inclusion

,

Depending on your experience

,

c/o LinkedIn

We all have biases, as it's these biases that allow our brains to sort through vast amounts of material very quickly. While some biases are conscious, others operate at an unconscious level. In an ideal world we would not have to justify the necessity of discussing diversity as a business case, but for some leaders’ economics is the only language they understand. And in some cases I think this is the only way to underscore the need for dialogue as we strive for greater inclusivity within our communities and workplaces.

The act of including

Inclusion is promoting an environment that embraces people from diverse cultural backgrounds are welcomed and treated with respect. It involves integrating them into the community, affording them equal opportunities to share their perspectives and address their concerns. I think it encompasses re-evaluating your criteria for evaluation and support, considering who you invite into your circle and who you provide additional opportunities to. Ultimately, inclusion is about creating a space where everyone feels empowered to contribute and thrive.

Nowadays, all organisations need diversity, equity, and inclusion (DEI) consultants to promote a more inclusive and fair work environment. And these consultants play a pivotal role in identifying biases, implementing inclusive practices, and cultivating a diverse workforce. Contact me here or via e-mail for a DEI maturity assessment.

““True leaders don’t create separations, true leaders bring people together.””
— Burrellism
,

The cornerstones of psychological safety

,

Timothy R. Clark’s book “The 4 Stages of Psychological Safety” highlights that at work, psychological safety is essential for employee wellbeing, engagement, and performance. There are four stages of psychological safety:

  • Including - Actively promoting diversity and ensuring that everyone's voice is heard and considered.

  • Learning - Encouraging a growth mindset and recognises that failure is an essential part of the learning process.

  • Contributing – This involves recognising and appreciating the unique strengths and contributions of each team member.

  • Challenging - Recognising that innovation and growth often come from questioning assumptions and exploring new ideas.

I think that each of these stages highlights a unique human need that exists across demographics, psychographics, and geographies.  Contact me via e-mail for a confidential meeting about your organisations psychological safety efforts.

,

An immigrants journey podcast

,

My daily mantra encourages me to remain humble, grateful, and optimistic. I think we should all have an opportunity to participate in society, but right now we appear to be letting this opportunity slip away. I was recently interviewed by Mozhgan Gerayeli for her new podcast, “An Immigrants Journey,” and even though she forgot an “L” in Burrell, it may give you an insight into my Danish experience. See YouTube link here.

““If we free ourselves from expectation, the tension between what we want and what we receive will not be so acute.” ”
— Shereen Daniels

Why do you wear a safety pin?

I saw trend forecaster, Li Edelkoort in November 2016, just after Trump was elected and the confirmation of Brexit. Li predicted that we will see more people wearing a safety pin as a symbol of support to those who might be in danger of attack by some group or individual against another, based on their race, ethnicity, religion, sexual identity, range of ability or other category. I have worn a safety pin ever since as I firmly believe that there is no room for hate, unfortunately, the trend never caught on. Have a super day…

, ,

Satisfy your interests

, ,

Diversity, Equity, and Inclusion (DE&I) can be divided into two distinct parts, positions and interests, as they serve as the profound lens through which we understand human dynamics. Positions are the things we say we want to achieve within DE&I initiatives, for example, advocating for equal pay, diverse representation in leadership, or implementing inclusive policies. However, beneath these explicit stances lie the intricate web of interests: the intricate tapestry of motivations, insecurities, aspirations, and historical contexts that shape our perspectives and fuel our advocacy. On the other hand, interests delve into the nuanced nuances of human experience, exploring the depths of our collective psyche to uncover the underlying desires for belonging, respect, and fairness. They are the silent orchestrators of our outward expressions, guiding our choices and actions as we navigate the complex terrain of diversity and inclusion. I think to truly comprehend the essence of DE&I efforts, one must excavate beyond the surface-level declarations of positions and delve into the rich landscape of interests, where the true essence of human connection and understanding resides.

,

The pathway to growth

,

Image c/o McKinsey & Company

Which term accurately describes the issue: racism, discrimination, or prejudice? When these words come to mind, do they empower me and make me stronger, or do they weaken me and promote dissolution?

Integrating language effectively into action is essential for effective communication. It's crucial to ensure that what you say aligns with who you are as your audience evaluates your genuineness and trustworthiness based on this alignment. I think if you approach communication with honest inquiry and ensure that every word reflects your truth, you're on the path to growth - a golden pathway. On Thursday 7th March, Chiara Marmugi will be the facilitator, Phaedria Marie St. Hilaire and myself will be sharing our perspectives and insights on the complex realities of racism in Denmark. Sign up here.

