1. Building Inclusive Excellence in Engineering 2. Creating Inclusive Work Environments in Engineering 3. Nurturing Diversity in Engineering Excellence 4. Diverse Perspectives in Engineering Success 5. Fostering Inclusivity in Engineering Organisations 6. The Engineering of Inclusive Excellence 7. Embracing Diversity for Engineering Success 8. Cultivating Inclusive Excellence in Engineering 9. Uniting Voices for Inclusive Engineering 10. Engineering a Culture of Inclusivity

Welcome to The Inclusion Bites Podcast, where we dive into discussions around creating inclusive environments, embracing diversity, and fostering a sense of belonging for all. In today's episode, titled "Engineering Inclusive Excellence," our host Joanne Lockwood is joined by Claire Angliss, a leader in learning for a large engineering organisation and owner of an inclusive coaching business. Together, they explore the complexities and importance of building psychologically safe workplaces that encourage open dialogue and inclusivity. From challenging traditional selection processes to the impact of community networking and employer branding, Joanne and Claire delve into the critical aspects of creating an authentic and diverse talent pool. They also address the psychological impact of diversity targets, the perception of hiring second-best when aiming for diversity, and the challenges faced in the talent pipeline for people of colour. The episode brings to light the responsibility of leadership in fostering an inclusive space and the need to challenge biases in hiring practices. Join us as we navigate the nuances of inclusion, the value of diverse perspectives in problem-solving, and the ongoing journey from focusing on diversity to prioritising inclusion. So grab your headphones and get ready for an insightful and thought-provoking conversation on The Inclusion Bites Podcast.

00:00 Choosing words carefully, being authentic at work.

07:54 Building a network, sharing experiences, being truthful.

14:07 Passionate about inclusion, navigating sensitive business topics.

15:47 UK business passionate about inclusion beyond gender.

25:07 Diverse perspectives lead to better problem solving.

32:48 Challenges facing women in the workplace.

35:25 Recruit from a certain pool, meet targets.

44:06 Promoting diversity in hiring without discrimination.

49:58 Employers need to give disadvantaged people chances.

51:09 Encouraging everyone to recognise and support potential.

57:10 Encouraging transparency and attracting talent to business.

Inclusion, Diversity, Workplace Inclusivity, Leadership, Talent Acquisition, Psychological Safety, Employee Development, Diversity Targets, Authentic Employer Brand, Diverse Perspectives

Exploring the complexities of fostering inclusive excellence in engineering, Joanne Lockwood and her guest Claire Angliss delve into the challenges and importance of promoting diversity, redefining talent selection processes, and cultivating a psychologically safe workplace on The Inclusion Bites Podcast.

In this episode of the Inclusion Bites Podcast, host Joanne Lockwood invites Claire Angliss, a leader in learning for a large engineering organisation and owner of an inclusive coaching business, to discuss the imperative of creating psychologically safe workplaces for open discussions and inclusivity. The conversation delves into the challenges of bringing one's whole self to work, the importance of diverse perspectives for better problem-solving and innovation, and the need for a robust talent process to mitigate bias in talent reviews. Claire highlights the complexities around attracting diverse talent and seeks to challenge traditional hiring criteria by valuing skills and capabilities over traditional qualifications. The episode emphasises the responsibility of leadership in creating an inclusive space, actively seeking out diverse candidates, and avoiding tokenism in promoting authentic growth and support for underrepresented groups. Both hosts discuss the misconceptions and challenges surrounding hiring for diversity, from the psychological impact of diversity targets to the biases against individuals from care or criminal justice systems. They stress the need for genuine empathy, compassion, and care in leadership to create inclusive environments. Key Takeaway: The episode enlightens listeners on the multifaceted nature of diversity and inclusion in the workplace, and challenges both individuals and organisations to actively seek out, support, and promote diverse talent. Listeners are encouraged to gain insight into the complexities surrounding diversity and inclusion, and consider the importance of fostering psychologically safe environments for all employees to thrive. This thought-provoking episode offers an engaging and enlightening discussion on creating a work environment where everyone feels valued and can contribute their best. Join Joanne Lockwood and Claire Angliss on the Inclusion Bites Podcast to explore the significance of inclusion, belonging, and making the world a better place for everyone.

Creating psychologically safe environments, inclusivity, diverse workforce, storytelling, employer brand, community networking, social responsibility, talent pipeline, leadership responsibility, representation, tokenism, underrepresented groups, Inclusion Bites podcast, diversity and inclusion, authentic growth, diverse talent, naturism in the workplace, executive development, gender pay gap, ethnicity pay gap, bias in talent reviews, psychological impact, imposter syndrome, diverse candidates, job specifications, Code First Girls programme, bias challenge, core values, empathy in leadership, diversity priorities, collective intelligence

Claire Angliss is the head of learning for Talis in the UK. She has been dedicated to driving engineering excellence and leadership within the organization. Claire believes in creating an inclusive and empowering workplace where everyone can thrive and feel valued. She is passionate about delivering exceptional service to customers while also prioritizing the well-being and fulfillment of her team. Claire's vision is to foster an environment where individuals can be their authentic selves and feel a sense of belonging and trust in their work.

Primary Topic: Importance of Inclusive Work Environments and Diverse Workforces - Importance of diversity and inclusion in organisations - The impact of community networking, social responsibility, and creating a work environment where employees feel free to recommend and promote the organisation - Different perspectives lead to better problem solving and innovation - Challenges faced by individuals of uniqueness in a monoculture - Responsibility of leadership in creating an inclusive space - Lack of representation and talent pipeline for people of colour in an organisation - Avoiding tokenism and promoting authentic growth and support for underrepresented groups - The complexity of attracting diverse talent and the need for a holistic business approach to inclusion - Psychological impact of diversity targets, imposter syndrome, and the misconception that hiring for diversity means hiring second-best - The stigma and biases against individuals from care systems or the criminal justice system, and the importance of looking at a person's core values and capabilities rather than their past - The need for businesses to be open to individuals from diverse backgrounds and to challenge traditional hiring criteria - The shift towards valuing skills and capability over traditional qualifications - The importance of actively seeking out diverse candidates and putting targets on recruiters to achieve diversity in hiring - The challenges and implications for both diverse candidates and those in the majority group when it comes to promotions and perceptions of inclusion - The importance of a robust talent process to mitigate bias in talent reviews and diversifying the perspectives involved in the selection process Primary Topic: Building Inclusive Culture and Storytelling - Creating psychologically safe environments in the workplace for open discussions and inclusivity - Challenging the selection process and criteria, aiming for a more diverse and inclusive workforce - Importance of storytelling and creating an authentic employer brand to attract a diverse talent pool - Engaging in business conversations around diversity and inclusion and creating a safe, trusting environment for all types of diversity - Shifting the focus from diversity to prioritizing inclusion - Frustration at the focus on single-strand initiatives and the lack of structure around belongingness and culture in diversity efforts - The need for a multi-dimensional strategy in diversity efforts - Challenges of discussing sensitive topics like diversity and inclusion in a business context - The importance of sharing experiences and creating a culture of empathy, compassion, and care in leadership and creating inclusive environments Primary Topic: Recruitment and Talent Acquisition for Diversity - The subjectivity of defining the best person for a job and the issue of perceived meritocracy - Hiring for capability and growth rather than strict job specifications and qualifications - The need for businesses to take action towards diversity without waiting for perfection - The importance of a holistic business approach to inclusion in talent acquisition - The need for a robust talent process to mitigate bias in talent reviews and diversifying the perspectives involved in the selection process - The importance of challenging biases and promoting diverse hiring as everyone's responsibility within an organisation Primary Topic: Leadership and Organisational Impact - The importance of creating a work environment where everyone feels valued and can contribute their best - The complexities of discussing sensitive topics like diversity and inclusion in a business context - The value of collective intelligence and the benefit of diverse perspectives in problem-solving - The need for genuine empathy, compassion, and care in leadership and creating inclusive environments - The struggle to create a business conversation around diversity and the need for businesses to take action towards diversity - The question of whether people truly understand the importance of diversity and inclusion - The need for organisations to create inclusive and trusting environments for all types of diversity - Taking a multi-dimensional approach to diversity efforts Primary Topic: Truth and Openness in the Workplace - The challenge of bringing one's whole self to work and finding the balance between lying and choosing not to share - The tendency to protect others by not sharing one's truth and the importance of responding with empathy and support when someone shares their truth - The common human response of wanting to fix or help when someone shares their struggles, instead of simply listening and offering support Primary Topic: Concluding Remarks and Call to Action - Thanking the listener for their time and attention - Encouraging the listener to subscribe to the Inclusion Bites podcast and share the links with colleagues and friends - Inviting listeners to be a guest on the podcast - Asking for suggestions on how to improve the podcast - Signing off and expressing pleasure in hosting the podcast

Subject: Unlock the Secrets to Building an Inclusive Workplace... 1. Do you want to shape a workplace where every voice is heard and valued? Find out how to foster an environment where inclusivity sparks innovation and excellence. 2. What if diversity wasn't just a buzzword, but the key to unlocking your team's full potential? Discover actionable strategies for creating a workplace culture that embraces uniqueness and drives success. 3. Ready to transform your organisation into a beacon of inclusion and excellence? Uncover the secrets to building a culture that empowers every individual and drives unparalleled innovation. 4. Imagine a work environment where diverse perspectives fuel creativity, problem-solving, and success. Learn how to cultivate a culture of inclusivity that sets the stage for extraordinary achievements. 5. Want to revolutionize your workplace with a culture of belonging and inclusivity? Discover the power of diverse voices and perspectives in driving transformative change and success.

