Is staff engagement lower than you’d like?
Are people coming forward with ideas and speaking up in meetings?
Perhaps referrals for recruitment are not where you want them. These are common challenges businesses face, even if they are trying to do the right thing; they can signal that people don’t feel included.
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.
If you walk into an organisation and see images on the wall that are inclusive, leaders who represent you, hear stories celebrating people, or charities you have an affinity with, you might feel it’s a place you can work. So, inclusion is part of culture: your leaders need to be inclusive; your policies must be inclusive; your teams should be inclusive. It’s a belief and value system that informs your culture, but you can’t just write a statement; it’s how you encourage it and hold people accountable, too, because we don’t always see everyone’s perspectives, due to privilege and bias.
I am passionate about going into organisations and understanding how they could be more inclusive. Through observation, and my background in psychology and consulting, I know the questions to ask and learn from all the organisations I speak to. I can then hold a mirror up and share what people are thinking in a safe way to help people develop a more inclusive mindset.
You’ll become open to thinking differently. Instead of being defensive, which is a natural reaction, you’ll start to think about considering how others see the world and what you 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.
Inclusivity has got to be done carefully; it’s got to be done with kindness, and I believe in it.
You don’t get the benefits of diversity without inclusion.
The following is a Sketchnote which outlines the Diversity and Inclusion Services we offer, here at CMCBP!
The following is a list of the work Clare Mulligan-Foster (CPsychol) does as a Diversity and Inclusion Consultant
Diversity and Inclusion Awareness
Diversity acknowledges that within any group there are significant differences between individuals. Previously, equality at work meant treating everyone the same, but we are now aware that this can lead to unequal outcomes or perceived inequity. Accounting for differences is an important part of diversity initiatives. It is not just about ensuring things are equal, but they are equitable, fair and support the needs of each party. Diversity initiatives can ensure that an organisation enables diverse talent to be recruited. However, a diverse team can lead to dysfunctional teams and silos unless an authentic inclusive culture exists to support it. To really get the positive returns from diversity then we must understand the challenges of diversity and work hard to instil an inclusive culture where everyone can bring their authentic self to a psychologically safe environment. To create a truly diverse culture then it is essential that the mindset of all within the organisation is inclusive.
Clare runs regular workshops to bring awareness of diversity and inclusion to groups of staff to raise awareness and start conversations in how to implement positive actions for diversity and to build inclusive leadership practices.
Unconscious Bias workshops
Organisations are increasing their efforts to enhance the diversity and inclusion of their workforce and pool of potential talent. One of the challenges for organisations is ensuring that all staff recognise the impact of their own unconscious biases on how they make decisions and treat others. Unconscious biases impact all of us and form part of how we think. Most people are not fully aware of how bias may affect how they perceive and think about other people. Bias will affect perception, attitudes and behaviour towards others and some of this behaviour can be quite subtle. It is therefore important to raise awareness of our own bias is an essential skill to develop in the workplace.
Clare runs workshops in unconscious bias for leaders, employees and senior teams. The aim of this workshop will be to allow people to understand how their brain works in terms of how they make decisions and think about other people. They will understand how bias occurs in all of us and recognise the impact of any associated behaviours. They will be able to name and recognise common biases in the workplace and hopefully get some a-ha moments in recognising their own unconscious biases or unseen barriers to inclusive cultures.
Clare has researched a lot of models and theories to support her work in training on unconscious biases and is able to share her knowledge and strategies in a facilitative and engaging way. The aim is to get participants motivated and confident in applying strategies to help mitigate the impact of biases and work more consciously towards building inclusive cultures.
Diversity and Inclusion Audits
For a lot of organisations, it can be a challenge to think where to start on their Diversity and Inclusion journey. A diversity audit can help organisations take a pulse point of where they are and then have a bespoke plan for developing a Diversity and Inclusion strategy
The steps of an audit can include
- Macro research of Diversity and Inclusion for specific industry
- Review of organisations policies and process
- Interviews with staff
- Focus groups
- Bespoke survey to gather representation of staff views
- Diversity audit of organisational representation of each of the grounds of equality
- Report to provide findings and research
- Recommendations of action plan for Diversity and inclusion
For more information on Diversity Audits, check out our blog on How to Carry Out a Diversity Audit.
Inclusive Language workshops
The aim of this workshop is to review language used in the organisation and how to present an inclusive language for all communications
Inclusive language helps bring trust with your customers and stakeholders. It also helps represent your organisational values and principals.
Diversity improves organisational performance, so it is essential that we are not excluding anyone in how we communicate to all customers, stakeholders and staff.
Benefits of inclusive language are;
- Gain market insights
- Grow into new markets
- Build relationships
- Increase brand loyalty and customer perception of brand
- Develop creative and innovative solutions
- Build organisational culture
Ally programmes
An ally is a person who has the knowledge, self-awareness and ability to support those who may face discrimination in the workplace. An ally should also be prepared to confront discrimination, support others and promote inclusive behaviours. For example, an LGBT (Lesbian, Gay, Bisexual and Trans) ally describes a person who is supportive of LGBT people and any challenges they may face in the work environment. An ally will work towards creating inclusive and safe work environments for all members of the LGBT community.
This workshop provides an opportunity for people who wish to become an ally or to develop their current role as an ally. It is an opportunity to understand what it means to be an ally for the in their workplace. Participants will be provided with new thinking and ideas on how to create an inclusive workplace for each protected characteristic.
Generational Diversity workshops
We are experiencing a shift in our workplaces in line with global demographic shifts. Organisations are facing a growing number of baby boomers exiting their organisations taking with them critical experience and knowledge. At the same time organisations are having to learn to adapt to the increasing number of technologically sophisticated “Generation Y” entering the workplace. By 2020, Generation Y will be the largest generation in the workforce.
The workshop will include interactive elements to support learning and engagement in the subject. Each area is supported with elements of Clare’s research, anecdotes from her work and encouragement of sharing from participants.
Content of the workshop could be as follows:
- Meaning of generational diversity
- Exploration of understanding Baby Boomers, Generation X, Generation Y and Generation Z – understanding values and work styles
- Group interactive exercise exploring Generational Diversity and challenging stereotypes
- How to create a high performing learning environment for a multi-generational workforce
- Scenarios exploring generational diversity – linking to system leadership (such as collaboration, understanding different perceptions, building diverse workgroups, challenging stereotypes of other generations, challenging own confirmation bias, active listening)
- Exercise on mitigating generational biases in own organisation
- Preparing for future workforces to collaborate, attract, and engage all generations
To read our blogs on Diversity and Inclusion: