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IEDP Issue  87                                                                                     January 2021

A word from the Chair

Hello everyone, 

Hello and a belated HNY
 
I hope that your year has had more moments of optimism and positivity than anything else. Of course if you regularly watch the news, the daily COVID stats can be rather depressing and anxiety inducing but at least seeing the start of what many are calling the new dawn of American politics was uplifting...even for us on this side of the pond. 
 
One thing that the last four years of political disruption in the US has help to highlight globally is the inequality that exists at the heart of many systems that’s been embedded over decades and centuries, manifesting as racial, cultural, religious gender and sexual discrimination.
 
This new dawn is a perfect reminder that even in challenging times there’s always a light at the end of the tunnel. Without optimism where would we be? How would we get out of bed every day yet alone move forward? After all we need something to give us a collective lift don’t we? Observing what is already promising to be a breath of fresh air in American politics is inspiring as we witness the appointment of diverse and inclusive individuals to high office ….many of whom are ‘firsts’. I am hopeful that more countries and indeed organisations will be touched by this air of change.
 
It feels like it’s time for those that make purely performative statements to be challenged and I’m pretty sure they will as Generation Z realise that they don’t have to maintain the status quo. They can question what have been the ‘norms’ and they can be distruptors in their daily lives. In fact, each and every one of us has the responsibility to question and challenge.
 
Unfortunately with every new dawn there are clouds… and one of the most disturbing is the emerging vaccine war based on rich vs poor which exacerbates inequality globally...so clearly it’s going to be another challenging year that sees the forces of change battling to create a more equal world. Is this possible? Can we overcome our individual needs and start to think of the collective?
 
We are working on our scheduling for 2021 and will keep you updated.
 
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)

Campfires and Shop Windowsby Gamal ‘G’ Turawa

 We are in unprecedented times and the challenges that has brought are pushing us to explore new options and ways of working and let's be honest for those that like to feel the energy of the room and use it to work their magic this is not ideal.


However if we look at the positives we have found ways to connect to the world through a tablet or computer screen. I recently found myself talking to delegates in 15 different countries from my sofa. There has been an explosion in how many ways we can now interact online all with various networking softwares with a myriad of conferencing features and facilities.

The pandemic, politics and injustices across the whole diversity spectrum have come to the fore in ways that have put our work front and centre and the market place is now becoming awash with ‘consultants and specialists.’ Buzzwords like unconscious bias, resilience, humanistic, allyship and inclusion are entering the vocabulary of our profession at a phenomenal rate. It seems that almost every conversation has to have them included if one wants to be taken seriously.

Organisations in both the public and private sectors are now looking at themselves and seeking to address their cultural imbalances and looking for help to do so. However their understanding comes in varying degrees of awareness. Let me share with you how I see them.

The Shop Window - These are organisations that don’t really get what D+I is all about but want to be seen to be on board, they normally want an hour’s workshop on Unconscious bias or something similar so they can tick a box and say they’ve done something or put a line in their literature to say they are ethical. For these companies it's more about image rather than change.  They are constantly putting out flames rather than making progress. They don’t normally look at the pedigree of providers because they’ve just done an internet search and found the cheapest they could find. They are looking for firefighters not change agents. These attract those providers that are out to make quick money rather than make a difference. They see an opportunity for a quick turnaround and will undercut the value of the training for a fast profit.

The Shop Floor -  These are organisations that are on that journey to awareness. They know that they must do something more substantial but have not yet understood the full spectrum of the D+I agenda however they do recognise change needs to take place so they focus on processes and policies. They also put a lot of effort into the area that has come to light be it Race, Gender , etc. They have not yet recognised the I in D+I. They are driven by compliance more than change. They usually attract providers who are able to combine academia with creativity. Those who are foundation builders and blue sky thinkers.

The Stockroom - Now these are the organisations that recognise that they really need a deep clean culture wise. They know there are no quick fixes and they are looking for those who are experienced enough to guide them on that journey with a proven culture change program. They will research the market knowing that whoever they select will have to be solid enough to hold the reputation of their organisation in their hands throughout the process of change. They attract those who have that strategic overview and proven track record. Those that respect the fact that they are contributing to something larger than themselves. They have usually been around for a while and have well used tools and techniques that can get into all the darkened corners of the stockroom.

A lot of organisations are not yet ready to go into the stockroom and therefore end up putting effort more into keeping its door closed. When scandals occur and dirt falls out, as it will do from time to time they expend a lot of energy and effort on pushing it back in or trying to disguise/hide it. All the time failing to realise how much that is costing them in both financial and reputational terms.

As a practitioner the main thing is to understand where you operate and to maximise your skill set in that zone as well not being afraid to collaborate where necessary. Which is why we should form camp fire groups.
A camp fire group is made up of the colleagues you trust the most, the ones who recognise that by keeping the fire burning you are all kept warm. All members have a responsibility for keeping its burning potential alive.

You can bring up issues knowing that the responses will be coming from a place of mutual growth. Ideally your group should be made up with members from all three areas of the business highlighted above and that will maximise your reach within the marketplace as well as create a space for creativity and innovation to occur.

As I started we are in new territory and to get through this collaboration is the key and one of other benefits is that now that camp fire group can be international, through the web we are now connecting more globally than ever before…

There’s plenty of opportunities out there, new skills we can share, so together lets dare….

The coronavirus effect on global economic sentiment, January 2021 Survey

Here's the January 20201 Mckinsey Survey about the coronavirus effect on global economic sentiment. 

Economic expectations remain high but have tempered since December, and executives in Latin America and in Europe are less confident than their peers about the future.

Find out more

How to Talk With Children and Young People About Race and Racism

Welcome to Switchboard – the LGBT+ helpline – a place for calm words when you need them most. We’re here to help you with whatever you want to talk about.

Nothing is off limits, and we understand how anxious you might feel before you pick up the phone.

 
Find out more
 
Workplace diversity leads to innovation.
Inclusive companies are 1.7 times more likely to be innovation leaders in their market. Source: Josh Bersin research
How lessons from gender equality in the Nordics can be applied to racial equality

Though equality for all is an ideal goal, reports continuously show us that issues within the spectrum of diversity, equity and inclusion (DEI) are still far from equal. Whilst systemic work on bringing about gender equality has made progress internationally over the last few years, from abortion rights to the #MeToo movement, we have not witnessed the same kind of concerted effort and progress on racial equality.

Read More
Malaysia: Government Steps Up Attacks on LGBT People

The Malaysian government should renounce a cabinet minister’s proposal to increase criminal penalties against lesbian, gay, bisexual, and transgender (LGBT) people, Human Rights Watch said today.

Read More

Vaccine hesitancy: what is behind the fears circulating in BAME communities?

Several national surveys suggest people from black, Asian and minority backgrounds are far more likely to reject having the Covid-19 vaccine than their white counterparts. Nazia Parveen and Annabel Sowemimo explain the root causes of this hesitancy

Read More
Iffy Onuora set to become Premier League's first head of equality, diversity and inclusion

Former Scottish professional footballer Iffy Onuora will take over EDI matters within the Premier League by supporting best practice at clubs; he will also help to lead and deliver EDI campaigns and programmes at the Premier League's external partners, including Stonewall and Kick It Out

Read More
Targeted: The Truth about Disabilty Hate Crime

A film about the routine aggression and abuse faced by disabled people in today's Britain, from verbal name-calling to violent physical attacks. Featuring a wide range of testimony from survivors.

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 February for submission by 13 Feburary. 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 February 2021. 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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