The Evolving Landscape of Inclusion Initiatives: "We were definitely talking about having diverse communities rather than inclusion." — Claire Angliss 00:14:25 00:14:29

The importance of Inclusion Beyond Gender: "So, yeah, we've been really passionate and been gaining a lot of momentum over the last couple of years, actually, as an example, in bringing in people like yourself, Joe, to talk to our leadership community, to help them to relate and understand to what inclusion really looks and feels like from a leadership perspective." — Claire Angliss 00:17:12 00:17:31

Diversity and Problem Solving: "So why would you choose to have people that are all the same in your organisation? So when you kind of explain it like that to people, most people then go, oh yeah, that makes real sense. So we're not doing this because we want x amount of females in our business, or we want x amount of veterans, or we want to include trans people in our organisation. What we're saying is we want better problem solving and innovation." — Claire Angliss 00:25:49 00:26:17

Gender Equality in the Workplace: "I don't want to work in an organisation that says, well, we wanted 30% of our senior leaders to be women, so therefore we're going to promote Claire because we need another woman and she seems to be the right person from the talent review we've done." — Claire Angliss 00:33:56 00:33:57

Diversity in Recruitment: "...she may well ask you what you're going to do to help and support her and what you're doing for others and be expectant of that, because people want to be champions and these are the days where people can ask those questions in interviews." — Claire Angliss 00:36:17 00:36:31

The Importance of Diverse Talent Reviews: "And do we always get it right? I'm sure we don't. I wouldn't ever profess to be perfect at this, but I do think if you have, as we've been saying, a collectively different group of people running those talent reviews, you get different, diverse thoughts on the individuals that you're talking about." — Claire Angliss 00:37:56 00:38:18

Diversity and Inclusion in Tech: "So by bringing in that cohort, what we're saying is we're really open to talk to people that might not have the right background." — Claire Angliss 00:46:57 00:47:08

Diversity and Inclusion in Recruitment: "It's not just the role of the talent acquisition team of every single person in the business. We should all be asking those questions of each other and saying, who else did you see?" — Claire Angliss 00:52:30 00:52:39

Creating a Psychologically Safe Environment: "Having places, it sounds very idealistic, but having an environment where people feel more able to have that level of conversation is where I think heads of learning, HR strategists, that's the kind of focus for us." — Claire Angliss 00:54:18 00:54:35

Transparency and Talent Attraction: "I'm either going to go and have a conversation with them and say, hang on a minute, this business over here are doing it. Why aren't you?" — Claire Angliss 00:57:49 00:57:56

"Welcome to the Inclusion Bites Podcast, where we engineer inclusive excellence! In this episode, we dive into the crucial elements of creating psychologically safe workplaces and challenging traditional hiring criteria to build diverse and innovative teams. Our guest, Claire Angliss, shares insights on the complexities of diversity and inclusion, and the need for authentic employer branding to attract diverse talent. Join us as we explore the impact of community networking, the power of storytelling, and the responsibility of leadership in fostering inclusive spaces. Subscribe now and be part of this game-changing conversation. Let's make the world a better place for everyone. This is Jo Lockwood, and I'm thrilled to have you on this journey with us."

🌟 Exciting news! 🌟 In the latest episode of The Inclusion Bites Podcast, Joanne Lockwood and Claire Angliss delve into the crucial topic of "Engineering Inclusive Excellence". Their insightful conversation sheds light on the challenges and opportunities in creating psychologically safe workplaces and fostering diverse and inclusive environments in the world of engineering. 🔑 Key takeaways from this episode: - The value of diverse perspectives: Different backgrounds and experiences lead to better problem-solving and innovation. - The importance of challenging traditional hiring criteria: Businesses need to be open to individuals from diverse backgrounds and challenge narrow talent pipelines. - Moving from diversity to inclusion: It's essential to prioritize creating a safe, trusting environment for all types of diversity, beyond single-strand initiatives. 🎧 Don't miss out on this thought-provoking discussion! Tune in to the episode and subscribe to The Inclusion Bites Podcast for more enlightening conversations. Let's continue to make strides towards inclusive excellence together! #Inclusion #Diversity #WorkplaceInclusion #InclusiveExcellence #PodcastListening

Subject: Engineering Inclusive Excellence: A Podcast Conversation You Don't Want to Miss! Dear [Name], We hope this email finds you well and thriving. In this edition of The Inclusion Bites Podcast, we have an insightful and engaging episode titled "Engineering Inclusive Excellence" that delves deep into the importance of creating psychologically safe environments in the workplace for open discussions and inclusivity. Hosted by Joanne Lockwood, a leading expert in promoting inclusive working environments, and featuring Claire Angliss, a leader of learning for a large engineering organisation and owner of an inclusive coaching business, this episode touches on critical topics: - The impact of community networking and social responsibility in shaping inclusive work environments. - Challenges faced by individuals of uniqueness in a monoculture and the responsibility of leadership in creating an inclusive space. - The importance of follow-through in attracting and retaining diverse talent, all while avoiding tokenism and promoting authentic growth and support for underrepresented groups. Plus, Claire Angliss discusses executive development and the business’s commitment to releasing reports on gender and ethnicity pay gaps, highlighting their dedication to diversity and inclusion. With the increasing focus on inclusion and diversity, this episode provides valuable insights into the complexities, challenges, and the importance of cultivating an inclusive workplace for everyone. Be sure to subscribe to The Inclusion Bites Podcast and share the links with colleagues and friends to spread the word. In addition, we invite you to become a guest on our podcast. If you have a relevant story or experience to share, please contact Jo Lockwood at Seachangechappin.co.uk. If you have any suggestions on how we can improve the podcast or would like to share your feedback, we'd love to hear from you. We truly appreciate the time and attention you give to The Inclusion Bites Podcast, and we look forward to sharing more enriching content with you in future episodes. Warm regards, [Your Name] [Your Position] [Podcast Name]

🌟 DIVERSITY & INCLUSION: A MUST FOR WORKPLACE EXCELLENCE 🌟 👉 In a recent episode of #InclusionBites, hosted by the incredible Joanne Lockwood, Claire Angliss shared valuable insights on creating a truly inclusive workplace. Let's dive into the highlights! 💬 1/ The convo centered on the crucial need for psychologically safe spaces in the workplace. By fostering inclusivity, we open the door to diverse perspectives, better problem-solving, and innovative thinking. 🌍 2/ Together, Joanne and Claire shed light on the challenges faced by individuals in a monoculture and underscored the leadership's responsibility in creating an inclusive space. It's on all of us to challenge biases and promote diverse hiring! 🙌 3/ 🤔 But wait, isn't recruitment just about hiring the best person for the job? Not quite! Claire emphasized the importance of a robust talent process, diversifying perspectives in selection, and actively seeking out diverse candidates. #InclusiveHiring 🌟 4/ Here's the takeaway: We need to challenge the standard hiring criteria, focusing on capability and growth over traditional qualifications. Let's disrupt the pipeline and pave the way for diverse talent to shine! 🌈⚡️ 5/ Claire also tackled the issue of imposter syndrome and the misconception that hiring for diversity means hiring second-best. It's time to debunk these myths, create authentic growth, and support underrepresented groups without falling into tokenism! 💪 6/ They spotlighted a program called Code First Girls, highlighting the shift towards valuing skills over traditional qualifications. This illustrates the need for businesses to be open to individuals from diverse backgrounds. #InclusivityMatters 🚀 7/ 🌎 The importance of psychological safety and empathy in leadership became a focal point. Creating a trusted environment for diverse voices is key to nurturing a culture of inclusivity and belonging. Let's listen, support, and care for one another. 💙 In her passionate sign-off, Joanne Lockwood encouraged all listeners to subscribe to #InclusionBites, share the links, and even be a guest on the podcast! 🎙️ Let's continue these vital conversations and drive meaningful change together. So, if you're ready to embrace diversity, challenge biases, and foster a culture of inclusivity, then this #InclusionBites episode is an absolute must-listen! 🌟💬 Thank you, Jo Lockwood and Claire Angliss, for this enlightening dialogue. Together, let's engineer inclusive excellence in every workplace! #DiversityAndInclusion 🌈✨