““To make difference in someone’s life, you don’t have to be rich, beautiful or perfect. You just have to care.””
— Unknown
,

Employee responsibility (part two)

,

How can employees tackle the topic of diversity and inclusion?

I think understanding diversity and inclusion requires a nuanced approach that acknowledges the complexity of human experience. Rather than viewing diversity solely through the lens of distinct categories like gender or ethnicity, it's crucial to recognise the interconnectedness of these identities. For example, the workplace experiences of women can vary significantly depending on factors such as geographical location or socioeconomic background. And in this context, fostering inclusion becomes paramount in harnessing the true potential of diversity.

,

Employee responsibility (part one)

,

What concrete steps can employees take to enhance diversity and inclusion?             

There are several ways employees can play an active role in creating an inclusive workplace where diverse perspectives are celebrated, and everyone has the opportunity to thrive. Employees can take concrete steps to enhance diversity and inclusion in the workplace by first recognising role models who embody these principles, serving as inspiration and exemplifying the value of embracing differences. I think by improving dialogue and awareness around intersectionality and acknowledging the interconnectedness of various dimensions of diversity like race, gender, age, and socio-economic status will help to create an inclusive environment where all perspectives are valued. Also, by highlighting the practical advantages of diverse teams, such as heightened innovation and problem-solving capabilities, reinforces the business case for diversity and encourages broader participation. Finally, by facilitating open discussions and knowledge-sharing forums allows employees to exchange successful strategies and approaches this will provide a culture of continuous learning and improvement in promoting diversity and inclusion.

, ,

Finding the right candidates

, ,

There is an immense potential in leveraging diversity, equity, and inclusion (DEI) as a competitive advantage. The technological advancement within recruitment is a massive opportunity to access different talent pools and foster a more inclusive environment within HR departments. Approaching candidate evaluation with fresh perspectives not only brings about diverse viewpoints but also highlights the value of varied identities and opinions. Numerous studies emphasise the correlation between DEI and enhanced business performance. For example, Forbes research claims, “Inclusive teams make better business decisions up to 87% of the time.” I think it's crucial to acknowledge that DEI initiatives will only produce meaningful results if they are backed by a truly inclusive organisational culture. And without such a culture, DEI efforts risk being mere lip service. Contact me here or via e-mail when you are ready to upscale and develop your leadership, culture, and people to truly have inclusive behaviours.

We are fed up of tokenism

Inclusion for me means the practices and programs that have the effect of giving power and voice to traditionally or historically opposed groups and individuals.
- What has your organisation actually done to demonstrate inclusion?
- What have you really done to demonstrate that this “minority” person has the power, resources, support, and the voice to enact change within your organisation?

Contact me here or via e-mail for a meeting to discuss your organisation's DEI maturity level.

, ,

Diverse talent

, ,

If you don’t focus on recruiting diverse talent then obviously, you’re not going to have diverse talent, and ultimately, you won’t have a diverse organisation. Diversity is a business imperative and recruiters play a key role. I think diversity, equity, and inclusion (DEI) will be a continuous focus area for recruiters especially because more and more candidates will make job choices based on their assessment of a company’s visible DEI commitments.

A sense of belonging

Belonging involves embracing intentional gestures and transforming them into opportunities to make others feel included and truly a part of something. It requires a little effort to extend an invitation to someone from a different background, suggesting a simple meeting over tea or coffee, creating a space for conversations that delve beyond appearances and focus on the essence of who we are. I think true belonging is achieved when employees wholeheartedly embrace the idea that everyone is welcome to bring their unique perspectives and authentic selves to the table. Do you feel like you belong? Contact me here or via e-mail for a confidential meeting.

, ,

Honesty is the best policy

, ,

Are you working for an organisation where:

D) The workforce comprises of people of different races, genders, ethnic groups, sexual orientation, ages, and religions?

Are you working for an organisation where:

E) They have eliminated the systemic barriers and privileges to ensure all people have fair access, opportunity, and resources to thrive?

Are you working for an organisation where:

I) They have created an environment where groups who have been historically excluded are actively included and valued for their different perspectives?



If yes, congratulations ✔️.
 If no, contact me here or via e-mail for a confidential meeting.

, ,

Uncommon bias

, ,

Research tells us that one of the main reasons why people leave an organisation is they don’t have a sense of belonging. They feel disconnected or disrespected by their immediate manager, colleagues, or with the organisation when subtle microaggressions or micro behavioural messages occur. Micro behaviours are both verbal and non-verbal cues, such as consistently checking the time or not fully engaging when someone is speaking. It's crucial to recognise that these microaggressions are particularly impactful on individuals who are considered 'diverse,' as these subtle messages are heard loud and clear to them. Addressing and mitigating these microaggressions is essential for cultivating an inclusive workplace where everyone feels valued and respected.