Welcome to inclusion bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging and societal transformation. Ever wondered what a true, what it takes to create a world where everyone not only belongs, but thrives? You're not alone. Join me as we uncover the unseen, challenge the status quo and share stories that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.Lockwood@seechangehappen.co.uk to share your insights or to join me on the show.
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The Inclusion Bites Podcast
Beyond Binaries
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Joanne Lockwood
Speaker
Cynthia Fortlage
Speaker
Cynthis Fortlege
00:00 Advocate for gender diversity in work and life. 04:14 Uniquely experienced C-suite role gives insight.
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“Ever wondered what it takes to create a world where everyone not only belongs, but thrives?”
“I'm one leader with two genders of experience.”
“if we look at Cleopatra, who was a pharaoh in Egypt, yet pharaoh was an assumed male role. So how was this woman all of a sudden had this role as pharaoh?”
“We are so diverse and the spectrum is so wide that at the end of the day, the fact is that biologically we are very diverse.”
“And everybody uses the study of left handedness where at one point it was illegal and then it was considered, well, if you write or use or dominant with your left hand, then you are working with the devil, and that's the devil's hand.”
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So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with inclusion bites. Today is episode 109 with the title beyond binaries and I have the absolute honour and privilege to welcome Cynthia Fortlage. Cynthia is an award winning gender diversity speaker, consultant and writer, and when I asked Cynthia to describe her superpower, she said she's one leader with two genders of experience. Hello, Cynthia, welcome to the show.
Hi Jo. Thanks so much for having me on the show. I'm excited to be here with you today.
Fabulous. So, Cynthia, beyond the binaries and your.
Superpower, tell me, you know, the work that I do today with organisations is focused on really dealing with all of the issues that cover the space of gender diversity. And it's not gender identity, it is how diverse gender is. And I talk about, from a historical perspective, 10,000 years of understanding language and history, where clearly 10,000 years ago cultures knew that gender was not binary. Yet we obviously have a lot of conversation today about, quote, the binary of gender, when in fact it's actually not. Even though in my own personal story, I always describe it as, quote, flipping my binary because that was what was right for me. And that insight coming from the place where I was, which was when I came to this life epiphany, I was a C suite working executive overseeing technology for a international organisation in North America. Hence my accent. And that journey to where I am today has been strewn with a whole bunch of leadership roles and responsibilities.
In fact, it may interest the audience to know that I actually learned to fight for women's rights before I ever learnt to fight for LGBTQ plus or trans rights. And that very much influences the lenses by which I look at the challenges that organisations face. And those challenges that I talk about are not just within the LGBTQ plus or trans space. But the issues that impact women, that, again, relate to. For two and a half years, I was learning to fight for women's rights across all of Canada, not just the LGBTQ plus ones, but all women. And therefore, when I became national leader of that organisation, I was bringing a voice to all of women's issues. And so that gives me a very unique insight as well. Also the fact that I have never met another C suite level executive who has transitioned on the job.
I'm still looking, I've met senior people, but never someone who actually has a C suite role, as I did. And there's some very unique characteristics that I find come with that role. That gives me a unique insight into corporate organisations and especially at the leadership level, that really needs to be factored in when we talk about roles and responsibilities of leaders and what does that look like when we talk about corporate cultures and how that transforms? So I've been very fortunate to do this work since about 2017, and I've been fortunate to deal with almost 500 companies in over 30 different countries to date. I am based here in London, in the UK, and I am slowly growing my network and my connections and be able to speak with diversity specialists, HR specialists and those that may have challenges within their organisation where gender is impacting their employees and they're just not sure what the next step forward is. And I bring that depth and breadth of insight in order to help those organisations move forward.
So you talk about gender. So for our listeners, how would you define the term gender? What does that mean? Because there's lots of misunderstandings around sex, around gender. So what is gender?
Well, I mean, let's break down what it's not. It's not what today, people use the term sex to talk about, quote, biological sex, which the inference is genitalia. And the whole idea is, it's not that. That is one aspect. I describe sex as an act between two consenting adults. So we have that aspect. So gender is the innate sense of who we are, but also how society perceives us and puts upon us the roles and expectations of that perceived gender. So in my case, I normally get treated as a woman in society, which is how exactly I see myself, and therefore I see that as in alignment.
But that also means that the oppression that women in the corporate space and in everyday life encounter is the same experience that I have. And so this idea of gender is not fixed based upon a body part. It is centred on ourselves, of how we see ourselves, but also how others are seeing us from a societal level and of course corporate cultures are a microcosm of societal cultures and I don't believe I can quote change an entire society. So I work with organisations to try and change and help them change one at a time.
You talked about this concept of gender being innate. It's not our sex as such, as how we see ourselves, how the world sees us, how we align. There's also another phrase I've heard, social construct, and that's applied to gender. So how would we marry a gender and social construct together? What does that mean?
Great question. The key is to realise that a social construct is of course something that doesn't actually exist. It's being created by society who believes it to be true, but it's actually not. And I'll give you a couple of simple examples. The first is prior to the 1940s every baby that was born was put in a pink blanket. Pink. Yet today when we talk about colours, the idea that pink is for girls and blue is for boys is a social construct. It's not true.
Somebody made it up and somewhere it stuck. Probably through the introduction in terms of in the hospitals. But that's just one example. Another is that when we refer to children and we refer to boys and girls. Well if you go back into 18 hundreds and before, the fact is within households having slaves, the word boy was used to refer to a male slave, not to a male child. In fact all children had a form of girl is what they were called. So society has advanced language, we have changed the use of that language. We've repurposed the word boy to describe a male child in this case.
And along the way we have somehow come to believe that these have always been. When in fact many of these things have only existed within the last few hundred years, probably within 600 or less years. But when we talk about the societies of human beings, we talk about histories that are 10,000 years old or older so they're not new. And it just shows that language is ever changing and therefore our social understanding of what these words mean is also constantly changing.
Yeah, I'm a big fan of the work that I often refer to as the gender box. And this is kind of societal's role, expectations of one's gender. And it has a lot of roles, doesn't it? The gender box. It says if you're a woman you must behave like this, if you're a man you must behave like that. And the thing that I always think about is that I always think of gender is proportionate or directly entwined with time, space and civilizations. So that the expectations of that gender box for a man, for a woman, for whatever is different today in 2024 than it was in 1820, 417 24, different in China, different in India, different in Saudi Arabia, different in North America.
Exactly.
It's the construct we've created within the society we're living in right now, isn't it?
Oh, it is mean. You know, to take your example a little further back, if we look at Cleopatra, who was a pharaoh in Egypt, yet pharaoh was an assumed male role. So how was this woman all of a sudden had this role as pharaoh? Right. It was completely counter to their time, to the change. But the other aspect is that when we talk about these aspects and thinking that everything is binary, black and white, one, two, on, off, whatever version of a binary acronym that you want to think of, ones and zeros for those that are in the computer industry, the reality is that what people keep forgetting to factor into this conversation, if you black out kind of all the perceived aspects and only focus in, say, from a biological perspective, because a lot of people go there, the challenge is from a biological perspective, absolutely. Everybody I talk to forgets the intersex community. Now, intersex people represent about 2% of any country's population. Now, the key is many of them do not know their intersex until they actually have a medical encounter that requires the discovery, usually from a genetic analysis, that they're intersex.
Now, that means that out of the about seven physical characteristics that are biological in our body, within the intersex community, they are completely varied. And you know what? It makes complete sense, because when we look at all aspects of a human being, tell me what aspects are binary? Because when we talk about whether it be skin colour or hair colour, eye colour, we talk about our height, our size, but we're not this homogeneous binary group. We are so diverse and the spectrum is so wide that at the end of the day, the fact is that biologically we are very diverse. And from a human being perspective, that is represented within the intersex community, that shows that all of these aspects assumed to be binary, in fact, are not. And from there, we add on the layers of people's innate sense of identity, as well as components of sexuality, the privilege that comes with that, when we talk about power and privilege from an allyship perspective, but how are people oppressed, which is how are they perceived within societies? And all of these factors may be seen or unseen. We are faced with helping folks wake up to the fact that this is so much of a spectrum when it was originally perceived as simply a binary. Yet that's only in the last few hundred years, not in the totality of the existence of human beings. And the reality is that it's not that more people are becoming known as that.
And everybody uses the study of left handedness where at one point it was illegal and then it was considered, well, if you write or use or dominant with your left hand, then you are working with the devil, and that's the devil's hand. And when we got rid of all of those societal bias of perceiving those things as untrue and they were just a way to classify and box a particular part of the population, there was an increase, quote, in the people that identified as left handed when it was perfectly legal to do so, and they weren't necessarily shamed as such. And when they did that, the numbers plateaued out and they plateaued out around the 10% mark. And so we know that within probably a number of these aspects, there's probably, quote, the population, about 10% fit in. So when we talk about, for instance, the LGBTQ plus community as a whole, based upon the 2022 census in the UK, that represented about 9.2% of the population. So it's kind of there. So to say that the entire population of gender diverse people is strictly the 0.5% that was quoted is probably an understatement, but it's probably an understatement that some people just didn't feel safe enough in order to make that declaration. And I certainly remember my own personal journey.
That was not a simple journey to get to that point before I could ever literally utter those words. It didn't happen till I was 50, and I did not see myself represented when I looked in a mirror. I did not see myself reflected till I was 52 years old.
That's picking up on another phrase you said earlier, is gender equity. I look back, obviously, I'm not this old, but I look back through history and we see that men, women, male, female, in terms of sex, in terms of gender, have had very kind of fixed rule sets imposed on them. And there's almost been a concept that men are superior and women are less or are inferior, and that's been kind of reinforced in the gender roles that have evolved to where we are now, but maybe even more apparent with the disneyfication of gender, Snow White and the seven dwarfs view of the world. But we wind that back to victorian times in the UK and beyond, those very fixed rules about women were incapable or perceived incapable of doing certain roles, weren't they? So where does that come from, do you?
I mean, you know, to your point, all we have to simply look at, to understand what even know victorian era. And that, just look at the movie Mary Poppins. It very much demonstrated those expectations. Mr. Banks was a banker, right, and his wife was bucking the trend and she was fighting for the right to vote. Yet if we trace back the history of when did all of these things kind of change, it really correlates with colonisation and the realisation that colonisation on its own, which the UK and England was not the only country colonising the world, but when those colonisers went into these foreign lands where they had much different understanding of gender, they also brought religion, and it was reinforced within religion. And so when we talk about colonisers, we really can't separate it from the conversation of a religious understanding or limitation. Now, when we talk about that, I've got my own unique history with it.