As an inclusive leader and advocate for diversity, I recently had the privilege of being a guest on the Inclusion Bites podcast, hosted by the incredibly insightful Joanne Lockwood. During the episode, we delved into the complexities and nuances of engineering inclusive excellence in the workplace, shedding light on the critical importance of creating psychologically safe environments where everyone feels valued and empowered to contribute their best. Our conversation went beyond the surface and tackled the challenges faced by individuals of uniqueness in a monoculture, the responsibility of leadership in fostering an inclusive space, and the need for a robust talent process to mitigate bias in talent reviews. We emphasised the significance of promoting authentic growth and support for underrepresented groups, and the imperative need for businesses to actively seek out diverse candidates, challenging traditional hiring criteria, and avoiding tokenism in the pursuit of inclusivity. Moreover, we highlighted the impact of community networking, the social responsibility of businesses, and the pivotal role of diverse perspectives in driving better problem solving and innovation. From discussing the need for a multi-dimensional strategy to the value of collective intelligence, our conversation aimed to elevate the discourse around inclusion and belonging in the workplace. Having the opportunity to share my insights and learnings on the Inclusion Bites podcast was truly rewarding. I believe that these discussions are integral in fostering a more inclusive and equitable future for all. I encourage you to tune in to the episode and engage with the thought-provoking content that Joanne Lockwood curates on her platform. It's an enlightening journey towards creating a world where everyone feels they belong and can thrive. I look forward to further engaging with the listeners of the Inclusion Bites podcast and continuing the important dialogue on engineering inclusive excellence in the workplace. Thank you for the opportunity and I invite you to join the conversation on inclusion and diversity. With warm regards, [Guest’s Name]

Certainly! Here are some insightful questions asked during the interview that could be turned into a series of FAQs for the audience of The Inclusion Bites Podcast: 1. How can businesses create psychologically safe environments for open discussions and inclusivity in the workplace? 2. What are the challenges faced by individuals of uniqueness in a monoculture, and how can these challenges be addressed within organisations? 3. What is the responsibility of leadership in creating an inclusive space, and what actionable steps can leaders take to promote inclusivity? 4. How can organisations address the lack of representation and talent pipeline for people of colour and other underrepresented groups? 5. What strategies can businesses implement to attract and retain diverse talent without falling into the trap of tokenism? 6. What is the importance of storytelling and creating an authentic employer brand to attract a diverse talent pool? 7. How can businesses avoid the perception that hiring for diversity means hiring second-best, and what are the psychological impacts of diversity targets and imposter syndrome in the workplace? 8. How can companies create a work environment where employees feel free to recommend and promote the organisation, and what are the implications for both diverse candidates and those in the majority group when it comes to promotions and perceptions of inclusion? 9. What steps can organisations take to challenge traditional hiring criteria and narrow talent pipelines to promote a more inclusive approach to hiring and talent development? 10. What is the importance of a robust talent process to mitigate bias in talent reviews and the diversification of perspectives involved in the selection process? These questions touch on important aspects of diversity, inclusion, and leadership within organisations, and the insights from the podcast episode could be used to create a series of FAQs to provide valuable guidance and perspective to the audience of The Inclusion Bites Podcast.

Title: Overcoming Challenges to Foster Inclusive Excellence in Engineering Introduction: In episode 93 of The Inclusion Bites Podcast titled "Engineering Inclusive Excellence," Joanne Lockwood and guest Claire Angliss engage in a thought-provoking discussion highlighting the challenges and pain points in creating psychologically safe environments and fostering inclusive excellence in the engineering industry. The conversation sheds light on the complexities of diversity and inclusion efforts and the imperative need to address them effectively in the workplace. Challenges Addressed: 1. Narrow Talent Pipeline: Traditional hiring processes often result in narrow talent pipelines due to stringent job specifications, limiting the potential for diverse recruitment. Solution: Creating a more inclusive talent acquisition strategy by focusing on capabilities and growth potential over traditional qualifications. Embracing diverse recruitment sources and challenging traditional hiring criteria to attract a wider pool of talent. 2. Psychological Impact of Diversity Targets: The psychological impact of diversity targets, including imposter syndrome and the misconception that hiring for diversity equates to hiring second-best, presents a significant challenge. Solution: Developing an environment where all employees, regardless of background, feel valued and capable. Cultivating a culture of inclusion and recognition, ensuring that individuals from diverse backgrounds and minority groups are not seen as "token" hires but as valuable contributors to the organization's success. 3. Biases in Talent Reviews: The subjectivity of defining the "best person for the job" and the inherent biases in talent reviews pose a challenge to creating a truly inclusive workforce. Solution: Implementing robust talent processes to mitigate bias and ensuring diverse perspectives are involved in the selection process. Challenging the perceived meritocracy and focusing on creating fair and equitable opportunities for all employees. 4. Stigma and Biases: Overcoming stigmas and biases against individuals from care systems, the criminal justice system, or marginalized backgrounds can be a barrier to fostering genuine inclusion. Solution: Shifting the focus towards evaluating individuals based on their core values, capabilities, and potential, rather than past experiences. Creating an environment that is open and supportive of individuals from diverse backgrounds, including those who may have faced systemic challenges. 5. Lack of Understanding of Diversity and Inclusion: The episode highlights the lack of understanding among some regarding the value and significance of diversity and inclusion efforts, hindering progress in creating inclusive workplaces. Solution: Educating and engaging employees at all levels to cultivate a deeper understanding of the importance of diversity and inclusion. Fostering an inclusive culture by promoting empathy, compassion, and care, and emphasizing the value of diverse perspectives in problem-solving and innovation. Conclusion: The challenges discussed in the episode provide valuable insight into the complexities of creating inclusive excellence in the engineering industry. By embracing the solutions presented and addressing these pain points head-on, organizations can work towards fostering a culture that celebrates diversity, values inclusivity, and encourages the contribution of all individuals. The road to inclusive excellence starts with understanding, empathy, and the collective effort of every member within an organization. Remember to tune in to future episodes of The Inclusion Bites Podcast, where we continue to explore meaningful conversations on inclusion, belonging, and making the world a better place for everyone. *To find out more about the Inclusion Bites Podcast and listen to this episode, visit [insert podcast link]*

