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Issue  78                                                                                                 February 2020

A word from the Chair

Hello, 
There goes another month....this time with the unfolding ‘C‘ virus dominating the world, but enough doom and gloom.
On a positive note we held our webinar ‘Why Bother With Inclusion’ earlier this week, hosted by Advisory Friend Joanne Lockwood FRSA who as always delivered a thought provoking session. 
Our next Webinar is on April 30th and will be hosted by Advisory Friend Cherron Inko-Tariah MBE 
I also attended a truly memorable event Created by Carol Campayne of The Diversity Practice and hosted by Aviva. The statistics are alarming but hopefully this work will help to push the gender diversity dial forward for all women. A few insights below.

Please don’t hesitate to get in touch If you’d like to share events, resources or developments that you think we should know about.

See you in March 

If any of you would like to contribute an opinion piece please send us an email at info@iedp.org.uk

Have a lovely weekend.

Denise


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)
 
Ian Dodds Consulting’s (IDC) Monthly Best Practice: February 2020
Drive performance by being a Diversity & Inclusion Champion

A global client that IDC has been working with recently developed 10 Diversity & Inclusion Champion key behaviours on the lines described below. Prof Ed Schein’s research (Sloan Management School) has demonstrated that 80% to 90% of the behaviour in any organisation is influenced by the example of its leaders. Hence, behaviours like these are really powerful for a Diversity & Inclusion Champion to practise. They are:
  1. Make a point of openly challenging exclusionary behaviour, practices or policies.
    1. Seek regular staff feedback.
    2. Zero-tolerance messages on racism, sexism, ageism, etc.
    3. Ensure fair and transparent access to opportunities and facilities for all staff.
  2. Note your behaviour and that of others during meetings. Is there broad participation, or do the same people do all the talking?
  3. Take a few minutes to think about the last time you were in a conversation that you weren’t really interested in. What kind of signals did you give out (your tone of voice, body language, etc). What kind of messages do you think the recipient got from you? Be conscious of the signals for your next conversation/meeting.
  4. Take some time to self-reflect on your own leadership behaviour, beliefs and impact of your own management style/pace on others:
    1. Take a 360 degree feedback and analyse the feedback. Share it with your team.
    2. Is a particular event/discussion paper absolutely critical to your operation achieving its plan? As a matter of good management practice and effective allocation of your people resources, consistently challenge/push-back against non-priority requests.
  5. Has everyone in your operation completed the current diversity e-learning module, including yourself? Assign someone to track progress.
  6. Consider the use of unique English idioms in conversations and communications. Would they be understood locally? Count their usage in your next team meeting. Language can unintentionally exclude.
  7. Think about how often you have non-work conversations with your colleagues. How often are those with people different from yourself, e.g. gender, ethnicity, etc? Stop by someone’s desk for an informal chat; or consider randomly inviting 5 people for morning coffee. It will be noticed and valued.
  8. Have a conversation with your team about what inclusive or exclusive behaviour looks or feels like. Collectively agree a few inclusive behaviours that will be “the way we work here”. Get team members to do the same.
  9. Consider shadowing and/or assessing at a selection/promotion event in order to fully understand the challenges that potential diverse candidates in your operation face. Feedback your impressions and recommendations to them as part of your responsibility in preparing them.
  10. Send a clear message about promoting a flexible and inclusive workplace, with clear accountability across your operation:
  1. Frequently seek feedback from your team. Does your team feel listened to/able to challenge your decisions or your work-style?
  2. Ensure diversity actions are in your own personal objectives and in those of your direct reports.
  3. Mentor staff who are from a different diversity background to yourself. Alternatively, consider being reverse-mentored by a junior staff member – a great opportunity to hear the pulse of your operation from a different perspective. Encourage all staff to mentor and/or be mentored.
 
Please do not hesitate to contact me if you would like to know more about being a Diversity and Inclusion Champion.
 
Dr Ian Dodds FRSA, 19 December 2019, Lotus Award Winner, 2017, for Lifetime Achievement in Pioneering Inclusive Cultures
 
 
 
 

Advisory friend Toby Mildon's book was published this month! It's called: Inclusive Growth: Future-proof your business by creating a diverse workplace

Inclusive Growth provides a practical framework that enables you to deliver a sustainable, diverse and inclusive workplace that allows your organisation to grow.

You will understand how to:
• Strategically align diversity and inclusion to organisational growth
• Change the culture and motivate senior leaders to ‘walk the talk’ for inclusivity
• Design and implement a sustainable inclusivity infrastructure
• Work as a whole organisation rather than in HR isolation
• Celebrate your inclusivity to become an employer of choice in your industry

Find out more

Different women, different places

I had the great pleasure of attending the memorable “Different women Different Places: The way forward conference earlier this month and I’m so glad that I did. To start with ....this was much more than a D&I ‘event’, it was an experience. This was dynamic and engaging, collaborative and inclusive, uplifting and yet sobering. There was humour but even that couldn’t dull the fact that the statistics drawn from this very important research was sobering, especially when you consider that Carol published the first set of research results in 2007 and that this report is the follow up. Sobering when you see that there’s been an increase in women seeing race and gender as a double disadvantage from 65 % in 2007 to 86% in 2020.

3. And that 72% of respondents say that organisational culture blocks progression of non white women.
4. As we explored the intersection between gender and race it was clear that there is a disconnect as 91% or respondents believe that gender is not a unifying force...
5. Clearly there is much work to be done by both individuals and organisations.
If you think that you’d like to support this vital work grab a copy of this resource below
 

Find out more
  • "36% of over 50s felt they had been disadvantaged at work because of their age." - AGEUK 
Girish Menon: To establish truly diverse and inclusive organisations, we must understand the exclusionary factors at play
Addressing issues with diversity can be complex, but that should not prevent us from exploring the barriers
Read More
Most BME MPs have experienced racism in parliament, study finds

Half of black and minority ethnic respondents faced racism from fellow MPs.

Read More
Don’t wait for ethnicity pay legislation to start gathering data, firms urged
Business body warns employers must consider reporting challenges now, such as staff worried about the risk of discrimination
Read More

Tesco launches own-brand plasters to match different skin tones

Tesco has launched a range of plasters to match different skin tones in a bid to pressure other retailers into following suit.
Read More
Supporting employees who come out at work
After ITV presenter Phillip Schofield recently revealed he is gay, Philip Richardson offers advice for employers wanting to support staff who choose to disclose their sexuality
Read More
Deconstructing White Privilege with Dr. Robin DiAngelo
Dr. Robin DiAngelo is the author of "What Does it Mean to Be White? Developing White Racial Literacy" and has been an anti-racist educator, and has heard justifications of racism by white men and women in her workshops for over two decades. This justification, which she calls “white fragility,” is a state in which even a minimum amount of racial stress becomes intolerable, triggering a range of defensive moves. These moves include outward display of emotions such as anger, fear, and guilt, and behaviors such as argumentation, silence, and leaving the stress-inducing situation.
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 March. You would need to confirm and pay the fee by 17 April for submission by 13 May. 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
email: info@iedp.org.uk 
web:  www.iedp.org.uk
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: info@iedp.org.uk 

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