I was born in Belfast, Northern Ireland, and I was a Protestant. But unfortunately, the troubles in the early 70s chased my family away. And so I grew up in Canada, where I acquired this wonderful accent. And in doing so, I ended up meeting this wonderful person and we got married and I converted to being a Catholic. And in fact, I was so much a Catholic, I even taught catechism to adults. Now, that showed me a. The huge amount of similarities that were brought between, even though there was really just kind of a couple of the aspects of how each group practises the religion that separates them. But they were generally very similar.
When we start to go backwards in time, if we look at, well, today, a lot of people want to quote the books they use. Well, which book is that? Because you end up having, of course, the Old Testament. Well, the Old Testament is the Jewish Torah, and then we have the New Testament that was put together. And if we talk about from a muslim faith perspective, not only is it the culmination of the Torah, there is no New Testament to it. So it's the Torah and aspects of the Old Testament from the Christian Bible, along with their own specific historical practises. And when I see that happening, it's like, oh, my gosh. The similarities of the points of origin and these books are not a single book. They are a culmination of many different writers from many different lands, creating the stories, recalling the stories, not in the moment, in time.
Some of it was hundreds of years later. And the fact is that we know that through the Dead Sea scrolls and so forth, that through a number of finds, there have been multiple quote of these chapters, books that have been found historically, that through the process of, quote, creating the books that are used, they just opted not to use certain parts. And to me it was intriguing, certainly from a christian perspective, given that was my background, that many of the books that were created by women were not included. None of them were included in the final product that we see in use today, not the least, which was there was a rewrite for the evangelical community in the 1940s. There's a whole documentary that's out there that talks about this, and it was a reinterpretation. And the introduction of basically same sex relations are a big no no when that's not actually in the original text. So we have seen this manipulation of what we believe to be the truth that has happened through, you know, people are just doing it to, quote, create the advantage. So that's why within, say, the Catholic Church, we still don't see female priests and being able.
You can have lay women practising and helping with service, but they cannot be ordained. Yet we have seen other religions, such as Church of England and others who now are much more open and they're much more inclusive of realising that carrying the word carrying. This interpretation is not restricted to a particular identity. It is actually multifaceted. And perhaps in the future that we will see rewrites and reinterpretations that will bring in a much more blended understanding, even though that's not where we're at today. And again, this is not history. That's a day in the making or a year in the making. This has been hundreds of years in the making.
And that's why we assume it to be as it is, binary, when in fact none of it actually is.
Yeah, I think you probably trace it back even further. You think about the roman empire. The men were generally off to work, I. E. Fighting swords, shields, defending or attacking women, childbearing, nurturing, caring. And those gender roles are starting to establish, before the birth of Christ, the mythical sort of like zero ad sort of time.
Yeah, absolutely. Sorry. You keep going.
Yeah, I don't think it's modern Catholicism or modern Christianity that is the. These gender roles have been ingrained in many societies, just down to the fact that many women bear children. Therefore their role is more nurturing and home based. Many men are the hunter gatherer, the killer. They go out, and you can almost see that mirrored in animal wildlife type roles as well, where there are kind of evolutionary gender roles. Maybe sometimes in the lions, the females do the killing and the males do the lazing around. But overall protect and procreate. So there's slightly different roles, but there are generally fixed roles that been evolved.
And I guess as a human species, we fell into that kind of, that same sort of thinking, I guess, in our prehistoric times.
Yeah, I don't think in prehistoric it was, quote, as articulated in the same way. I mean, I'm rereading Mary Beardy's feminist manifesto, kind of understanding the power of women. And when you look at that, she makes an amazing statement. That was news to me when I first read it. When we go back to about 4000 bce in the greek world, there was a greek philosopher who wrote the original, if you will, role of women document. So that puts it at about 6000 years ago. And literally everything you just talked about is what was embodied in that document and it's from there. So if we want to trace it back, at least from a written evidentiary based process, it probably started 6000 years ago because the roman empire came after the greek legend.
So Rome was basing itself on all of this previously articulated role and responsibilities of the genders within that perspective. And yet it wasn't true. It was just in that case that philosopher's his opinion of what it should be. But it's been taken as well. That must be what it's like. And therefore that's how we see society today.
And then around the time of Darwin, where science was becoming kind of evolved, scientists, male scientists, tried to look for evidence to prove history, if you like. And I think there were studies where people, men and women, were having their skulls measured and their brains weighed after death to prove that the male cranium was larger, therefore the male brain was larger. Therefore it must be more superior to the female brain because the female heads are smaller, the skulls are smaller, and the brain is way less so. Therefore there's the proof that male brains are superior because they're bigger.
Well, if that's true, then if we go all the way back to some of the prehistoric peoples and so forth, they had larger skulls and larger brains, but that did not make them necessarily smarter and so forth. And again, it's just this advancement. And one of the aspects that we have to be careful of is that when you start reading reports and research, you really have to kind of question, well, what was the question they were trying to answer? Because it's really convenient to ask the question and get far enough back to get enough data that proves your point. Well, then you don't need to go actually cheque all the other data and we stop and then we create an interpretation. And when that becomes dated and again, tens of years, hundreds of years, thousands of years old. It's no longer questioned when, in fact, when you become aware of this perception that there's this disconnect from this modern interpretation, from the historical perspective of human beings, you realise that there's a massive disconnect that is disadvantaging people today because of what's happened before. People haven't changed, they're still diverse. It's just our understanding has become limited because we have gone back to your initial point, we have gone back to those boxes when those boxes were never true in the first place.
Yeah, I think I read a report, it was the World Economic Forum, that every year they produce, amongst other reports, the gender equity or gender equality guide or report. And I think if you compare where we were now to pre Covid, gender equity has actually gone backwards by, I think, ten or 20 years. I think before COVID it was 99 years in the western world to achieve gender equity, or in the world, and now it's like 120 years. So Covid set back the advancement of equity around gender by 20 or 30 years, just by the fact that the experience people had during COVID impacted women disproportionately harder for various reasons, such as childcare, home admin, the man being as a perceived breadwinner, and the higher earner needing more access to the table, the desk, the free time to not be bogged down with the children. So we talked about inequity of the past, but getting equity in the future is a real uphill battle. 100 od years for equity. I mean, really, do we have to wait that long?
I use the comparison. First of all, if we think of it, there's been equal pay legislation in the UK for slightly over 50 years. And yet we know from the reports that we see that we're not seeing it right. It's still an 83 pence to the pound for women. And again, not all women are equal. If you are a black woman, you are making less than that 83 pence. If you are perhaps of south asian or of hispanic origin, you are making even less again. So we know that even within women, there is not an equality to that, let alone that the women's rights movement is well over 150 years old.
And while we're in the fourth iteration of feminism 4.0 and fighting for our rights associated with that, I look at as an interesting statistic was the population of black people within the UK is about 11%. And again, that's using the census from 2022. What was intriguing is I was reading a report that said, in order to get parity in senior leadership, which is a lot of the work that I do with organisations, if we want to get that parity for black people in that role, by the way, they need to hit two more people to be given the role to hit parity. Based upon the current trend of how many leaders actually make it to that most senior level and are black, it's going to take about 235 more years. So the whole challenge of equity, I would suggest to you, for all marginalised people, women just happen to be the largest group of marginalised people. But for all marginalised people, when we start looking at the statistics from that perspective, it creates very horrific stories to reflect on, which is why the importance of organisations need to do the work today to change it. Because we know, for the most part, we don't see it happening within society or governance of society. What we do see is organisations who are taking a stand and saying, we got to do something about this.
And we fundamentally believe it as a core value of our organisational culture, and they start to do something in order to move the needle forward. And in doing so, when enough organisations actually do that, they also will move the society needle forward in the same regard. So society is always trailing to the most leading organisations, but at the end of the day, nobody's doing it perfect and it's always a work in progress.
So you talked about the society there and the workplace. You can't escape society and the patterns in society. But if you look at just, I suppose, aspirations, the aspirations young women have in their teens, they don't aspire often. I don't want to say a stereotype, but often they don't aspire to become scientists, leaders, whatever. They aspire to be mums. They aspire to be doing low level, low paid, unskilled work in many cases, which is why we often see many women in those roles and again, impacted by Covid. So how do we change? We talked about moving the needle. How do we move the needle in creating a society where young women and girls aspire to their potential?
Well, a couple of things. First is, I would challenge a bit of the language that you used in making the referral, but I'll put it in context. When we think of that conversation, the challenge is not that low level work has been done, it's that on the basis of feminism 4.0, it has in advancing the feminist movement, which includes all genders, by the way, which is why men are welcome in there, to help move that needle the key is to realise that feminism 4.0, the quote unquote new elements are inclusion, which would include women like me and many others in that definition. And secondly, the intersectionality that comes into play when we look at those factors. A woman choosing to stay home and become a stay at home mom or white, that's not low level work. That is her choice. That is what the power of feminism has created, is the ability for her to choose to do that if she so chooses. If she doesn't choose that, then we get to.
You were talking about some of those industries which fall under the stem st, e m, or steam. The inclusion of the a, depending upon how you define that particular market segment. And when we look into the stem space these days, the reality is that there are many careers in there that are not geared for the roles and responsibilities that are put upon all women, and especially those young women who might be mums or starting out, perhaps a married life. And in doing so, it is society that is creating the devaluation. The jobs themselves are not of low value. It's that there hasn't been. And that's the importance, from a societal perspective, when we talk about creating societal expectations of a living wage, that is to remove that bias associated with that work. And it's getting to places like a living wage allows everyone to be able to hold their head high and not be doing, quote, menial work.
It's not menial, it has value. And a value has been assigned as the ability to live within society. And in doing so, whether that is stay at home, whether that is go to work and make some more money, whatever that is. That's really some of the big challenges from a gendered perspective that we face. And we have to get rid of these biases through education and awareness and realising that there are some women doing work that they don't want to be doing because they don't have another choice, because of something like not getting, having a living wage forces them to have to make other very difficult decisions in their life. And it in no way demeans them as a human being, nor the work they're actually doing, regardless of the perception. It is our own bias that's creating that perception. It's not an actual fact.