Title: Engineering Inclusive Excellence: Transforming Workplaces for a Diverse Future In the pursuit of creating workplaces where everyone feels valued and has the opportunity to thrive, the quest for inclusivity and diversity has become a focal point in the business world. While the rhetoric around diversity and inclusion is widespread, truly engineering inclusive excellence within organisations requires a multifaceted approach. In a recent episode of the Inclusion Bites Podcast, hosted by Joanne Lockwood, and featuring the insightful perspective of Claire Angliss, a leader of learning for a large engineering organisation and owner of an inclusive coaching business, the conversation delved deeply into the challenges, opportunities, and actionable steps towards fostering environments of inclusivity and belonging. The crux of the problem, as illuminated in the episode, lies in the current state of affairs where many workplaces struggle to provide psychologically safe spaces for open discussions and inclusivity. In this context, the episode highlighted various hurdles and complexities that obstruct the journey to true diversity and inclusion. From the challenges faced by unique individuals in monocultures to the lack of representation and talent pipelines for people of colour, it became evident that the road to engineering inclusive excellence is rife with obstacles. Nevertheless, this insightful episode also brought to light some actionable items that can serve as beacons of hope in the quest for inclusive workplaces. To begin with, the importance of challenging the selection process and criteria in order to aim for a more diverse and inclusive workforce was underscored. It was made apparent that creating an authentic employer brand, storytelling, and community networking are essential aspects when it comes to attracting a diverse talent pool. Furthermore, it was emphasised that organisations must avoid tokenism and instead promote authentic growth and support for underrepresented groups. Moreover, the conversation brought to the fore the necessity of leadership taking responsibility in creating an inclusive space, thereby debunking the misconception that diversity in hiring equates to compromising on talent. Furthermore, the complexity of attracting diverse talent was explored, highlighting the need for a holistic business approach to inclusion and the imperative to challenge traditional hiring criteria. While these actionable items offer a glimmer of hope, the episode also stressed the necessity of a call to action for all stakeholders within organisations. It's imperative to actively seek out diverse candidates, challenge biases, and promote diverse hiring. Furthermore, the responsibility to foster inclusivity within the workplace doesn't solely rest on the shoulders of the talent acquisition team - it's a collective responsibility of everyone within an organisation. In conclusion, the episode "Engineering Inclusive Excellence" served as an eye-opener, shedding light on the intricate tapestry of challenges, opportunities, and actionable items in the journey to forging inclusive and diverse workplaces. As we reflect on the insights shared by Joanne Lockwood and Claire Angliss, it becomes evident that transforming workplaces for a diverse future demands a paradigm shift, a courageous commitment to challenge the status quo, and a collective effort towards fostering a culture of inclusivity and belonging. As we embark on this transformative journey, let us be inspired by the wisdom shared in this episode and take actionable steps within our spheres of influence. To echo the sentiments expressed by Claire Angliss and Joanne Lockwood, it's time for all of us to play an active role in engineering inclusive excellence. Together, let's challenge biases, promote diverse hiring, and foster environments where everyone feels valued, respected, and empowered to contribute their best. The Inclusion Bites Podcast continues to serve as a beacon of inspiration and knowledge, and with upcoming exciting guests for future episodes, the journey towards engineering inclusive excellence promises to be an enlightening and transformative one. I urge each of you to subscribe to the Inclusion Bites Podcast, share the links with colleagues and friends, and be open to inspiring and enlightening conversations that have the potential to shape a more inclusive and diverse future for all. As we draw the curtains on this poignant episode, let's harness the power of collective intelligence, embrace diverse perspectives, and champion the cause of inclusivity in our workplaces and beyond. Together, let's engineer inclusive excellence for a future where everyone has the opportunity to shine, and no voice goes unheard. In the words of Joanne Lockwood, "Let's make the world a better place for everyone." To be a part of this transformative conversation, express your thoughts and suggestions on how we can improve the podcast. Perhaps you could even consider being a guest on the Inclusion Bites Podcast. Reach out to Joanne Lockwood at Seachangechappin.co.uk and share your story, insights, and advocacy for inclusive excellence. Together, let's drive positive change and create a tomorrow where inclusivity and diversity are not just aspirations, but a steadfast reality. In the pursuit of engineering inclusive excellence, there's no time to waste. Let's embark on this journey today.

"The importance of actively seeking out diverse candidates and putting targets on recruiters to achieve diversity in hiring."

1. How can organisations create psychologically safe environments for open discussions and foster inclusivity in the workplace? 2. In what ways do you think the selection process and criteria for hiring can be challenged to create a more diverse and inclusive workforce? 3. How can storytelling and creating an authentic employer brand attract a diverse talent pool in organisations? 4. What role does community networking and social responsibility play in creating an inclusive work environment where employees feel free to recommend and promote the organisation? 5. How do you think different perspectives contribute to better problem-solving and innovation in an organisation? 6. What are the challenges faced by individuals of uniqueness in a monoculture, and how can leadership address these challenges? 7. In what ways can organisations improve the representation and talent pipeline for people of colour to encourage more diversity? 8. How can companies avoid tokenism and instead promote authentic growth and support for underrepresented groups? 9. What is the importance of follow-through in attracting and retaining diverse talent within an organisation? 10. How can companies avoid narrow talent pipelines and focus on hiring for capability and growth rather than specific qualifications or backgrounds?

Title: Engineering Inclusive Excellence Podcast Episode FAQ 1. **What is the main focus of the "Engineering Inclusive Excellence" podcast episode?** - The episode focuses on the importance of creating psychologically safe environments in the workplace for open discussions and inclusivity. It also discusses the need for challenging the selection process and criteria to aim for a more diverse and inclusive workforce. 2. **How does the episode highlight the importance of storytelling and creating an authentic employer brand?** - The conversation emphasises the significance of storytelling and creating an authentic employer brand to attract a diverse talent pool. 3. **What are the key points discussed about the impact of community networking and social responsibility in the workplace?** - The episode touches on the impact of community networking, social responsibility, and creating a work environment where employees feel free to recommend and promote the organisation. 4. **How does the episode emphasize the value of different perspectives in problem-solving and innovation?** - The conversation highlights that different perspectives lead to better problem solving and innovation, and the importance of diversity and inclusion in organisations. 5. **What challenges are faced by individuals of uniqueness in a monoculture according to the episode?** - The episode highlights the challenges faced by individuals of uniqueness in a monoculture, including the responsibility of leadership in creating an inclusive space. 6. **What are the key insights into the lack of representation and talent pipeline for people of colour in an organisation?** - The episode sheds light on the lack of representation and talent pipeline for people of colour in an organisation, as well as the importance of follow-through in attracting and retaining diverse talent to avoid tokenism and promote authentic growth and support for underrepresented groups. 7. **How does the podcast episode address the misconception that hiring for diversity means hiring second-best?** - The conversation delves into the psychological impact of diversity targets, imposter syndrome, and the misconception that hiring for diversity means hiring second-best. 8. **What strategies are highlighted for mitigating bias in talent reviews and selection processes?** - The episode emphasizes the importance of a robust talent process to mitigate bias in talent reviews and diversifying the perspectives involved in the selection process. Additionally, it discusses challenging traditional hiring criteria and the importance of hiring for capability and growth. 9. **How is the importance of actively seeking out diverse candidates and putting targets on recruiters to achieve diversity in hiring showcased in the podcast episode?** - The podcast episode highlights the importance of actively seeking out diverse candidates and putting targets on recruiters to achieve diversity in hiring, as well as the responsibility of everyone within an organisation to challenge biases and promote diverse hiring, not just the talent acquisition team. 10. **What are the key takeaways about creating a safe, trusting environment for all types of diversity in the workplace from the episode?** - The episode emphasizes the importance of a multi-dimensional strategy and creating a safe, trusting environment for all types of diversity in the workplace, as well as the need for businesses to take action towards diversity without waiting for perfection. Remember, the key information here pertains to the podcast episode and its content.

In Episode 93 of The Inclusion Bites Podcast, the guest is Claire Angliss, a leader of learning for a large engineering organisation and the owner of an inclusive coaching business. Claire shares valuable perspectives on diversity and inclusion within the workplace and highlights the importance of creating a psychologically safe environment for open discussions and inclusivity. During the episode, Claire emphasises the need to challenge the selection process and criteria in order to create a more diverse and inclusive workforce. She discusses the impact of community networking, social responsibility, and the creation of a work environment where employees feel free to recommend and promote the organisation. Moreover, Claire touches on the complexities of discussing sensitive topics like diversity and inclusion in a business context and shares insights on the shift from focusing on diversity to prioritising inclusion. She advocates for a multi-dimensional strategy and stresses the importance of creating a safe, trusting environment for all types of diversity. Overall, Claire's views align with the central themes of the podcast, promoting the inclusive excellence that is vital for creating a workplace where everyone feels valued and can contribute their best.

Future training and workshops could focus on the following topics inspired by this episode of The Inclusion Bites Podcast: 1. Creating psychologically safe workplaces: Offer training on fostering an environment where employees feel comfortable sharing their experiences, challenging biases, and contributing to open discussions on diversity and inclusion. 2. Inclusive talent acquisition: Develop workshops to train recruiters and hiring managers on how to attract, evaluate, and hire diverse talent, challenging traditional hiring criteria and addressing unconscious biases in the selection process. 3. Authentic employer branding: Provide sessions on storytelling and creating an authentic employer brand to attract a diverse talent pool. This could cover strategies for showcasing diverse employee experiences and bringing authenticity to the organization's diversity and inclusion efforts. 4. Leadership responsibility in driving inclusivity: Offer training to leaders and managers on their role in creating inclusive spaces, promoting dialogue, challenging monoculture, and fostering a culture of collective intelligence. 5. Supporting diverse candidates throughout the talent pipeline: Develop workshops that focus on supporting underrepresented groups at every stage of the talent pipeline, addressing imposter syndrome, and promoting opportunities for growth and advancement. 6. Diversifying problem-solving and innovation: Create sessions that emphasise the importance of diverse perspectives in problem-solving and innovation, showcasing the value of inclusive teams and the collective intelligence they bring to the table. 7. Inclusion beyond gender targets: Offer workshops to broaden the focus of diversity and inclusion efforts beyond gender diversity, addressing the complexities of discussing sensitive topics in a business context and creating a culture of belonging and inclusion for all. These workshops should aim to equip participants with practical strategies, tools, and mindsets to drive genuine inclusion, belonging, and diversity in the workplace. Each workshop could include case studies, interactive discussions, and actionable takeaways to drive real change within organisations.

