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We know companies are getting better at creating diverse workforces. They have responded to legislation on pay and equality, and many have moved beyond what they need to do, towards an understanding that diversity is the right thing to do. The conversation has also developed beyond gender and ethnicity, to neurodiversity and mental health, and an understanding of why they all matter.
But although the right steps are being taken, the cultural shift needed to engage everyone in the conversation is still a challenge, and those who are doing well in this area are working on inclusion. They’re listening to different voices and acting on what they hear for the benefit of the business.
Clare is passionate about going into organizations and understanding how they could be more inclusive. Through observation, and her background in psychology and consulting, she will know the questions to ask and learn from all of the organization. She can then hold a mirror up and share what people are thinking in a safe way to help people develop a more inclusive mindset.
Leaders and organizations will become open to thinking differently. Instead of being defensive, which is a natural reaction, they will start to think about considering how others see the world and what they can do to help them. Because if people feel included, they’ll feel they have a voice. If you feel a company represents you, you’re more likely to feel authentic, share your ideas, and give more of yourself. If you can’t talk about something, or can’t be yourself, it’s an invisible barrier to your progression.