It sounds easy. It sounds easy.
Everything sounds easy. Doing. It's the hard part.
So what are the barriers? Why aren't we making a significant dent? Fourth wave feminism has been around ten or 1215 years, I guess, since I started talking about it. Even third wave feminism, we haven't really, as you said, moved the needle. What are the big barriers? What's stopping organisations and men and empowering women and driving this forward? What's the barriers?
Well, the barriers are bias and these perceptions that we were talking about that believes the world's supposed to look or work one way. And that's why in a lot of groups that I'm involved with and certainly working with a lot of women's ergs, brgs, employee networks, the conversation about how to bring in male allies in support of, not to diminish the male role. I mean, at the end of the day, every organisation should have a cultural understanding of trying to create an inclusive workspace where every employee belongs, that includes their men, their women and every other person that may not fit within those definitions. And so the reality is that what we have to do is get together to start overcoming all of these biases and perceptions that hold us back and the realisation that we have to start shifting it. And again, I would suggest to you that at a social level of society at large, that's hard to do, really hard to do. The government's part, whatever the government is, it's not a question of politics, it's a question of are the policies in place that are creating the supports necessary to actually move the needle on these things? And in doing so, organisations are much more at the forefront of having the flexibility and the ability to actually define it. So we have seen many things change across many nations by looking at leading organisations that have influenced government, by being early adopters of change. And by doing so, they kind of shine a light on how to do it by figuring it out.
No one's doing it perfectly. So that just means even the early adopters are still learning and adapting on how to move it forward. But if you don't have an intent to do it, the conversation never starts and you go, oh, this is too difficult. Well, why are we going to talk about it if it's so difficult? Because, well, that's like looking at Mount Everest and going, well, that's kind of tall, I don't want to climb it. Well, until you actually try and get to base camp, which is already putting you, I think, a few thousand feet up, you haven't even begun the journey. I always use the quote in a lot of my work that one of my favourite quotes is a journey of 1000 miles begins with the first step. But if we don't take the first step, the journey never begins. And the problem is we take the proverbial one step forward and half a step back because, oh, hang on, everybody was upset about that one step.
We have 999 more steps to go, but we're fighting over the first step and that prevents us organisations, because they're microcosms, can create that change much easier. And in doing so we get enough organisations doing that, that can create the influence to take the next step. And it is a journey of steps. It's a journey certainly well beyond the years that I have left on this planet. But I feel that I am called to do this work in order to move the needle just because of the disparity that I encountered by simply flipping my binary and realising that one day I was treated one way and the next day I was treated so marginalised that I was struggling to have my voice heard, even though I had a table around the executive table, or the fact that I'm the subject matter expert in the room and yet because of my gender I get completely ignored. Or the fact of the moment we all walk out our front door and not feeling safe. It's not about walking down the high street in the middle of the day surrounded by people or riding the tube. It's every aspect of life and we are impacted because of our gender in every single instance and the assumed rules that were put upon us, and that's what we're having to overturn it.
I can certainly tell you that as woman over my 50s, learning that I'm becoming invisible within the corporate space, certainly as an employee, was absolute despair. It wasn't that I became less useful or less smart or less productive, I just became invisible and I was no longer seen as an asset. Yet that doesn't happen to men in their 50s, they're looked at for their leadership and so forth. So that's just again those gendered perceptions that aren't reality. Women have not become less valuable, they have not become less productive, they may work differently. Things like the menopause certainly cause women to have to work differently. If a younger woman, I don't know, probably in her twenty s, thirty s, she may end up having childcare responsibilities and social and don't forget that in between there you have the sandwich generation who are not only looking after potentially children, they're looking after ageing parents. At the same time, where's the adaptation to ensure that we're getting full value? Especially when we talk about levelling up and wanting to get all of these people working.
Well, guess what? You can't have a homogeneous single way that, quote, everybody works, everybody is different, everybody has different requirements. And that's really where the equity question comes in, it's how are we equitably addressing all of these diverse and unique needs? It doesn't mean you need 3 million different ways to do it, but you can't have one. And we see that challenge today definitely in the corporate space where there's all this quote, demand to return to the office kind of working because of many reasons. Some have validity, some don't. But the ultimate reality, like many business decisions, is it's driven by money. Many of these corporations have signed long term lease rental contracts with properties. The property market is a huge valuation that underpins the entire business community. And to go to where we were during COVID and realise that oh my God, we could actually have these completely distributed workplaces and we don't actually need this physical space had such a huge economic impact that the quote cost of living crisis and so forth we see today is nothing compared to what would happen if the corporate financial markets began to fail.
And that's really the level we're talking about. And it's how do we keep moving away, how do we keep doing? Well, let's not force everybody back to the office, let's allow choice. Some people want to, some don't. Maybe it's a one day a week or a two day a week and you work it out, it's not always a Wednesday. Maybe this person can do it on the Monday and the Thursday. Why do they have to be there? You know what I mean? You start to have all of these different aspects. And again, I'm not being overly prescriptive because every organisation is different, their employees are different. The idea is every group has to look at what their people need and create the necessary solutions for them.
And it's not going to be uniform for every company, everywhere, with one blanket perfect answer wrapped up and tied with a bow.
Yeah, I completely agree. I mean, a lot of your thoughts on RTO return to office mirror my own. We talked about bias, ingrained bias, centuries and centuries, millennia even, of gendered expectations, gendered roles. So our leaders of today and leaders of tomorrow have to have this, of a cognizance of this bias, of this inequity, baseless and foundless inequity that exists between genders. So what else? If you were talking to an organisation around first steps, what can the inclusive leader of today, who's focusing their initiatives on? We're talking about gender today. Obviously there are other characteristics, but focus on gender. What sort of steps should they be putting in place or should the organisation be thinking about today?
Well, the first place to start with is, do they have the data? Right. If you're going to make organisational level change, it helps you focus your efforts if you have the data. Many organisations are not collecting the data, many organisations have incomplete data and those that are trying to collect data are still getting very high. Rates of did not disclose, I e. Employees have not decided to disclose it. And typically that comes down to the psychological safety they feel within the organisation in order to actually make those disclosures. And so if it's not truly a safe workplace from their perspective, then you're not going to get that information disclosed. And therefore, how can you actually measure whether or not you advance know, it's akin to, I'm sure your listeners are aware of in the news.
It was on the BBC News last night, I think it was, and they were talking about the NHS waitlists and how all the people that have been referred to specialists are no longer counted on those lists, yet they're still actually waiting for cancer care, for heart treatment, for some very serious health conditions. And so it hasn't actually gotten better, because now we're muddling with the numbers. And so let's just capture the numbers and you're not going to get the numbers unless within organisations, unless you create safe workspaces, which is an aspect, an outcome of the work companies do to create intentional cultures. So we have to go back even to the beginning of that and look, well, where do organisations, once they're trying to collect the data, when they're not getting the data? The answer is, it's a question of corporate culture. And where in the culture is there a disconnect? It could be. They say everything right in the whole bit, if they're like many organisations. And all you have to do is read a lot of the Labour tribunal reports that come out. One's definitely related to gender, I typically read quite a few of them, and in doing so, what we see is there's a very common practise of, oh, well, an organisation did a great job defining their culture and they had training on their culture and they launched their culture project and the whole bit.
And that was it. It was like, well, this is the project for this month, this quarter, this year, they did it and it's one and done. Well, a culture is lived every single day, I always say. A culture is defined from the top down, but it is lived in experience from the bottom up in an organisation. And so the work to create an intentional culture cannot be a one and done. It exists as long as the lifespan of that company. So when they begin a project, if that company is going to be around for 50 more years, they have 50 more years of work in order to keep creating that intentional culture and ensuring that every person that experiences that organisation or enters that organisation or leaves that organisation can talk about that cultural experience that they wanted. That's what creates psychological safety.
And obviously there's many sub aspects. I am not a specialist in psychological safety, but I have done some work specifically related to the transgender community within workspaces and how to create psychological safety while preserving psychological safety for everything else. And the fact is, it's very complex, it's not simple. There's about 14 different layers to it and that's kind of the work that organisations have to go through. And that is where I come in. And in each organisation, once we kind of get a baseline, it's about guiding the organisation through this journey that is not one and done. I always say as a consultant, I can help them define it, I can help them start to deliver the education, but I can't live an organisational culture for an organisation. They have to.
So I can help put them on the path and the direction, but if they're not living it, they're going to deal with it. And guess what? The tribunals have found that where there are gross violations typically ruled against the organisation, it has been that an aspect of culture has not been continually reinforced and trained and retrained through the lifecycle of an employee. Again, it's not one and done. You have to do this ongoing because your culture of your organisation is going to mature, much like your understanding of diverse genders may mature. And in doing so you have to reflect that in the language and interpretation of your culture. And so it's not one and done. And as we go through that cycle and somebody says, oh, well, I want to address it for women and I want to address it for black or ethnic minorities or any particular group. Whatever they're focusing, they're going to learn something and that has to be reincorporated back into the culture and that's how they will slowly create psychological safety.
That gives the data. And in doing so, they've actually moved the needle in doing that because they've been doing the work. Before we measure it, they had to do it. And to do that, I mean, there's a whole other conversation about the data and what data do you gather and so forth, but I'll leave that hopefully that gives you a sense of how we go after this rather large challenge, but not insurmountable I mean, we're human beings, we've done some amazing things. I don't see this as anything less than that.
Are men, thanks, willing and able and ready to step up and do what it takes? Is that part of the challenge? We can talk all days around women's rights, women's movement, women's having these conversations. But if time has shown as anything, in order to make change, it has to be enabled by people who hold power and privilege correct and generally in society. Men, white men, white, straight men, hold power and privilege.
Correct.
And as a woman, you have to knock on the door gently and be invited in. If you try and knock on the door heavily or kick it in, you get repelled as someone who's crazy or someone who is subversive. So we need fundamental societal change where people who hold privilege see it as their responsibility. Sexism is a male problem, racism is a white problem, homophobia is a straight problem. So we got to try and shift where we see the challenge. And women talking around oppression isn't moving the needle, because men need to start recognising that conversation and have men involved. That's the challenge we face.