Post 1: Inclusive excellence isn't just a buzzword; it's about creating a workplace where everyone feels valued and can thrive. Joanne Lockwood and Claire Angliss engage in a powerful discussion on building psychologically safe environments. Post 2: Diversity and inclusion go hand in hand with innovation. By inviting diverse perspectives, we can uncover new solutions to complex challenges. Joanne and Claire shed light on the link between diversity and problem-solving. Post 3: Claire Angliss emphasises the need for a multi-dimensional strategy for diversity and inclusion. It's not just about meeting quotas, but about creating a safe, trusting environment for all types of diversity. Post 4: Joanne Lockwood highlights the importance of genuine empathy and care in leadership. Inclusion is about creating a space where everyone's truth is respected and valued. Listen, support, and uplift - that's the essence of inclusive leadership. Post 5: Creating an inclusive workplace isn't a solo task; it's everyone's responsibility. Claire and Joanne showcase the power of collective intelligence and diverse perspectives in problem-solving, urging us to embrace and celebrate our differences.

Title: Leadership Insights Channel Episode Title: Fostering Inclusive Leadership [Opening shot of a professional office setting with employees engaged in discussions and collaboration] Voiceover: Welcome to the Leadership Insights Channel. Today, we're addressing a common challenge faced by leaders: fostering inclusive excellence within the workplace. [Cut to a shot of a diverse group of employees gathered for a meeting] Voiceover: As a leader, it's crucial to create a psychologically safe environment that encourages open discussions and inclusivity. [Cut to a shot of a leader engaging in conversation with employees] Voiceover: One action you can take is to actively challenge the selection process and criteria to promote a more diverse and inclusive workforce. [Cut to a shot of employees sharing their stories and experiences] Voiceover: Encouraging storytelling and creating an authentic employer brand can attract a diverse talent pool and foster a sense of belonging. [Cut to a shot of employees networking and engaging in community events] Voiceover: By promoting community networking, social responsibility, and a work environment where all employees feel empowered to recommend and promote the organization, you're facilitating an environment of inclusivity and support. [Cut to a shot of employees collaborating on a project] Voiceover: Remember, different perspectives lead to better problem-solving and innovation. Embracing diversity and inclusion within your organisation is not just a nice-to-have – it's essential for success in today's diverse world. [Closing shot of the office setting with employees working together] Voiceover: By implementing these actions and behaviours, you can foster a workplace where everyone feels valued and is empowered to contribute their best. Stay tuned for more insights on the Leadership Insights Channel. [End screen with the channel logo and social media links] Voiceover: Don't forget to like, subscribe, and share this video to help create inclusive excellence in leadership. Thank you for watching. [End of the video]

1. Achieving Excellence Through Diversity: Unveiling the Impact of Inclusive Talent Processes | Joanne @Seachangehp 2. Overcoming Bias in Hiring: The Power of Diverse Perspectives for Innovation | Claire @Talis 3. Progressing Towards Inclusive Excellence: Nurturing Diverse Talent Pipelines | Joanne @Seachangehp

**Focus Keyword: Positive People Experiences & Culture Change** **Title: "Creating Psychologically Safe Environments | #InclusionBitesPodcast"** **Tags: inclusion, diversity, equity, belonging, workplace, leadership, talent acquisition, authenticity, empowerment, community networking, storytelling, diverse perspectives, innovation, culture change, psychology, workforce, recruitment, workplace inclusion, company culture, leadership development, diversity targets, talent pipeline, career progression, diverse talent, open discussions, social responsibility, inclusive excellence, talent reviews, dynamic hiring, diversity in leadership, holistic inclusion, minority inclusion, empathy, collective intelligence, safe environment, business conversation, sensitive topics.** **Killer Quote: "The value of collective intelligence and the benefit of diverse perspectives in problem-solving, emphasizing the importance of including individuals with different backgrounds and experiences." - Claire Angliss** **Hashtags: #InclusionMatters #DiversityAndInclusion #WorkplaceCulture #PsychologicalSafety #EmpowerInclusion #TalentDiversity #CommunityEngagement #LeadershipMatters #BusinessInclusion #SupportDiversity #BelongingAtWork #InclusiveLeadership #DiverseWorkforce #CultureOfInclusion #RespectAtWork #Intersectionality #EmpathyMatters #OpenConversations #PositiveExperiences #ChangeTheCulture #CollectiveIntelligence** **Summary description:** In this episode of the Inclusion Bites Podcast, Claire Angliss and I delve into the importance of creating psychologically safe environments at the workplace to foster positive people experiences and drive culture change. We discuss the need to challenge traditional hiring criteria, the complexity of attracting diverse talent, and the impact of diversity and inclusion on problem-solving and innovation. Claire shares insights on inclusive leadership, the importance of promoting diverse hiring, and the value of collective intelligence in diverse perspectives. Tune in for actionable strategies to create a more inclusive and empathetic workplace. Listen now to learn how you can drive culture change and promote positive people experiences within your organisation. **Outro:** Thank you for tuning in. Don't forget to like and subscribe for more thought-provoking discussions on inclusion. For more information, visit our website and listen to the full episode from The Inclusion Bites Podcast. Stay curious, stay kind, and stay inclusive - Joanne Lockwood

Subject: New Episode Alert: Engineering Inclusive Excellence Hey Inclusion Bites Fam, I hope you're all doing splendidly and are looking forward to the latest episode of our podcast, "Engineering Inclusive Excellence," featuring the amazing Claire Angliss. This one's an eye-opener! Here are 5 keys you'll pick up: 1. The importance of fostering psychologically safe spaces in the workplace for open and inclusive discussions. 2. Challenging selection processes and criteria to build a more diverse and inclusive workforce. 3. Creating an authentic employer brand to attract a diverse talent pool through storytelling. 4. The impact of community networking, social responsibility, and creating an environment where employees feel free to promote the organisation. 5. Reasons why different perspectives lead to better problem-solving and innovation. Did you know that the company released reports on their gender and ethnicity pay gaps voluntarily to show their commitment to diversity and inclusion? Now, that's bold transparency! Now, let's keep the conversation going. Hit that subscribe button, share the links with your mates, and be sure to be our guest by reaching out to Jo Lockwood at Seachangechappin.co.uk. As always, your feedback is gold. Share your thoughts, ideas, and suggestions to help us make the podcast even better. We're listening! Thanks for being part of our inclusive community. We'll catch you in the next episode! Keep shining, Jo Lockwood

Certainly! Here's the content as per your request: **Episode Summary:** In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Claire Angliss delve into the importance of inclusivity in the workplace. They discuss the challenges and solutions in creating psychologically safe environments, diversifying talent pipelines, and promoting genuine empathy in leadership. **In this conversation we discuss:** 👉 Challenging selection criteria 👉 Importance of storytelling 👉 Creating a diverse talent pool **Here are a few of our favourite quotable moments:** 1. "The company has released reports on their gender pay gap and ethnicity pay gap voluntarily to show their commitment to diversity and inclusion." 2. "The need for businesses to take action towards diversity without waiting for perfection." 3. "The value of collective intelligence and the benefit of diverse perspectives in problem-solving." **Summary:** Tune in to this thought-provoking episode of The Inclusion Bites Podcast to gain insights into creating inclusive workplaces. Learn why it's crucial to challenge selection criteria, promote diversity, and foster genuine empathy in leadership. Don't miss out – listen now and join the movement for inclusive excellence!

