In Episode 34 of Why Care?, I had the pleasure of speaking to both Chris Altizer and Gloria Johnson-Cusack, co-authors of the book Growing the Elephant, which primarily proposes a linguistic shift of the term ‘privilege’, to the more specific and helpful distinction of ‘earned’ and ‘unearned advantages’.

Referring to the lived experiences of exclusion and discrimination within organisations and systems at large, Chris remarks during the episode that ‘we must become comfortable with what’s real’ in order to improve it. This point touches on a topic that is central to DEI practice, and which I will expand on in this article.

I break down both the importance of becoming comfortable with the constructive discomfort that must occur when implementing DEI in workplaces, as well as how to utilise it effectively.

I recently interviewed Amri Johnson, CEO and founder of Inclusion Wins, in Episode 33 of Why Care?. We spoke about the differences between leading with emotion as opposed to reason, amongst many other things.

Amri eloquently highlighted that those in the minority, both within DEI and beyond it, increasingly fall into the trap of alienating the majority, who are perceived as not doing enough, not understanding the struggle, or having contributed to oppression and discrimination over the centuries.

I recently interviewed Sue Unerman, Chief Transformation Officer and Global Head of Relevance at EssenceMadiacomX for Episode 32 of Why Care?, where we spoke about the importance of cultivating belonging within organisations. I wanted to pick up on one thread of our conversation that truly resonated with me: the significance of who is actively involved - that is both listening and speaking - in conversations surrounding DEI, as it is a growing challenge that those who hold the most potential for change are not involved in said discussions.

I hear the phrase 'representation matters' quite often, mostly in regards to inspiring children with visible role models who look like them. However, representation doesn't just matter for children! I have spoken to numerous people during my work who have shared how important representation has been for them as adults, from leaders in their organisation or field.

Recently, I spoke to Pat Phelan, Chief Customer Officer at GoCardless, for Episode 21 of the 'Why Care?' podcast - Self-Reflection as a Superpower.

As the episode title suggests, Pat credits much of his approach to inclusive leadership as being down to his comfort with reflecting on himself and his actions. Reflecting myself, I realised that my biggest takeaway from our conversation was that self-reflection is one of the most important tools in an inclusive leader's toolbox, and it's a common thread I've seen through almost very inclusive leader I've met.

Recently, I spoke to my cousin and Head of Product at Shell Energy, Elvin Nagamootoo for a very special episode of the ‘Why Care?’ podcast. (You can find that episode on all podcast platforms or here: https://lnkd.in/eeRTnvca)

During the episode Elvin spoke about how he was diagnosed with dyslexia as an adult, and how it was a revelatory moment for him as it explained his experiences as a kid of feeling different – particularly during school where he was labelled as a ‘disruptive child’.

Elvin's experiences are unfortunately not unique and many adults get late diagnoses of dyslexia in adulthood, and there are likely even more adults with dyslexia who have never been diagnosed. This article explains dyslexia and some of the simple things that leaders and organisations can do to make lives easier for their dyslexic employees.

When speaking to Shawna Ferguson the Senior Managing Director & Director of Global DEI at Wellington Management on my last episode of 'Why Care?', she highlighted their recently published Global Diversity, Equity and Inclusion report. The report shares all their internal diversity data with the public for complete transparency. Its a bold move but this level of transparency is vital to progressing DEI both within an organisation but also societally.

Read my latest article to learn more about what transparency means and the benefits to organisations who choose to follow Wellington and others who are leading the way.

In my latest article, I reflect on my conversation with Pauline Miller, Chief Equity Officer, EMEA at Dentsu, for Episode 19 of the 'Why Care?' podcast. During the episode, Pauline shared some really insightful nuggets of wisdom that she has learnt throughout her career as a DEI professional, that simply just had to be written down!

They really are some fantastic tips on DEI best practice, how to maintain DEI as a strategic imperative in your organisation, and how to build on the momentum of your successes as a practitioner!

In my latest article, I reflect on my conversation with Rukasana Bhaijee for Episode 17 of the podcast and the topic of minimising one's identity to 'fit in'.

These behaviours, referred to as covering, are common tactics amongst minorities- perhaps more common than you think!

In ‘Why Care?’ Episode 16 - Active Allyship with Marc McKenna-Coles, Marc mentioned the concept of being 'future ready' as an organisation.

This is the idea of staying ahead of the curve amongst your competitors, and even wider society, as an organisation with your inclusion policies by anticipating the needs of your employees well into the future. In this article I outline what it means to be future ready, the benefits of being so, and how Avenir can help with the process.

In this week's article, I talk about the concept of 'positive' stereotypes, when a stereotype suggests a group of people are inherently good at something, and how these can be just as harmful long-term as negative stereotypes are.

The article was inspired by the conversation I had with Sheri Crosby Wheeler for 'Why Care?' Episode 15, where we discuss the life-long effects stereotyping can have on young people in school.

Inspired by my conversation with Charlotte Cox and Caroline Nankinga for Episode 14 of the ‘Why Care?’ Podcast. In this week's article, I discuss the ways to identify the privileges you may hold as an individual, but also how to turn those privileges into a power to change your organisation to a more inclusive and effective place of work.

Lately, I have had organisations contact me about how they can beat the 'Great Resignation' that has been happening worldwide. Now that we're seeing the light at the end of the tunnel with Covid, there has been record numbers of resignations and people leaving jobs, with even more reporting to be thinking about doing so.

In this article I explain why this has been happening, and how I believe that a good DEI strategy is key to beating the Great Resignation.

Inspired by Episode 3 and Episode 13 of ‘Why Care?’, in this article I revisit the topic of job sharing, this time to discuss the inclusive potential of the practice as well as how organisations can best support new and existing job sharers.

Inspired by the conversation I had with Christian Hug in Episode 12 of the Avenir 'Why Care?' podcast, this article is all about how to make those all important DEI conversations and strategies relevant to the local context of your organisation!

I take a trip around the globe, discussing some unique DEI considerations in three distinct cultural contexts, and I give insight on how to make sure your organisational strategy is pertinent to the culture of your employees.

Like many, I have been shocked at the racism that has been thrown at the Black players in the England Euro 2020 team, but unfortunately I am not surprised. Football has always unfortunately had a troubled history with racism and discrimination towards players of underrepresented ethnic groups.

To be able to help educate on this topic, I have written an article using the context of football to explain unconscious bias and the subtle ways in which racism occurs in our society and many organisations.

Many of the conversations had, and advances that have been made, surrounding the LGBTQ+ community have been heavily weighted towards the LG- and less towards the BTQ+. This is particularly true when it comes to the workplace, and I include some statistics to illustrate this.

This article was inspired by many conversations I saw during this year's pride month in June, but most prominently by the conversation I had with Bendita Cynthia Malakia in the episode #11 of my "Why Care?" Podcast.

Minimisation, the instinct we use to cognitively reduce the impact of something negative, can sometimes allow bias to creep into our decision-making- to the detriment of our minority colleagues.

The article explains when and why we often minimise, and when it is that by doing so, we facilitate discrimination in our organisations.

Here I discuss the difference between attraction and selection in the recruitment process and why this means organisations may be struggling to hire diverse talent despite boasting the implementation of inclusive recruitment strategies.

The effects of design bias in organisational policy can be far reaching. Here I discuss why this happens and what the results are for groups of people who fall through the cracks of organisational decision-making.