Exactly. Until we start to realise our privileges as human beings. What I call making the unconscious conscious. Until we start to recognise that element, you can't change it because, see, the process is you first of all have to make the unconscious conscious. Then you have to accept the conscious thought, good or bad, and then you can decide to change it or not. And then you actually have to do something. And so even that's not a one, two step, that is three or four steps in order to actually get moving to deal with it. And if somebody is at the top of the food chain, and certainly up to the age of 50, I was a perceived white, heterose man.
And I enjoyed every single one of those privileges because I was in the executive suite, I quote, had made it, and I had the salary and the cars and the house and the holiday and the bank account and everything else. But as Maslow talks about, I wasn't self actualized by achieving that point in my life. What I did was realise, oh, my gosh, there's a huge gap. And that caused me to have to reflect, well, that exercise, not because of their gender or questioning their perception of their gender, but simply being a white, cis het male, so cisgender, heterosexual male, you're probably carrying a huge bunch of power and privilege that many others aren't. And until you recognise that and are willing to do something not to give away what you got. But to uplift others, to be in the same space, then that's part of the challenge. And that was one of my learnings, was the idea of what does it mean to move the needle forward and to advance a bit, quote, within society, because even within my, quote, marginalised part of my identity, which I consider tertiary to the work that I do. The reality is that I still carry a great deal of privilege and I carry privilege that many others who have travelled a similar journey to me do not.
And I realise that when I'm out in society and I don't get misgendered, I don't get name called, I have never been, thank goodness, physically attacked, but I do get impacted the way other women do. I have men who try and put their power over me to show that they are, quote, sexually superior or so forth and create advancements that I didn't ask for in my personal space or that I'm trying to get from point a to b and they feel they get to interject because, well, it's just convenient for them. Too bad, so sad. For me, it's both an aspect of safety for me, but for that person, they don't even recognise the privilege they're demonstrating by doing that exact kind of behaviour. And until they're willing to recognise that behaviour, that's the challenge. And that only comes from education and awareness raising, which is a great deal of what I do with organisations because there's still a great deal of education and awareness raising that needs to be done. And just because someone had a gender diverse speaker three years ago and they've talked about that topic, they've been there and done well, things change, things advance. And so when are you doing the reeducation part, as much as we talked about doing it, with your development of your intentional culture and training your employees, bringing in the training that keeps your people open and growing by learning is also a key aspect of that.
And that's an area where know, just ask learning and development professionals, they'll tell you that, know, the economy gets difficult and the business is hurting, they're one of the first budget that gets cut.
Fascinating. Fascinating. Yeah, Cynthia, that's absolutely amazing. I can't believe we've been chatting for over an hour now and it's been absolutely fascinating. Thank you.
You're welcome.
And I'm sure our listeners have got so much from this. So how can they get in touch with you to find out more about the work you do and to maybe reach out and say hi?
Absolutely. Well, connect with me on LinkedIn. Please mention that you heard me on this show with you, Jo. The other one is they can go to my website, which is triple w dot cynthiafortlage.com. All one word. The name's in the description. So yeah, just go to triple w cynthiafortledge.com. You'd be able to connect with me, find out more information, and would love to engage in a conversation.
If you've got a question that might be burning after this conversation, please reach out. Thank you.
Thank you. As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord. Consider subscribing to inclusion bytes and become part of our ever growing community, driving real change. Share this journey with friends, family and colleagues. Let's amplify the voices that matter. Got thoughts, stories or a vision to share? I'm all ears. Reach out to jo.Lockwood@seechangehappen.co.uk.
and let's make your voice heard. Until next time, this is Joanne Lockwood signing off with a promise to return with more enriching narratives that challenge, inspire, and unite us all. Here's to fostering a more inclusive world, one episode at a time. Catch you on the next bite.
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🔖 Titles
Beyond Binaries: Unpacking Gender Diversity with Cynthia Fortlege
Exploring the Spectrum: Gender Roles and Religious Influence
Challenging the Gender Dichotomy with Guest Expert Cynthia Fortlege
Cynthia Fortlege on Breaking Down Historical Gender Norms
Gender Equity in Focus: A Discussion with Cynthia Fortlege
Unveiling Gender's Complex Tapestry with Cynthia Fortlege
Cynthia Fortlege's Insights on Gender Roles and Societal Transformation
Dissecting the Evolution of Gender with Cynthia Fortlege
From Binary to Spectrum: Redefining Gender with Cynthia Fortlege
The Social Construction of Gender: Cynthia Fortlege's Critical Approach
ℹ️ Introduction
Welcome to The Inclusion Bites Podcast, I'm your host, Joanne Lockwood, and in this thought-provoking episode titled "Beyond Binaries," we're diving deep into the complex world of gender roles and equity with the insightful Cynthis Fortlege.
In our frank discussion, Cynthis takes us on a historical journey, tracing the origins and evolution of gender roles from prehistoric times through to the Roman Empire and how these have influenced societal perceptions to this day. We shed light on how biases in scientific studies and historical accounts have perpetuated gender inequality, and Cynthis critiques these narratives with a sharp focus on the importance of accurate representation.
Moreover, we tackle the setbacks brought on by the COVID-19 pandemic, the persistent struggle for equal pay, and the specific adversities faced by marginalised communities. Cynthis boldly confronts the binary thinking that clouds our understanding of gender and sexuality and makes a compelling case for the recognition of intersex individuals and the likely underestimated population of gender diverse people.
From colonisation to religious teachings, Cynthis discusses the various factors that have shaped our understanding of gender, bringing in her personal experiences with religious conversion and the impact of such dogmatic structures on the place of women in society.
This episode is not mere reflection but a call to action. Fortlege illustrates the critical role organisations must play in amending policies and creating environments where diversity is genuinely valued. She discusses the economic implications of gender disparities and urges workplaces to adapt and create psychologically safe spaces for all employees.
We pay special consideration to the impact of menopause, caregiving, and communities often overlooked, such as the LGBTQ+. Cynthis's journey from a C-suite executive to a pioneering gender diversity advocate offers remarkable insights into corporate culture and the continuous work required to instil inclusivity in our day-to-day lives.
As we peel back layers of privilege and societal structures, we invite our listeners to engage in this necessary dialogue, challenge the status quo, and strive for a more inclusive, equitable world – both within and beyond the binaries.
Stay with us on this journey towards inclusion and don't forget to subscribe to Inclusion Bites, where we encourage you to be part of the change, to share your thoughts, and help foster an inclusive society where all of us can thrive.
📚 Timestamped overview
00:00 Focused on gender diversity, historical perspective, non-binary gender, personal journey from executive to diversity work.
04:14 Efforts to gain unique insights into corporate organisations and leadership. Working since 2017, dealt with 500 companies in 30 countries. Helping organisations with diversity and HR challenges.
08:11 Language evolves with societal changes, including meanings and usage of words.
11:52 Intersex diversity challenges binary assumptions, highlights spectrum of human characteristics and identities.
13:46 Historical bias against left-handedness, societal change, 10% left-handed, LGBTQ+ population underrepresented, personal journey.
19:39 The text talks about omitted parts of historical books, focus on women, and reinterpretation of religious texts.
23:23 Text suggests feminist ideas in ancient history, influenced by Mary Beard's work, originating from a Greek philosopher 6000 years ago.
25:30 Ancient people had larger brains, not necessarily smarter. Historical interpretations can disadvantage modern understanding.
28:55 Current feminism struggle, UK black population stats, leadership parity challenges, need for organisational action.
31:53 Challenging language in feminism 4.0 to include all genders and intersectionality, allowing choice in women's roles.
36:00 Overcoming bias and perceptions for inclusive workplaces, involving male allies, government policies, and leading organizations as influencers.
38:59 Focusing on first step to create change in organisations and society by addressing disparities and marginalisation.
42:34 Corporate decisions driven by money, lease contracts, property market importance, impact of distributed workplaces.
45:49 Measuring progress, NHS waitlists, data collection in organisations, corporate culture impact.
49:58 Addressing diversity and creating psychological safety through learning and data collection for positive change.
54:23 Impact of gender-based discrimination, need for education and awareness.
57:16 Expressing gratitude for listener, promoting inclusion and community involvement. Encouraging subscription and sharing of the cause. Contact for sharing thoughts and stories.
📚 Timestamped overview
00:00 Advocate for gender diversity in work and life.
04:14 Uniquely experienced C-suite role gives insight.
08:11 Language evolves, reflecting societal changes over time.
11:52 Intersex diversity challenges binary assumptions, demands allyship.
13:46 Increase in left-handed identification, parallels LGBTQ+ population.
19:39 Certain historical books omitted, manipulation of texts.
23:23 Analysis of women's influence from ancient times.
25:30 Historical perceptions may limit our modern understanding.
28:55 Struggle for equality, especially for black people.
31:53 Referral language challenge, feminism 4.0, inclusion, intersectionality.
36:00 Overcoming bias for inclusive, diverse work environments.
38:59 Focus on steps to create change, gender disparity.
42:34 Corporate decisions driven by money, lease contracts.
45:49 Measuring progress, data, culture impact health care.
49:58 Addressing diversity in work culture and progress.
54:23 Gendered society impact, need for education awareness.
57:16 Expressing gratitude to listeners, promoting inclusion. Join.
Episode Tags
Cynthia Fortlege, gender diversity, non-binary history, societal transformation, LGBTQ+ rights, corporate inclusion, gender equity, religious service roles, psychological safety, privilege awareness
A Subtitle - A Single Sentence describing this episode
Cynthia Fortlege explores the complex tapestry of gender equity, historical roles, and the societal journey towards understanding and embracing the full spectrum of gender diversity.
About this Episode
About The Episode:
In this enlightening conversation with gender diversity speaker and consultant Cynthis Fortlege, we delve into the complex tapestry of gender roles across history and their influence on present-day society. Cynthia's rich insights help us to understand the historical context of binary gender perceptions and offer valuable perspectives for moving beyond them. With a focus on inclusivity and acknowledgement of the diverse fabric of human identity, this episode challenges traditional views and advocates for progressive change.
Today, we'll cover:
The historical establishment of gender roles and the influence of the Roman Empire and prehistoric times.
Critique of biased scientific studies and historical interpretations that contribute to gender inequality.
The setbacks in gender equity during the COVID-19 pandemic and ongoing challenges like pay disparities.