Opening Summary: After listening to the latest episode of The Inclusion Bites Podcast, where Joanne Lockwood and Claire Angliss discussed the importance of creating a psychologically safe environment and the impact of diverse perspectives in engineering excellence, we want to hear your thoughts on diversity and inclusion in the workplace. LinkedIn Poll Question: What aspect of diversity and inclusion is most crucial for workplace excellence? #InclusionMatters 1. Authentic Employer Branding 🌟 #AuthenticityMatters 2. Diverse Talent Pipeline 💼 #DiversePerspectives 3. Inclusive Selection Process 🤝 #FairRecruitment 4. Supportive Leadership 🌍 #InclusiveEnvironment Why Vote: Your insights matter! Let's shape the workplace for a better, more inclusive future together. #JoinTheConversation #InclusionMatters

🌟 Just finished listening to a powerful episode of the Inclusion Bites Podcast hosted by Joanne Lockwood and featuring Claire Angliss! 🎧 The discussion on "Engineering Inclusive Excellence" struck a chord with me as a Senior Leader/HR/EDI professional. 💼 It's crucial for the industry to understand the impact of diversity and inclusion in the workplace. 🌍 I'll be sharing my insights on why this conversation matters to our profession and how we can drive positive change. Stay tuned for my upcoming post! ✨ #InclusionMatters #DiversityInclusion #ProfessionalDevelopment

🎙️ The "Engineering Inclusive Excellence" episode of The Inclusion Bites Podcast is a goldmine of insights for Senior Leaders, HR professionals, and EDI experts! 🌟 Key Takeaways: 1. Creating psychologically safe work environments is crucial for open discussions and inclusivity. 2. Challenge traditional hiring criteria to aim for a more diverse and inclusive workforce. 3. Storytelling and authentic employer branding are essential to attract diverse talent. 4. Leadership responsibility in creating an inclusive space is paramount. 5. Importance of follow-through in attracting and retaining diverse talent. "Aha Moments": 1. The impact of community networking and social responsibility in shaping an inclusive work environment. 2. The fallacy of perceived meritocracy and the subjectivity in defining the "best" person for a job. 3. The need to actively seek out diverse candidates and set targets for recruiters to achieve diversity in hiring. 4. The shift towards valuing skills and capabilities over traditional qualifications. Recommendations for Action: 1. Foster a psychologically safe environment for authentic conversations and open feedback. 2. Challenge and diversify traditional hiring criteria to attract talent from diverse backgrounds. 3. Promote a holistic approach to inclusion, focusing on storytelling and community networking. 4. Actively seek out and set targets for diverse recruitment, challenging biases in selection processes. 5. Emphasize capability and growth over traditional qualifications, and support initiatives for reskilling and upskilling. #InclusiveLeadership #DiversityInclusion #TalentAcquisition #InclusiveWorkplace #AuthenticEmployerBrand Feel free to engage and share your insights using these hashtags! Subscribe to the Inclusion Bites Podcast for more actionable strategies! 🎧

Title: "Building an Inclusive Work Environment 🔍" Script: Hey there! Today, I had an insightful conversation about transforming the workplace into an inclusive environment where everyone feels valued. Text on screen: "Inclusive Excellence 💼" We discussed the importance of challenging the selection process and criteria to create a more diverse workforce. This means attracting a talent pool that truly represents diversity. Text on screen: "Championing Diversity 🌍" The impact of community networking and social responsibility in fostering a work environment where employees feel empowered to promote the organisation was highlighted. Text on screen: "Power of Community 🌟" Different perspectives lead to better problem solving and innovation. It's crucial to recognise the significance of diversity and inclusion in organisations. Text on screen: "Valuing Diverse Perspectives ✨" We also touched on the challenges faced by individuals of uniqueness in a monoculture and the responsibility of leadership in creating an inclusive space. Text on screen: "Diversity Challenges 🌈" Remember, it's not about tokenism; it's about authentic growth and support for underrepresented groups. Let's work together to build a workplace that values and includes everyone! Text on screen: "Authentic Inclusion 🤝" Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨ Hashtags: #InclusiveExcellence #DiversityChampion #EmpowerInclusion #EmbraceDiversity #BelongingMatters

1. Psychological safety: The concept of creating an environment where individuals feel safe to express themselves, share their thoughts and ideas, and take interpersonal risks without fearing negative consequences, such as being ridiculed or punished. It's essential for fostering open communication and inclusive excellence in the workplace. 2. Talent pipeline: The continuous flow of potential candidates for jobs within an organization, from entry-level positions to senior leadership roles. The discussion revolves around the challenges of diversifying and expanding this pipeline to attract a more diverse talent pool. 3. Diversity targets: This refers to specific goals set by organizations to achieve a more diverse workforce, often in terms of demographic representation, to combat bias and promote inclusivity in hiring and promotions. 4. Imposter syndrome: The psychological pattern where individuals doubt their accomplishments and have a persistent fear of being exposed as a "fraud," despite evidence of their competence. The conversation addresses how imposter syndrome affects diverse candidates and their perceptions of inclusion in the workplace. 5. Meritocracy: The belief that advancement and success within an organization are based solely on an individual's abilities and merit. The concept is discussed in relation to its perceived impact on diversity and inclusion efforts and the subjective nature of defining the "best" person for a job. 6. Code First Girls: This is a program mentioned in the episode aimed at addressing the gender imbalance in tech by offering women the skills, community, and support to become exceptional in technology. 7. Care systems and the criminal justice system: Refers to individuals who have been in the care system or have had involvement with the criminal justice system. The discussion covers the biases and challenges faced by these individuals in the context of employment. 8. Single-strand initiatives: These are focused efforts or programs addressing a specific aspect of diversity, such as gender or race, without a comprehensive approach considering all dimensions of diversity. The episode raises the need for a more holistic, multi-dimensional strategy for inclusion in the workplace. 9. Collective intelligence: The concept of utilizing the combined knowledge, skills, and expertise of a diverse group of individuals to solve complex problems and make better decisions. The discussion emphasises the value of diverse perspectives in driving innovation and problem-solving. These concepts play a pivotal role in the episode's focus on engineering inclusive excellence and highlight the complexities and nuances of fostering inclusivity in the workplace.

- Focus keyword: Positive People Experiences --- Title: Engineering Inclusive Excellence | #InclusionBitesPodcast Tags: Inclusion, Diversity, Equality, Culture Change, Work Environment, Leadership, Empathy, Talent Acquisition, Diverse Talent, Psychological Safety, Individuality, Employee Well-being, Social Responsibility, Authentic Employer Brand, Problem Solving, Innovation, Talent Pipeline, Diversity Targets, Imposter Syndrome, Bias Mitigation, Executive Development, Diverse Candidates, recruiting, Care Systems, Criminal Justice System, Inclusive Hiring, Collective Intelligence Killer Quote: "The importance of creating psychologically safe environments, and the need for genuine empathy, compassion, and care in leadership." - Claire Angliss Hashtags: #InclusionBitesPodcast, #InclusiveExcellence, #DiversityandInclusion, #CultureChange, #EmpathyinLeadership, #PsychologicalSafety, #TalentAcquisition, #InclusiveHiring, #ProblemSolving, #CollectiveIntelligence, #DiverseTalent, #LeadershipInsights, #WorkplaceInclusivity, #AuthenticEmployerBrand, #GlobalInclusion, #InclusionChallenges, #TalentReview, #ImposterSyndrome, #DiversityTargets, #DiverseCandidates Why Listen: In this episode of the Inclusion Bites Podcast, we delve deep into the theme of "Positive People Experiences" and how it drives Culture Change. Join me, Joanne Lockwood, as I engage in a thought-provoking conversation with Claire Angliss, a leader of learning for a large engineering organisation and the owner of an inclusive coaching business. We explore the challenges faced by individuals of uniqueness in a monoculture, the responsibility of leadership in creating an inclusive space, and the importance of embracing diversity and inclusion within organisations. Our discussion sheds light on the impact of community networking, the significance of creating a work environment where employees feel free to recommend and promote the organisation, and how different perspectives lead to better problem solving and innovation. If you are keen to gain actionable insights into fostering Psychological Safety, attracting and retaining diverse talent, and challenging biases in the workplace, this episode is a must-listen for you. Closing Summary and Call to Action: 1. Foster Psychological Safety: Develop a work environment where employees feel safe to share their unique perspectives, fostering an inclusive culture where everyone's voice matters. 2. Attract and Retain Diverse Talent: Implement authentic employer branding to attract a diverse talent pool and ensure follow-through in supporting and retaining underrepresented groups. 3. Challenge Biases in Recruitment: Mitigate bias in talent reviews and diversify perspectives involved in the selection process to ensure an inclusive hiring process and talent acquisition. 4. Embrace Diversity and Inclusion: Actively seek out diverse candidates, create a robust talent process, and challenge traditional hiring criteria to build a more inclusive workforce. 5. Improve Talent Pipeline: Shift towards valuing skills and capability over traditional qualifications, and actively support programmes to reskill individuals for engineering roles, broadening the talent pipeline. 6. Promote Collective Intelligence: Recognise the value of diverse perspectives in problem-solving and decision-making, promoting a culture that embraces different backgrounds and experiences. Outro: Thank you, the listener, for tuning in. We appreciate your support in making the Inclusion Bites Podcast a valuable resource for promoting inclusion and belonging. Stay curious, stay kind, and stay inclusive - Joanne Lockwood SEE Change Happen website: [SEE Change Happen](https://seechangehappen.co.uk) The Inclusion Bites Podcast: [Listen Here](https://seechangehappen.co.uk/inclusion-bites-listen)

