day the start of the UK leaving the EU after 40 years.
You don't have to look far to find some linkage with diversity, inclusion and belonging: the Royal family drama has served to expose the feelings held by many about ethnicity and belonging. It is hard not to be horrified by what has been witnessed in the press via television interviews and articles where the bias is so evident that it's embarrassing.
Now that Brexit day is here, some of the toxic rhetoric is bound to resurface and most of that revolves around diversity inclusion and belonging too. 
So while we have made great progress over the years there is clearly much deeper work still to be done, as from where I'm sitting we've only just begun to scratch the surface. 
With that said I ask you to continue to support IEDP with the work that we do, spread the word, encourage your friends and colleagues to join especially as basic membership remains at £30; speak to your employers about joining as corporate members because ultimately this work is everyone's responsibility not just leaders, not just managers but everyone's.
Please join us at our first webinar of the year which is aptly titled why bother with inclusion details are below.
If any of you would like to contribute an opinion piece please send us an email at

Have a lovely weekend.


Denise Rabor, IEDP Chair 

P.S. Please don't forget to follow us on Twitter and join the conversation on Facebook. Also please check you are in our new Linked In group - i.e. the one called Institute of Equality and Diversity Professionals - not the old one (Institute of Equality and Diversity Practitioners)
Creating a diverse leadership pipeline using strengths by Sally Bibb, the founding director of Engaging Minds, a specialist strengths consultancy

Sandra loves her job, is proud to work for her company and has a great boss. Being the ambitious and supportive guy he is, he suggested that she apply for the organisation’s brand new Leaders of the Future Development Programme. This development programme was different from anything that the, fairly traditional company had done before.

The programme came about because the CEO had set HR some really tough diversity targets which were all about having a workforce in the next few years that is much more representative of the clients it serves. If they didn’t do something ‘radical’, developing a diverse leadership pipeline could have taken a very long time.
As a comparison, The Metropolitan Police currently has 14% ethic minority officers for a population that is 43% ethnic and growing.  HR Director, Clare Davies said “If we continue, even with the great progress we’ve made, it would take over 100 years to be representative of London”.

This organisation did not want things to move that slowly!
The HR Director asked for our help and we suggested that they open the Leaders of the Future Programme up to absolutely anyone in the organisation from any role, any level and any location. They swallowed hard when we suggested that. Their big fear was that they would be inundated with applications and end up with a lot of disappointed people. When we explained how it would work they relaxed a little. People would be chosen based on whether they were likely to be the type of person who would thrive being a leader and who would be good at it. In other words, we needed to make sure that people didn’t feel they had to go for it just to ‘get on’. We needed to explain to them that the organisation was now all about helping people play to their strengths and do jobs where they would be a round peg in a round hole.
We ran a couple of sessions where we explained the Leaders of the Future Programme and how they could apply. We wanted them to tell us about themselves, what was important to them at work and why they wanted to become a boss. In other words, we were going to select people onto the programme based on their strengths.
So, what happened to Sandra? Well, with the encouragement of her boss, she put in an application. She didn’t, however, get onto the programme. She didn’t mind at all but her boss did. He put in an angry call to HR telling them she was one of his high flyers so why had she not been unaccepted for the programme when Victoria (“who no-one had heard of”) had. The HR person repeated what Sandra had told her – she didn’t want to be a manager, she loved her specialism, she enjoyed working independently and her ideal scenario was to become a deeper expert. Whereas Victoria met all the criteria for the programme but she was a fairly new recruit and rather shy so she hadn't become well known yet. It was a lesson for the manager in knowing his people well enough, and it was an experience for Sandra and Victoria in being seen and supported to do what was right for them.
Overall, the Leaders of the Future programme was a completely diverse group. People couldn’t quite believe it. But when you think about it, it makes complete sense, when you select people for who they are (or, in other words, because of their strengths) then that is all that matters.
Sally Bibb is the founding director of Engaging Minds, a specialist strengths consultancy. She’s the author of three books on strengths and works with organisations including the AA, Cunard, EY, NATS (National Air Traffic Control Services), the NHS and Starbucks to introduce strengths-based selection, development and career development to improve engagement, performance and diversity/inclusion.
If you’d like to know more about Sally’s work you can check out or email her on

Join the pledge with Shani and join a growing community of businesses committed to thinking and acting differently about disability!

Find out more
The Danish-UK Association, formerly the Danish-UK Chamber of Commerce and the Danish Club is holding a Cultural Diversity conference aimed at business leaders and influencers who set the agenda and drive the path for the best possible diversity mix across all axes. 


Find out more

The UK leaves the EU today. 

Here's a resource for you to check out about what it means for you.

Check it out
  • According to the latest report on forced labour by the ILO: An estimated 40.3 million victims are trapped in modern-day slavery. Of these: 24.9 million were exploited for labour. Source
Fewer black academics in senior university roles, figures show
The number of black academics working in the most senior positions in UK universities has fallen to just a handful at most.
Read More
Moving beyond gender: How the BBC’s groundbreaking 50:50 Project aims to drive greater diversity
The British broadcaster will extend its successful gender equality approach to encourage use of more diverse commentators, including people with a disability and those from Black, Asian and minority ethnic communities.
Read More
Health secretary to investigate allegations of women denied epidurals
Matt Hancock ‘concerned’ by reports of pain relief refused during childbirth by NHS trusts
Read More

Church of England urged to apologise for Windrush racism

Synod to debate motion proposing inquiry into whether church is institutionally racist
Read More
BEIS Gender Pay Gap report
Here's the 2019 BEIS Gender Pay Gap report
Read More
Here Are 20 Headlines Comparing Meghan Markle To Kate Middleton That May Show Why She And Prince Harry Are Cutting Off Royal Reporters

Over the years, Meghan has been shamed for the same things for which her sister-in-law, Kate, has been praised.

Read More
Ellen chats to NikkiTutorials about recently coming out as Transgender
Ellen welcomed YouTube star Nikkie de Jager, a popular makeup artist and beauty blogger better known as NikkieTutorials. She recently gained attention with her video “I Am Coming Out,” in which she shared with her millions of fans that she is transgender.

Nikkie chatted with Ellen about her experience, and Ellen and her friends at Shutterfly had a special gift for her to benefit The Trevor Project.
IEDP accreditation dates
If you join the IEDP, or are already a member, you can apply for our accreditation process. You have plenty of time to apply for the next round, as the closing date for expressions of interest is 17 February. You would need to confirm and pay the fee by 17 March for submission by 13 April. Further details on the accreditation page of our website.
Contact us

The Institute of Equality and Diversity Professionals
2 Old College Court, 29 Priory Street, Ware, Hertfordshire, SG12 0DE      

tel:     0844 482 7263
fax:     0844 8225 215
And finally...

We hope you enjoyed reading this newsletter and would welcome any feedback or suggestions about how we could improve it for the benefit of our members. If you have any ideas for future editions or would be interested in writing an item for the next issue please contact the IEDP office on: 

The deadline for contributions to the next issue is 15 February 2020. Please circulate this newsletter to anyone who may be interested in our work or who may wish to join the Institute.

This email was sent to <<Email Address>>
why did I get this?    unsubscribe from this list    update subscription preferences
IEDP · 2 Old College Court · 29 Priory Street · Ware, Hertfordshire SG12 0DE · United Kingdom

Email Marketing Powered by Mailchimp