The importance of organizations in implementing changes to foster gender equity in society.
The impact of colonisation and religious doctrines on societal perceptions of gender and sexuality.
Personal narratives that highlight the journey of gender identity and the challenge of binary thinking.
Actions to create an inclusive workplace culture and the roles men can play in furthering the cause for equality.
Episode Summary with Intro, Key Points and a Takeaway
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne joins hands with Cynthia Fortlege, exploring the fluidity of gender roles throughout history, the impact of binaries on society, and the active role inclusion must play within workplaces. Cynthia draws from extensive research and personal experiences to question historical interpretations that enforced gender disparities and examines the broader implications of the COVID-19 pandemic on the fight for gender equity. Jo and Cynthia address the setbacks, including pay disparities and representation, offering a deeper glance into the transformation necessary for true societal progress.
Cynthia Fortlege is not only an esteemed gender diversity speaker and consultant, but her journey encompasses a shift from a high-ranking technology executive to a champion of non-binary recognition and women's rights. Her work has influenced over 500 corporations in 30 countries. Cynthia brings a wealth of knowledge and insights into corporate cultures, leadership, and the embracing of diversity. She also speaks on the potential undervaluation of non-binary individuals within statistical measures and the absence of women in specific religious hierarchies, underpinning this with her personal narrative.
The episode shines a light on the historical maltreatment of gender diverse communities and draws connections between biological diversity, inclusivity, and evolving societal norms. Cynthia demonstrates the need for workplaces to adapt and value diversity, underlining the economic and psychological benefits of remote working and inclusive cultures. Jo and Cynthia discuss the role of men, particularly those in privileged positions, in advancing the discussion on sexism, racism, and homophobia.
Listeners are invited to engage with Cynthia directly through LinkedIn or her website to continue this vital conversation. As always, Joanne echoes her appreciation for the audience's support and encourages the growth of the community intended to evolve inclusion by subscribing to and sharing Inclusion Bites.
This episode serves as a rallying cry for re-examination of our core beliefs around gender and inclusivity. It challenges the very foundations of binary thinking, pushing for a world where individuals are not just recognised but celebrated for their unique identities. The key takeaway resonates with an urgency for action, urging organisations to become bastions of change and allies to continue advocating for a society that upholds dignity and equity for all gender expressions.
💬 Keywords
Cynthia Fortlege, women in religious service, gender roles, Roman Empire, gender equality, scientific bias, COVID-19 pandemic, pay disparities, marginalised groups, societal progress, colonisation influences, binary thinking, intersex community, LGBTQ+ representation, gender identity, Victorian era, religious texts, female priests, gender diversity, two-spirit experience, corporate culture, gender as social construct, menopause, caregiving responsibilities, remote working, psychological safety, workplace inclusion, white male privilege, sexism, feminist movement.
💡 Speaker bios
Cynthia Fortlege's career is a testament to her profound engagement with gender diversity within the organisational sphere. Having reached an epiphany in her life while serving as a C-suite executive in charge of technology for a major international company in North America—a role that her American accent hints at—Cynthia has traversed a significant professional journey peppered with various leadership roles and responsibilities.
With a specialisation that dwells on a 10,000-year historic spectrum, Cynthia's work dismantles the notion of gender being binary—a concept well-understood by ancient cultures yet frequently debated in contemporary times. It is an area that she elucidates with depth, borne out of her personal narrative of "flipping her binary," a path that felt most authentic for her own identity.
In her current endeavour, Cynthia collaborates with organisations to confront and clarify the complex and multifaceted nature of gender, contributing her expertise to foster environments rich in gender diversity. Her journey from overseeing technology infrastructures to becoming a pivotal figure in the discussion on gender represents a bridge between analytical acumen and social insight, positioning her as a distinctive voice in the quest for understanding and inclusivity.
❇️ Key topics and bullets
Introduction to "Beyond Binaries" and Cynthia Fortlege
Introduction of Cynthia Fortlege as the guest speaker
Brief overview of Cynthia’s background and expertise in gender diversity
Historical and Evolutionary Gender Roles
Tracing gender roles back to the Roman Empire and prehistoric influences
Discussion of evolutionary and historical impacts on gender roles
Biased Interpretations and Gender Inequity
Critique of biased scientific studies and historical texts
Impact of these biases on gender equity, especially in the context of pay disparities and representation
Gender Equity during the COVID-19 Pandemic
Addressing setbacks in gender equality caused by the pandemic
Ongoing challenges in achieving equality in the workforce and society
The Importance of Organisational Change
Encouraging companies to take a stand for gender equity
Implementing organisational changes to drive societal progress
Societal Perception of Gender Roles
The influence of colonisation and religion on gender role perceptions
The reinforcement of gender norms through religious teachings and Victorian standards
Gender Diversity and Non-Binary Identities
Binary thinking versus the spectrum of gender identities, including intersex populations
The underestimated prevalence of gender-diverse individuals
Personal Journey and Advocacy
Cynthia shares her personal experiences with gender identity and activism
From a corporate executive to a gender diversity leader and speaker
Gender as a Social Construct
Discussion on the innateness of gender versus societal and cultural conditioning
The "gender box" and how it shapes gender expectations throughout history
Women's Work and Socioeconomic Impact
The economic consequences of caregiving and menopause on working women
The need for adaptable work environments that value employee contributions
Workplace Inclusion Strategies
Creating safe and inclusive workplaces through data collection and unbiased policies
The necessity for ongoing training to sustain a psychologically safe environment for all
Men's Role in Addressing Social Issues
Encouraging white, straight men to acknowledge their privilege and become allies
The importance of involving men in conversations about oppression and inequality
Listener Engagement and Wrap-Up
How to connect with Cynthia for continued discussion
Joanne’s closing remarks and call to action for listeners to join the change for inclusion
Barriers and Aspirations for Young Women
Examining societal pressures that lead young women to traditional roles instead of pursuing STEM or leadership
The feminist movement and its goals for granting women agency in their role choices
Organizational Role in Social Change
How companies can influence government policies and societal perceptions through proactive adoption of inclusive practices
Personal experiences with gender bias and the fight for corporate equality
The Hook
"Ever wondered if the history books got it ALL wrong? Dive into a narrative that questions everything we thought we knew about gender roles... 🤯 Prepare for a mind-bending journey that reshapes our understanding of societal norms."
"Is 'binary' a word we've been locked into without knowing the real cost? Unlock the shackles of traditional thought and explore the hidden impacts this has had on our workplaces, communities, and personal identities..."
"What if I told you the gender box we've all been packaged into was never meant to be one-size-fits-all? Let's pull apart the seams of history and culture to discover the expansive tapestry of human identity."
"In a world just scratching the surface of equity, could we be on the brink of a revolution in understanding and inclusion? Join us as we uncover the layers society has pressed upon gender and the power of embracing the full spectrum."
"What if embracing the full spectrum of humanity was the key to unlocking untapped potential in our lives and businesses? It's time to question the status quo and venture beyond the binary – the future is non-linear and so are we..."
🎬 Reel script
Hello, I’m Joanne Lockwood, and you’ve just tuned into a pivotal episode of The Inclusion Bites Podcast, titled "Beyond Binaries". This week I was joined by the incredible Cynthia Fortlege, a speaker and consultant who shed light on gender diversity and the historical contexts that have shaped it. We delved into the complexities of gender roles influenced by religion, colonisation, and our societal constructs. Cynthia's insights on fighting for inclusion in the workplace and addressing the challenges post-COVID are invaluable for creating truly inclusive environments. From personal journeys to the economic impacts of remote working, we've covered the ongoing work needed to maintain cultures of psychological safety for all. Don't just listen – subscribe and join us on this journey to drive real, inclusive change. Connect with us and share your vision. Because together, we can break through binaries and build a world that celebrates every identity.
🗞️ Newsletter
Subject: Dive "Beyond Binaries" in Our Lively New Episode! – Inclusion Bites Podcast
Hello Inclusion Advocates!
This week on The Inclusion Bites Podcast, we're thrilled to invite you to a compelling conversation in our latest episode, entitled "Beyond Binaries". Join our host Joanne Lockwood, as she welcomes the remarkable Cynthis Fortlege, renowned for her enlightening perspectives on gender diversity and advocacy for societal transformation.
Episode Highlights:
Discover the intricate evolution of gender roles from ancient cultures to modern society through Cynthis's expert lens.
Explore the adverse consequences of the COVID-19 pandemic on gender equity and the persistent challenges in areas such as pay disparity and representation of marginalised groups.
Gain insights into the historical interplay of colonisation, religion, and gender roles, and how the past shapes our current understanding of gender.
Listen to Cynthis share her inspirational personal narrative on gender identity and her passionate journey from corporate C-suite to a catalyst for change in gender diversity.
Take a deep dive into confronting 'gender boxes', exposing ingrained biases, and creating safe, inclusive work cultures that celebrate diversity.
The Discussion That Matters:
In this timely episode, Cynthis dismantles the binary thinking in gender and sexuality, shining a light on the diversity of human biology and the importance of including intersex and gender-diverse individuals in our societal narrative. With eye-opening insights into the long history of gender equity and its setbacks, she invites us to rethink our perceptions and make intentional strides towards true inclusion.
Your Role in Inclusion:
Cynthis audaciously challenges us to acknowledge and combat the privilege that perpetuates inequality, calling for white, straight men to be active participants in the conversation. The inclusion journey requires the recognition and action of all individuals, particularly those with societal advantages.
The Invitation:
After soaking in the wisdom of episode 109, we're eager for you to be a part of the ongoing dialogue. Connect with Cynthis Fortlege on LinkedIn or visit her website to continue the essential discussions ignited in "Beyond Binaries." We're all in this together!
We Invite Your Voice:
The Inclusion Bites Podcast exists because of passionate listeners like you. Subscribe to stay updated on groundbreaking episodes, share your unique stories, and let's collectively strive for an inclusive world.
Remember, inclusion isn't a buzzword; it's an action. Join us, leave a review, and let's bite into the issues that matter, one episode at a time.
Warm regards,
Jo and the Inclusion Bites Team
jo.Lockwood@seechangehappen.co.uk
P.S. We believe in learning, growing, and evolving together. If you have an idea for a topic or know someone who would be a perfect guest, don't hesitate to get in touch!