The key problem related to this episode is the struggle to create a business conversation around diversity and inclusion, as expressed by Claire Angliss. Why is there a struggle to create a business conversation around diversity and inclusion? - Because there is a lack of structure around belongingness and culture in diversity efforts. Why is there a lack of structure around belongingness and culture in diversity efforts? - Because businesses often focus on single-strand initiatives and fail to prioritize inclusion beyond gender targets. Why do businesses often focus on single-strand initiatives and fail to prioritize inclusion beyond gender targets? - Because there is a struggle to create a safe, trusting environment for all types of diversity, resulting in a limited scope of diversity efforts. Why is there a struggle to create a safe, trusting environment for all types of diversity, resulting in a limited scope of diversity efforts? - Because many still do not fully understand the importance of diversity and inclusion, leading to a lack of comprehensive strategies that embrace all dimensions of diversity. Why do many still not fully understand the importance of diversity and inclusion? - Because there is a disconnect between the depth of understanding required and the current knowledge and perspectives surrounding diversity and inclusion. Summary and Potential Solutions: The root cause of the struggle to create a business conversation around diversity and inclusion lies in the lack of a comprehensive understanding and approach to diversity efforts. To address this, it's essential to improve awareness and education around the importance of diversity and inclusion, emphasising the benefits of embracing all dimensions of diversity and fostering a safe, trusting environment. Additionally, there is a need to shift the focus from single-strand initiatives to multi-dimensional strategies, prioritising inclusion beyond gender targets. Creating structured programmes that promote a sense of belongingness and a culture of inclusivity will be crucial in driving meaningful change within businesses and their conversations around diversity and inclusion.

| Checklist Item | |------------------------------------------------------| | Fostering Psychological Safety in the Workplace | | Challenging Selection Processes for Diversity | | Storytelling to Attract Diverse Talent | | Empowering Community Networking and Social Responsibility | | Promoting Genuine Inclusion and Diverse Perspectives | Opening Slide Summary: "Best Practices for Inclusive Excellence in Business" Closing Slide Call to Action: "Connect with Joanne Lockwood at SEE Change Happen for more inclusive excellence insights. Visit https://seechangehappen.co.uk."

Slide 1: Image of a diverse group of people in a professional setting Caption: "Are you truly harnessing the power of diverse perspectives in your workplace?" Slide 2: Image of Joanne Lockwood and Claire Angliss engaged in conversation Caption: "Join host Joanne Lockwood and guest Claire Angliss as they delve into the complexities of engineering inclusive excellence. 🎙️" Slide 3: Image of a thought-provoking quote from the episode Caption: "Explore the impact of community networking, challenging traditional hiring criteria, and the importance of authentic storytelling in creating an inclusive workplace. 🌍" Slide 4: Image of the Inclusion Bites Podcast cover art Caption: "Tune in to The Inclusion Bites Podcast to uncover strategies for creating psychologically safe workplaces and promoting diverse talent. 🎧" Slide 5: Image of a link to the podcast episode and a call to action Caption: "Listen to 'Engineering Inclusive Excellence' now and be a part of the conversation. Link in bio! 🌟 #InclusiveExcellence #DiversityInclusion #JoinTheConversation"

Title: Embracing Inclusive Excellence: A Candid Conversation with Claire Angliss Hey there, folks! It's Joanne Lockwood, back with another eye-opening and engaging conversation. Today, I had the pleasure of chatting with the insightful Claire Angliss, who delved deep into the nuances of creating psychologically safe workplaces and driving diversity and inclusion in the engineering industry. Here are the top six major topics we covered: 1. The Importance of Challenging Selection Processes in Engineering Workplaces Claire and I highlighted the pressing need to challenge the selection process and criteria to foster a more diverse and inclusive workforce. We touched on the significance of storytelling and crafting an authentic employer brand to attract a diverse talent pool. Curious about how businesses can diversify their talent pipeline in engineering? Stay tuned as we delve into the complexities of the selection process in a monoculture. 2. Overcoming Bias in Talent Reviews and Diversifying Perspectives Our conversation delved deep into the psychological impact of diversity targets and the imposter syndrome, shedding light on the misconception that hiring for diversity equates to choosing second-best. The importance of diversifying perspectives in the selection process was a point of particular interest. We explored the vital role leadership plays in creating an inclusive space that embraces diverse talent, promoting authentic growth for underrepresented groups. 3. Reskilling and Redefining Hiring Criteria for Diverse Talent Claire highlighted the significance of programmes like Code First Girls, which aim to reskill individuals for engineering roles and demonstrate a shift towards valuing skills and capability over traditional qualifications. We discussed the need for businesses to challenge traditional hiring criteria and embrace individuals from diverse backgrounds. What's the impact of a more inclusive hiring process for diverse talent? We'll share some compelling insights! 4. Nurturing a Holistic Approach to Inclusion Our conversation touched on the complexity of attracting diverse talent and the need for a holistic business approach to inclusion. Claire emphasised the importance of actively seeking out diverse candidates and the role of everyone within an organisation in challenging biases and promoting diverse hiring. We explored the implications of broadening the scope of inclusion efforts beyond traditional gender targets. 5. Shifting from Diversity to Inclusion and the Challenge of Business Conversations Claire shared insights into the transition from focusing solely on diversity to prioritising inclusion, underscoring the challenges of discussing sensitive topics within a business context. The struggle to create a cohesive business conversation around diversity and the need for multi-dimensional strategies was a point of particular interest. What are the complexities involved in driving conversations around inclusion? We've got some intriguing revelations on that front! 6. Seeking Collective Intelligence through Diverse Perspectives We wrapped up our conversation by emphasising the value of collective intelligence and the benefits of diverse perspectives in problem-solving. Claire highlighted the profound impact of inclusive environments that welcome individuals with diverse backgrounds and experiences. Curious about how embracing diverse perspectives and experiences can drive innovation and problem-solving in engineering workplaces? We unravel a wealth of insights. What a thought-provoking conversation that was! Join me in expressing gratitude to Claire for sharing her valuable expertise. Don't forget to subscribe to the Inclusion Bites podcast for more engaging discussions, and feel free to share it with friends and colleagues. Until next time, this is Jo Lockwood signing off, looking forward to another insightful conversation in the near future. Cheers!

🎙️ Welcome to "The Inclusion Bites Podcast" - where we stir up thought-provoking conversations about diversity, belonging, and creating a workplace where everyone's voice matters. Join host Joanne Lockwood and special guests like Claire Angliss as we explore how to engineer inclusive excellence in every organisation. 🌍💼 Tune in for powerful insights, real-life stories, and game-changing strategies that will transform the way you think about diversity and inclusion. Don't miss out on these eye-opening discussions - click the link to listen now! 👂🔗 [Link to podcast](https://seechangehappen.co.uk/inclusion-bites-listen)