You're receiving this email because you signed up for updates from The Inclusion Bites Podcast. If you wish to unsubscribe, please click here. [Unsubscribe Link]
🧵 Tweet thread
🟣 Thread 1/10 🟣
Buckle up! Our latest episode of #InclusionBites is taking you "Beyond Binaries" with the phenomenal Cynthis Fortlege. Get ready for a paradigm shift in how we view gender roles within our history and society. #GenderEquity #LGBTQ
🟣 Thread 2/10 🟣
Why do we have the gender roles we abide by? 👫 Cynthis takes us on a historical journey, from the Roman Empire to the present, dissecting how evolutionary and societal changes have defined these roles. Spoiler: It's more complex than you think. #HistoryOfGender #SocietalChange
🟣 Thread 3/10 🟣
Did you know that biased scientific studies have bolstered gender inequality? 🧬 Cynthis critiques these and exposes how historical misinterpretations further the divide. It's a call to action for gender equity in science! #ScienceBias #EqualityInResearch
🟣 Thread 4/10 🟣
COVID-19 set us back, but Cynthis isn't giving up the fight for #GenderEquity. Wage disparities, underrepresentation, and societal challenges persist, especially for marginalised groups. We're dissecting the pandemic's impact on equality. #COVIDImpact #EqualPay
🟣 Thread 5/10 🟣
"Binary thinking limits us," states Cynthis, spotlighting the diversity of human biology beyond male & female. With 2% of the population being intersex and a likely underestimated 0.5% being gender diverse, it's time to rethink binaries. #GenderDiversity #BeyondBinaries
🟣 Thread 6/10 🟣
Cynthis shares her two-spirit journey and transformation from tech exec to gender diversity leader. Her insights into the corporate world and how it treats women and the LGBTQ+ community are eye-opening. 🏳️🌈 #TwoSpirit #CorporateInclusion
🟣 Thread 7/10 🟣
The "gender box" confines us, and Cynthis is breaking it down. Gender should be understood as a spectrum influenced by our constantly evolving society, language, and expectations. 📦➡️🌈 #GenderSpectrum #SocietalExpectations
🟣 Thread 8/10 🟣
From menopause to caregiving, women face unique challenges in the workplace. Cynthis urges organisations to adapt and value diverse employee needs. It's not just about being fair; it's about being economically savvy! 💼 #DiversityInWorkplace #WomenAtWork
🟣 Thread 9/10 🟣
Cynthis calls for allies, especially white, straight men, to step up and unpack their privilege. Awareness is key to dismantling sexism, racism, and homophobia. It's a group effort, and everyone must be part of the conversation. 🤝 #Allyship #PrivilegeUnpacked
🟣 Thread 10/10 🟣
Want to dive deeper into the discussion with Cynthis Fortlege? Reach out on LinkedIn or visit her website. And don't forget to subscribe to #InclusionBites for more transformative talks. Together, let's drive real change. ✨ #EngageWithUs #DriveChange
Let's discuss! Share your thoughts on this episode or how you envision an inclusive future. Join the movement and let's redefine the role we all play in society. 🌍✊ #InclusionMatters #YourVoiceCounts
Guest's content for their marketing
Article Title: My Experience on The Inclusion Bites Podcast: A Journey Beyond Binaries with Joanne Lockwood
As an advocate for gender diversity and a champion for challenging entrenched societal norms, I recently had the privilege of joining Joanne Lockwood on The Inclusion Bites Podcast. Reflecting on this experience fills me with a sense of hope and eagerness to share the fruitful dialogue we engaged in about the evolution and interpretation of gender roles, the existing biases that hold back progress, and the potential for transformation in our societies and workplaces.
The episode, aptly titled “Beyond Binaries,” was a chance for me to delve deep into the ways in which history, religion, and colonisation have influenced our understanding of gender. Joanne, with her insightful questioning, led an engaging conversation that traced back to my earlier work and personal journey through corporate leadership and my current role as a gender diversity consultant.
In a society so often constrained by binary thinking, we discussed the importance of recognising the full spectrum of humanity, which includes the intersex community and the greater gender diversity that has always existed, albeit frequently unacknowledged. Joanne created a platform where complexities of gender equity and the history of these concepts could be explored—an effort that is not only necessary but vital for progress.
During our discussion, we also considered the setbacks from the COVID-19 pandemic and how remote working has paradoxically opened new doorways for inclusivity; yet, it also laid bare the disparities and challenges still facing marginalised communities. I shared insights into the ingrained biases within scientific studies, historical interpretations, and organisational culture, and how these can either hamper or foster gender equity.
It was particularly important for me to evaluate the economic impact of caregiving roles often shouldered by women, the effects of menopause on women's work-life balance, and the necessity for workplaces to not only adapt to diverse needs but to proactively value each employee for their unique contributions. As Joanne and I conversed, I was reminded of the power of dialogue and intentional culture in championing psychological safety for all.
Towards the end of the episode, I invited listeners to connect with me on LinkedIn or through my website, remember advocate for fairness and equity. It’s clear The Inclusion Bites Podcast stands as a beacon for bold conversations that inspire and challenge societal transformation. Joanne Lockwood is a host who truly embodies the spirit of inclusion and brings out the best in her guests.
For those who haven’t had the chance to listen to “Beyond Binaries,” I encourage you to tune in. It is my hope that together, with platforms like The Inclusion Bites Podcast, we can continue to break down barriers, foster understanding, and create a world where everyone can thrive, free from the confines of outdated binaries. Let us keep the conversation going, drive real change, and build a future that celebrates diversity in all its forms.
Cynthis Fortlege
Gender Diversity Speaker and Consultant
Questions Asked that were insightful
Certainly, the conversation with Cynthia Fortlege provided several insightful moments that would lend themselves well to an FAQ format for our audience. Below are some potential FAQs derived from the thought-provoking and informative discussion on the "Beyond Binaries" episode of The Inclusion Bites Podcast:
FAQ: What are the historical origins of gender roles, and how have they evolved?
Response: Cynthia traced gender roles back to the Roman Empire and prehistoric times, discussing how historical and evolutionary influences have shaped them. She delved into this topic revealing the contexts that established these norms and how they've shifted over centuries, challenging us to consider the constructed nature of gender.
FAQ: How do biased scientific studies and historical interpretations perpetuate gender inequality?
Response: Our guest, Cynthia, criticised such studies and interpretations, pinpointing them as perpetuators of gender inequality. She elaborated on how these biases have a ripple effect, influencing societal views and hindering gender equity, particularly underlining the setbacks in the wake of the COVID-19 pandemic.
FAQ: Can you explain the concept of "binary thinking" in relation to gender?
Response: Cynthia touched on the restrictive nature of binary thinking, highlighting the existence of the intersex community and the diversity in human biology. She challenged the traditional binary interpretation of gender and sexuality, suggesting that a broader recognition of gender diversity is needed in society.
FAQ: How have colonisation and religion influenced our understanding of gender roles?
Response: In her conversation, Cynthia discussed the impact of these forces, noting how they have historically limited and defined gender roles. She shared experiences with religious conversion and critiqued the exclusion of women's writings from religious texts, signalling a significant manipulation of narrative for the advantage of maintaining patriarchal structures.
FAQ: Why is it necessary for organisations to take action on gender equity?
Response: Cynthia underscored the importance of organisations being proactive in their approach to gender equity, driving societal progress. She advocated for the implementation of changes in workplace cultures and emphasised the economic and societal benefits of embracing full diversity and inclusion.
FAQ: How can we accommodate the varied needs of women in the workplace?
Response: The conversation included a significant focus on workplace adaptations to cater to women's needs, especially regarding menopause and caregiving responsibilities. Cynthia argued for strategic changes to ensure women's full value in the workforce, including the flexible choices in work location and hours to create a safe and inclusive environment.
FAQ: What can men, particularly those who hold societal privilege, do to support gender diversity and equity?
Response: Cynthia called on men, especially straight, white men, to acknowledge their societal privilege and assume responsibility in combating sexism, racism, and homophobia. She encouraged them to participate in conversations about oppression, engage in education, and leverage their privilege for positive change.
These FAQs and responses capture some key moments from the episode with Cynthia Fortlege and provide concise insights for our listeners to contemplate and incorporate into their ongoing dialogues and actions concerning inclusion and equity. For more in-depth discussion and perspectives, listeners are encouraged to listen to the full episode and engage with The Inclusion Bites Podcast community.
Pain Points and Challenges
In Episode 109 of The Inclusion Bites Podcast, titled "Beyond Binaries," Joanne Lockwood hosts an eye-opening discussion with Cynthis Fortlege, a respected gender diversity speaker and consultant. Together, they delve into the multifaceted issues surrounding gender roles and the unique challenges they present in both historical and contemporary contexts.
Below are several pain points and challenges that emerged from the conversation with Fortlege, along with content created to address these issues:
Historical Interpretation and Gender Inequality:
Cynthis highlights how biased historical interpretations have perpetuated gender inequalities. Addressing this, content can explore how contemporary scholarship is revisiting history with a more critical, inclusive lens to highlight the contributions and experiences of women and non-binary individuals.Gender Equity Setbacks from the COVID-19 Pandemic:
The pandemic has widened the gender pay gap and exposed inequalities, especially in remote work settings. Podcast content can provide actionable strategies that individuals and organisations can adopt to mitigate these setbacks, such as flexible working arrangements and equitable performance assessments.Organisational Change for Gender Equity:
Fortlege stresses the importance of organisations in driving societal progress. The podcast could create a toolkit for businesses on implementing gender equity policies, fostering inclusive cultures, and encouraging male allies to support these initiatives.Binary Thinking and Intersex Awareness:
Fortlege discusses the limitations of binary thinking concerning gender and sexuality, mentioning the often-overlooked intersex community. To address this, the podcast could offer educational content that raises awareness about the diversity of human biology and promotes the inclusion of intersex and non-binary people.Representation and Privilege:
Fortlege calls for privileged groups, particularly white, straight men, to partake in conversations about sexism, racism, and homophobia. Content here can focus on workshops or resources to facilitate understanding and action amongst privileged groups to dismantle systemic inequalities.Ingrained Biases in Corporate Culture:
Fortlege points out that organisational culture often harbours ingrained biases. The podcast could create episodes featuring experts discussing how to identify these biases and implement continuous training and reinforcement to eradicate them.The Gender Box and Societal Expectations:
We can create episodes that deconstruct the concept of the 'gender box', exploring historical, cultural, and evolutionary perspectives on gender roles, to encourage listeners to challenge and expand their own perceptions.Economic Impact of Workplace Adaptations:
Fortlege stresses the economic benefits of adapting work environments to fit diverse needs. For this, content can include case studies from businesses that have successfully implemented such changes, detailing the benefits and offering a blueprint for others to follow.
By diving into each of these pain points, "The Inclusion Bites Podcast" can provide its audience not only with a deeper understanding of these complex issues but also practical steps for fostering an inclusive society that values and uplifts all genders.
Blog article based on the episode
Beyond Binaries: The Directive for Inclusive Transformation
In a world that too often clings to absolutes, Cynthia Fortlege, a voice for gender diversity and historical understanding, shatters the shackles of binary thinking on The Inclusion Bites Podcast. With precision and passion, Fortlege delves into society's entrenched gender roles, exposing the untold narrative that guides our perceptions and behaviors. Episode 109, aptly titled "Beyond Binaries," turns the spotlight on the historical, cultural, and religious dimensions that have long governed the battlefield of gender equity.
The Evolution of Gender Roles: A Historical Tapestry
Cynthia Fortlege escorts us on a journey through time, tracing the contours of gender roles from the dusty roads of the Roman Empire to the intricate caves of prehistoric societies. These roles, she argues, are neither immutable nor preordained but are the by-products of cultural evolution and historical influence. By critically examining biased scientific studies and distorted historical interpretations, Fortlege illuminates the insidious ways in which gender inequalities are perpetuated, calling for an overhaul in how we approach and digest such information.
The Pandemic Setback: A Gender Equity Challenge
However, the struggle for gender equity is not a thing of the past. The COVID-19 pandemic has introduced unprecedented challenges that have exacerbated existing disparities. Pay gaps and the underrepresentation of marginalised groups have flared under pandemic pressures, forcing us back to reckon with the very foundations of our social fabric. Fortlege highlights the urgency for organisations to intervene and implement structural changes that can set society on a path to true progress.
Challenging Binary Thinking: The Diversity of Human Biology
When we gaze through the lens of Cynthis Fortlege, we witness the vibrancy of human biology, a spectrum that defies the binary. With roughly 2% of any country's population identifying as intersex and an underestimated number belonging to the LGBTQ+ community, Fortlege compels us to question our very notions of gender and sexuality. Here, we uncover tales from the interweaving tapestry of gender identity, journey, and representation through personal experiences that command nothing less than our full attention.
Through the Eyes of History: The Victorian and Religious Cast
The episode "Beyond Binaries" is akin to a masterclass in understanding how societal constructs, particularly during the Victorian era and under the shadow of religious doctrines, solidified rigid gender rules. Fortlege illustrates the consequences of colonisation, the influences of religion, and the deliberate exclusion of women's voices from religious texts, crafting a narrative where history is not merely recounted but interrogated for the benefit and betterment of future generations.
Actionable Insights: Fostering Inclusive Workplaces
Amid the cascade of insights, Fortlege offers tangible steps for workplaces to embrace inclusivity truly. How do we accommodate the diverse needs of our employees? Fortlege emphasizes the economic impact of remote working, advocating for the autonomous choice in returning to offices and suggesting holistic workplace adaptations, from confronting deeply-seated biases to nurturing environments that radiate psychological safety for all.
The Unyielding Need for Men to Step Up
"Inclusion Bites" host Joanne Lockwood aligns perfectly with Fortlege's assertive stance that men—especially those who are straight and white—must acknowledge their privilege and immerse themselves in the thick of societal issues. Sexism, racism, homophobia—these plagues demand our collective responsibility, our shared vow to educate, raise awareness, and engage in discourse that flares into action.
Your Role in Inclusive Transformation
As we close the powerful dialogue of Episode 109, Cynthia Fortlege calls upon you, our treasured listeners, to connect, to converse, and to catalyze the change we yearn to witness. This is not a passive invitation but a summons to engage on LinkedIn, to explore her website, and to foster the embers of this conversation into a roaring fire of transformation.
At The Inclusion Bites Podcast, hosted by the indomitable Joanne Lockwood, we extend a hand, urging you to subscribe, share, and be an active member of a community that strives for profound, societal change. Our stories, our thoughts, and our visions for an inclusive world—when woven together—can create a tapestry rich with diversity, robust with equity, and resplendent with belonging.
In the shaping of such a world, we must look beyond the binary, toward an intersection where history meets promise, and where every individual—regardless of gender—can thrive unencumbered by the chains of archaic perceptions. As inspired by Cynthia Fortlege in "Beyond Binaries," let us march forward with intention and wisdom, crafting legacies that future generations will recount with pride.
Take your stand with us. Begin today. Be the change.
The standout line from this episode
In episode 109, "Beyond Binaries," of The Inclusion Bites Podcast, one standout line from guest Cynthis Fortlege could be: "We need to transcend the traditional notions of gender that are deeply rooted in our history and acknowledge the beautiful spectrum of human diversity that exists beyond binaries."
❓ Questions
How have historical interpretations and biased scientific studies contributed to the perpetuation of gender inequalities, and what steps can we take to challenge these narratives?
In what ways have religious texts and teachings been manipulated to exclude women's contributions, and how has this impacted the perception and roles of women in society and within religious institutions?
Cynthis, could you elaborate on the concept of the "gender box" and how this framework has limited our understanding of gender diversity throughout history?
How has the COVID-19 pandemic set back efforts towards gender equity, particularly regarding pay disparities and representation, and what measures are necessary to recover and advance these efforts?
What are the implications of acknowledging that there may be more gender-diverse individuals in society than previously estimated, and what changes does this necessitate in both societal attitudes and policy?
Can you provide further insight into your own journey of realising privilege and how this awakening has influenced your work and interactions in society?
What are the most significant challenges in creating a workplace culture that not only accommodates but values gender diversity, and how can organisations foster psychological safety for all employees?
In your experience working with numerous companies worldwide, what key strategies have you found to be effective in driving organisational change towards more inclusive practices?
How can we engage men, particularly those from privileged backgrounds, in conversations about oppression and the role they play in fostering societal change?
Can you discuss the economic and human impact of remote working and the need for workplace adaptations, and how can companies balance these with operational requirements post-pandemic?
FAQs from the Episode
FAQ Title: Beyond Binaries - Understanding Gender Diversity and Equity
FAQ – Episode 109 with Cynthis Fortlege of The Inclusion Bites Podcast
1. What does 'Beyond Binaries' refer to in the context of this podcast episode?
'Beyond Binaries' refers to the discussion surrounding the recognition of gender diversity beyond the traditional male and female classifications. It includes an exploration of non-binary, genderqueer, intersex, and two-spirit identities, challenging the notion of a strict gender binary.
2. Who is Cynthis Fortlege?
Cynthis Fortlege is a gender diversity speaker and consultant who has worked with over 500 companies in 30 countries. With a background as a C-suite technology executive, she now focuses on gender diversity advocacy and education.
3. How did historical events shape our current understanding of gender roles?
Cynthis traces the establishment of gender roles back to prehistoric times, Roman Empire influences, and notably, the Victorian era. She discusses how events such as colonisation and the formation of religious doctrines shaped the societal perception of gender roles.
4. Can you explain the impact of COVID-19 on gender equity?
The COVID-19 pandemic caused setbacks in gender equity, particularly exemplified by increased domestic responsibilities falling on women, and widened pay disparities. Cynthis addresses the challenges that have arisen due to the pandemic's reshaping of the workplace and society.
5. What are some challenges that women face in religious services?
Cynthis highlights the historical exclusion of women from significant roles in many religious institutions, such as the absence of female priests in the Catholic Church, and the exclusion of women's writings from religious texts.
6. How common is the intersex community, and why is it significant?
The intersex community represents about 2% of any country's population, making it more common than many might expect. Recognising the existence of intersex individuals challenges the binary view of gender and emphasises the diversity of human biology.
7. What is the estimated percentage of gender diverse people, and why might this be an understatement?
The oft-cited estimate for gender diverse individuals is around 0.5% of the population, but Cynthis suggests this may be an understatement as awareness grows and more people feel comfortable expressing their gender identity.
8. How are organisations encouraged to contribute to societal progress in gender equity?
Organisations are advised to take a stand by creating safe workplaces, adapting to the diverse needs of their workforce, addressing ingrained biases, and implementing policies that foster an inclusive culture for all employees, including those of diverse genders.
9. How can men, particularly white, straight men, contribute to addressing issues like sexism, racism, and homophobia?
Cynthis stresses that it is crucial for men to recognise their privilege and take responsibility by being involved in conversations, undergoing education, and acting to address systemic issues alongside marginalised groups.
10. How can listeners continue the discussion on gender equity and diversity after the podcast?
Listeners are invited to connect with Cynthis through her LinkedIn or website for further engagement on the topics discussed. Additionally, they can subscribe to Inclusion Bites and share their thoughts or stories to become part of the community advocating for inclusion and change.
Tell me more about the guest and their views
On this episode of The Inclusion Bites Podcast, titled "Beyond Binaries," we are joined by the insightful Cynthis Fortlege, a renowned gender diversity speaker and consultant. Fortlege, with a seasoned background that includes a transformation from a C-suite technology executive to a gender diversity leader, brings a wealth of knowledge and personal experience to the conversation.
Cynthis Fortlege passionately delves into the intricate tapestry of gender roles and their historical context. She traces these roles back to their origins, emphasizing that what we often perceive as innate gender attributes are, in fact, deeply influenced by societal constructs – constructs that date back to the Roman Empire and further into our prehistoric past.
Fortlege boldly criticises some scientific studies and historical interpretations that have perpetuated gender biases, contributing to a resonance of inequality that ripples through today's society. She explicitly addresses the setbacks that gender equity has faced as a result of the COVID-19 pandemic, underscoring the persistent issues such as wage disparities and underrepresentation of marginalised groups in high-ranking positions.
An advocate for the diversity of human biology and identity, Cynthis, during our episode, challenges the common binary notion of gender and sexuality. With a nuanced understanding of the complexity and spectrum of human identity, she points to the existence of intersex individuals representing about 2% of any given country's population and suggests that estimates regarding the percentage of gender-diverse individuals may fall short of reality.