1. Slogan/Quote: "Diverse Perspectives Lead to Better Problem Solving and Innovation." AI Image Generation Prompt: Create an image of a diverse group of individuals working together around a table, each contributing unique ideas to solve a complex problem. The setting should exude creativity and inclusivity. 2. Soundbite: "Challenging Tradition, Embracing Diversity" AI Image Generation Prompt: Visualize a striking, modern design featuring the words "Challenging Tradition, Embracing Diversity" in bold, inclusive typography. Surround the text with vibrant, diverse symbols representing various cultures and backgrounds. 3. Quote: "Inclusion Creates a Safe Space for Growth and Excellence." AI Image Generation Prompt: Generate a powerful image of a tree with vibrant, diverse leaves, symbolizing a safe and inclusive environment that nurtures growth and excellence. The tree should exude strength and resilience. 4. Soundbite: "From Diversity Targets to Inclusive Excellence" AI Image Generation Prompt: Design a trendy, minimalist graphic showcasing the phrase "Inclusive Excellence" against a backdrop of diverse, interconnected symbols, representing a shift from traditional diversity targets to a holistic focus on inclusivity. 5. Quote: "Authentic Employer Brand: Attracting Diverse Talent, Embracing Individuality." AI Image Generation Prompt: Create a visually appealing design featuring the quote "Authentic Employer Brand" intertwined with diverse, vibrant patterns and symbols that celebrate individuality and emphasise inclusive recruitment. 6. Slogan: "Creating Psychologically Safe Workplaces for Inclusive Conversations." AI Image Generation Prompt: Visualize a serene office setting with diverse individuals engaged in open, respectful conversations. The scene should communicate psychological safety and inclusion through its warm, welcoming atmosphere. 7. Soundbite: "Empathy, Compassion, and Care: The Essence of Inclusive Leadership." AI Image Generation Prompt: Generate a heartwarming image featuring diverse individuals supporting each other, accompanied by the phrase "Empathy, Compassion, and Care" in a compassionate, inclusive typeface, evoking the essence of inclusive leadership. 8. Quote: "Embracing Uniqueness, Unlocking Collective Intelligence." AI Image Generation Prompt: Design an inspiring, futuristic graphic depicting a diverse group of individuals around a glowing brain-shaped puzzle, symbolizing the unlocking of collective intelligence through the embrace of uniqueness and diversity. 9. Soundbite: "Belongingness and Culture: Key Pillars of True Diversity." AI Image Generation Prompt: Create a captivating visual incorporating the words "Belongingness and Culture" intertwined with diverse, inclusive symbols, emphasising their importance as key pillars of true diversity in an eye-catching, modern design. 10. Slogan: "From Tokenism to Authentic Growth: Championing Underrepresented Voices." AI Image Generation Prompt: Generate a vibrant, dynamic illustration featuring the slogan "Championing Underrepresented Voices" alongside an array of diverse, uplifting visuals, conveying the transition from tokenism to genuine support for underrepresented communities.

In this episode of The Inclusion Bites Podcast, our guest Claire Anglis brings a wealth of experience and expertise to the discussion of engineering inclusive excellence. As a leader of learning for a large engineering organisation and owner of an inclusive coaching business, Claire has dedicated herself to promoting diversity, equity, and inclusion within the workplace and beyond. With a focus on the challenges faced by individuals of uniqueness in a monoculture, Claire addresses the importance of creating psychologically safe environments for open discussions and inclusivity. She highlights the need to challenge the selection process and criteria to aim for a more diverse and inclusive workforce. Claire also emphasises the impact of community networking, social responsibility, and creating an authentic employer brand to attract a diverse talent pool. Join Joanne Lockwood and Claire Anglis in this episode as they delve into the significance of leadership in creating an inclusive space, the lack of representation and talent pipeline for people of colour in organisations, and the importance of follow-through in attracting and retaining diverse talent. They also discuss the pitfalls of tokenism and the importance of promoting authentic growth and support for underrepresented groups. Claire's insights shed light on the complexities of fostering an inclusive work environment, challenging biases, and promoting diverse hiring within organisations. Together with Joanne, she champions the importance of embracing diversity and inclusion to create an environment where every individual feels valued and can contribute their best. Tune in to this episode and gain valuable perspectives on creating an inclusive workplace where every voice is heard and everyone has the opportunity to thrive. We'd love to hear your thoughts on this episode and any suggestions for future topics. Subscribe to the Inclusion Bites Podcast and be sure to share the links with your colleagues and friends. You can also reach out to Joanne Lockwood to be a guest on the show and continue the essential conversations around inclusion and belonging. Thank you for tuning in, and we look forward to having you as part of our inclusive community. With warm regards, Jo Lockwood

Experience a thought-provoking conversation on creating psychologically safe work environments and engineering inclusive excellence in the latest episode of The Inclusion Bites Podcast with host Joanne Lockwood and guest Claire Angliss. 👉 Do you truly understand the importance of diversity and inclusion in the workplace? This episode delves into the complexities and challenges faced by individuals from unique backgrounds in a monoculture, and the responsibility of leadership in fostering inclusivity. Gain valuable insights into the impact of diverse perspectives on problem-solving and innovation, as well as the significance of avoiding tokenism and promoting authentic support for underrepresented groups. Claire's expertise sheds light on attracting and retaining a diverse talent pool, challenging traditional hiring criteria for a more inclusive workforce, and moving beyond single-strand initiatives towards a holistic approach to diversity and belongingness. Discover the necessity of storytelling, community networking, and creating an authentic employer brand to attract diverse talent in today's corporate landscape. As the conversation unfolds, learn about the importance of creating a supportive and respectful environment for individuals to share their truths, and the need for genuine empathy, compassion, and care in leadership to nurture inclusive workplaces. Tune in for actionable takeaways and be inspired to challenge biases, promote diverse hiring, and actively seek out candidates from unique backgrounds to create a work environment where everyone feels valued and can contribute their best. Subscribe to The Inclusion Bites Podcast for more enriching discussions, and share this episode with your colleagues and friends to spark meaningful conversations on inclusion and belonging. #InclusionBites #DiversityAndInclusion #PsychologicalSafety #InclusiveWorkplaces #WorkplaceCulture #Belonging #InclusiveHiring #LeadershipInclusion #OrganizationalInclusion #EmpathyInLeadership

Quiz: 1. What is the primary focus of this podcast episode? a) Gender pay gap reporting b) Creating psychologically safe environments in the workplace c) Traditional engineering qualifications d) Monocultural organizational structures 2. According to the conversation, what is the benefit of diverse perspectives in the workplace? a) It fosters competition among employees b) It leads to better problem-solving and innovation c) It creates division among team members d) It slows down decision-making processes 3. What is the responsibility of leadership in creating an inclusive space? a) To maintain the status quo in the organization b) To challenge the selection process and criteria c) To enforce conformity among employees d) To ignore the concerns of underrepresented groups 4. What was a significant challenge mentioned in the conversation regarding talent pipelines for people of colour? a) The lack of authentic employer branding b) The misconception of hiring for diversity meaning second-best c) The absence of diverse perspectives in the selection process d) The perceived meritocracy and subjectivity in defining the best person for a job 5. What is the danger associated with tokenism in hiring practices? a) It leads to excessive budget spending on recruitment b) It fosters a culture of conformity within the organization c) It undermines the authenticity of growth and support for underrepresented groups d) It fosters a stronger sense of belonging in the workplace 6. How can organizations attract diverse talent according to the discussion? a) By enforcing strict hiring criteria b) By creating a work environment where employees feel free to recommend and promote the organization c) By focusing solely on traditional qualifications d) By reducing emphasis on authentic employer branding 7. What shift is being observed in valuing skills and capability in hiring for engineering roles? a) A drop in the value of traditional qualifications b) A shift towards prioritizing diversity over qualifications c) A preference for candidates with specific industry experience d) A shift towards valuing skills and capability over traditional qualifications 8. What was emphasized as the responsibility of everyone within an organization regarding diverse hiring? a) Solely the responsibility of the talent acquisition team b) The responsibility of the leadership team c) The responsibility of every employee within the organization d) The responsibility of human resources only 9. What is the primary focus when discussing diversity and inclusion within a business context? a) Promoting single-strand initiatives b) Creating a structure around belongingness and culture in diversity efforts c) Increasing gender targets in the UK d) Focusing on individual achievements 10. According to the episode, what is the value of including individuals with different backgrounds and experiences in problem-solving? a) It leads to ego clashes and conflicts within the team b) It slows down decision-making processes c) It increases competition among employees d) It contributes to collective intelligence and better problem-solving Answer Key: 1. b) Creating psychologically safe environments in the workplace 2. b) It leads to better problem-solving and innovation 3. b) To challenge the selection process and criteria 4. a) The lack of authentic employer branding 5. c) It undermines the authenticity of growth and support for underrepresented groups 6. b) By creating a work environment where employees feel free to recommend and promote the organization 7. d) A shift towards valuing skills and capability over traditional qualifications 8. c) The responsibility of every employee within the organization 9. b) Creating a structure around belongingness and culture in diversity efforts 10. d) It contributes to collective intelligence and better problem-solving Summary: The episode "Engineering Inclusive Excellence" on The Inclusion Bites Podcast highlights the significance of creating psychologically safe work environments, challenging selection processes, and fostering diverse perspectives for better problem-solving and innovation in the workplace. It emphasizes the need for authentic employer branding to attract diverse talent, the danger of tokenism, and the holistic responsibility of everyone within an organization to promote diverse hiring. The conversation also emphasizes the shift towards valuing skills and capability over traditional qualifications, and the importance of creating a structure around belongingness and culture in diversity efforts.