Her extensive corporate experience lends credibility to her discussion of the barriers that women face in the workforce, especially regarding menopause and caregiving responsibilities. Fortlege stresses the need for workplaces to adapt and evolve to recognise and value these diverse needs fully. She also highlights the economic impact of remote working and champions the importance of choice concerning the return to office spaces.
On a challenging note to the listeners, she calls upon men, particularly those who are white and straight, to acknowledge their privilege. Fortlege insists on the necessity of their participation in conversations surrounding sexism, racism, and all forms of oppression, advocating for education and conscientiousness to achieve real societal change.
Cynthis Fortlege intricately weaves her own experiences with religious conversion and teaching catechism into the conversation, offering a critique of the compilation of religious texts and the absence of women's writings. She boldly questions the lack of female priests in the Catholic Church, reflecting on how colonisation and religion have contributed to our current understanding and limitation of gender roles.
Conclusively, Fortlege remains optimistic about the potential for positive change in gender equity within the workplace and society at large. She underscores that it is a continuous journey, one that requires intentional culture development, regular reinforcement, and training to ensure that a diverse array of genders and minority groups feels safe and included in their work environments.
For further engagement and to connect with Cynthis Fortlege on her prolific work, listeners are encouraged to reach out via LinkedIn or visit her website to continue this crucial dialogue.
Joanne Lockwood, our esteemed host, wraps up the episode by extending her gratitude to all listeners and encouraging them to participate actively in the community that The Inclusion Bites Podcast fosters – one that’s unwaveringly committed to stimulating bold conversations and driving authentic inclusion in society. Jo and Cynthis invite feedback and stories of inclusion to fuel future discussions and ignite a collective vision for change.
Ideas for Future Training and Workshops based on this Episode
Based on the insights and topics explored in the "Beyond Binaries" episode of The Inclusion Bites Podcast with Cynthis Fortlege, we can suggest the following ideas for future training and workshops:
Demystifying Gender Diversity:
Workshop on understanding the spectrum of gender identities.
Case studies on societal and cultural perceptions of gender.
Role-playing exercises to explore non-binary and two-spirit experiences.
Inclusion and Equity in Religious Spaces:
Discussions on the history of gender roles in religion.
Seminars led by theologians on inclusive interpretations of sacred texts.
Strategies for faith-based organisations to become more gender-inclusive.
Overcoming Historical Gender Biases:
Training on recognising and addressing historical gender biases in the workplace.
Examination of scientific studies and historical narratives that perpetuate gender inequalities.
Strategies for using history as a tool for promoting gender equity.
Leadership and Gender Equity:
Workshops on improving representation of marginalised groups in leadership roles.
Training for corporate leaders on creating psychologically safe workplaces for all genders.
Interactive seminars on menopause, caregiving, and their impact on women in work.
Tackling Binary Thinking and Inclusion:
Exercises to identify and challenge assumptions around binary gender and sexuality.
Panels discussing the impact of binary thinking on the intersex and LGBTQ+ communities.
Strategies for educators and businesses to include non-binary and gender-diverse narratives.
Privilege and Allyship in Advocacy:
Engaging men, particularly those from privileged backgrounds, in conversations about gender equity.
Workshops on understanding privilege and actively working against sexism, racism, and homophobia.
Culture of Inclusivity in Organisations:
Train-the-trainer sessions on inclusive practices in the workplace.
Implementing data collection for better understanding and support of gender diversity in the office.
Continuous improvement methodologies for fostering an intentional culture of inclusion.
Impact of Colonisation and Gender Perceptions:
Historical context courses on the effects of colonisation on gender perception.
Analysis of religious conversion, teaching, and their influence on gender roles.
Economic Impacts and Inclusive Policies:
Webinars on how remote working and flexible arrangements affect gender parity.
Policy development workshops for advocating diversity in government and organisational levels.
Creating Change as Early Adopters:
Training on how organisations can be early adopters of inclusive practices to drive societal change.
Collaboration workshops with government bodies to influence policies through organisational leadership.
These training and workshops will be designed to create transformative experiences that empower individuals and organisations to embed inclusion and gender equity into their culture actively. Participants will be encouraged to take away actionable insights and contribute to driving positive change in their environments.
🪡 Threads by Instagram
Delving into the past, Cynthis Fortlege takes us through history to uncover the roots of gender roles. Her insights reveal a complex tapestry shaped by time and ideology. 🕒📜
Ever wonder about the "gender box"? Fortlege sheds light on society's shifting expectations and the pressure to conform. Listen in as we explore the impact across civilisations. 🌍
Remote work isn't just a trend; it's a shift in valuing employees' diverse needs. Fortlege champions the workplace revolution for a more inclusive tomorrow. 💼🏠
Men acknowledging privilege can be powerful. Fortlege believes in education and awareness as steps towards dismantling systemic issues. Change starts with a conversation. 🗣️👥
Gender diversity isn't just about fairness; it's about enriching our world. Fortlege's personal journey reminds us of the strength found in embracing our true selves. 🌈🌟
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Title: Leadership Insights: Enhancing Gender Equity in the Workplace
Script:
Hello, leaders and change-makers! Today on Leadership Insights, we're discussing a critical challenge in our workplaces—creating genuine gender equity.
The common problem faced by leaders like you is the very binary and rigid way we’ve been schooled to view gender roles. This view not only hampers the representation of gender-diverse groups but also affects organisational culture and innovation.
Firstly, acknowledge that gender is not a one-size-fits-all; it’s as diverse as the people in your team. By recognising the spectrum of gender identities, you're taking the first step towards inclusivity.
Action one: Create a culture of listening and learning. As leaders, it's crucial to foster an environment where all team members can share their experiences without fear of judgement. Arrange workshops, invite speakers, and introduce resources to educate your team on gender diversity.
Behavior one: Active listening—it’s simple. When someone speaks about their experience or identity, give them your full attention. Validate their perspective and show a genuine willingness to understand and support.
Action two: Policies that reflect diversity. Scrutinise your company policies. Do they cater to the needs of gender-diverse employees? If not, champion policy revisions that embrace flexibility, equal opportunity, and fair representation at all levels.
Behavior two: Be an advocate for change. When you stand up for policy improvement, you're sending a clear message about your values. It’s not just about fairness; it's about making every employee feel valued and capable of achieving their potential.
Action three: Inclusion must be intentional. From hiring to promotion practices, ensure that decision-making is free from implicit biases. And if you're unsure, seek training or tools to assist in objective and equitable decision-making.
Behavior three: Lead by example. Embody the values of inclusion in your everyday interactions. When your team sees you treating everyone with respect and equity, they will be inspired to do the same.
Remember, the goal here is not to tick boxes but to create a workspace that thrives on the richness of diverse thoughts, perspectives, and contributions.
Building a gender-equitable workplace is a journey, not a destination, and it starts with you.
For more leadership insights and strategies, stay tuned. Together, let's make a difference—one action, one behaviour at a time.
Thank you for watching the Leadership Insights Channel. Lead wisely, lead inclusively.
SEO Optimised Titles
Debunking Gender Myths: 2% Intersex Reality & Inclusive Societies | Cynthia @GenderDiversityConsulting
Beyond the Gender Binary: Tackling Historic Inequities & Modern Workplace Challenges | Cynthia @SeeChangeHappen
Smashing the Patriarchy: How Religion & Colonisation Shaped Gender Roles | Cynthia @InclusivityAdvocacy
Email Newsletter about this Podcast Episode
Subject: Dive Beyond Binaries with Cynthia Fortlege on the Inclusion Bites Podcast 🌈
Hello Amazing People,
It's a bright new day, and what better way to start it than with a spark of insightful conversation? I'm thrilled to share with you our latest episode of The Inclusion Bites Podcast, "Beyond Binaries," featuring the incredible Cynthia Fortlege – a voice that resonates powerfully in the realms of gender diversity and equity.
Prepare to go on a journey through time, space, and societal norms as Cynthia intricately weaves history with the lived experiences of many. Here's what you'll unlock in this must-listen episode:
The Deep Roots of Gender Roles: Unearth the origins of gendered expectations and the compelling evolution from ancient societies through to modern-day perceptions.
The Science Behind the Bias: Discover how skewed scientific studies can uphold inequalities, and learn the true impact of gender myths on our social landscape.
Setbacks & Leaps Forward: Peel back the layers of the challenges gender equity faces today, especially the stark realities that surfaced during the COVID-19 pandemic.
The Power of Organisational Change: Cynthia shares insider insights on how companies can become catalysts for societal progression towards true gender balance.
Breaking the Binary: Wrap your mind around the spectrums of gender and sexuality as we discuss how non-binary identities and the LGBTQ+ community challenge the status quo.
Unique Tidbit: Did you know that about 2% of the world's population is intersex, contributing to the rich diversity of human biology? Cynthia opens up about the rainbow of identities beyond the binary understanding of gender – it's an eye-opener!
Now for our all-important call to action: We believe that real change is a team sport, and you're part of our squad. So gather your thoughts, perspectives, and visions for an inclusive future, and let's get the conversation roaring. Jump over to LinkedIn or Cynthia's website to connect and add your voice to the mix.
Before we wrap up, I've got a little nudge for you. If you've been enjoying our deep dives and bold talks on Inclusion Bites, don't forget to hit that subscribe button. Being part of our community means you're not just a listener; you're an ally, an advocate, and a force for the inclusive change we're all striving for.
And remember, inclusion isn't just a word; it's the heartbeat of progress. So let's keep that heart beating strong!
Stay brilliant and keep biting into inclusion,
Joanne Lockwood
(Your Inclusion Enthusiast)
P.S. - Is your mind buzzing with ideas or stories after hearing the episode? We'd love to hear them! Drop me a line at jo.lockwood@seechangehappen.co.uk or engage with us on social media. Let's make ripples of change together! 🌊
SEE Change Happen
Making Inclusion An Everyday Reality
seechangehappen.co.uk
#InclusionBitesPodcast
Potted Summary
Intro:
In this enlightening episode of The Inclusion Bites Podcast, titled "Beyond Binaries," Joanne Lockwood welcomes Cynthia Fortlege to delve into the complex tapestry of gender roles, their historical roots, and the pressing need for equity and inclusion in our modern society.
In this conversation we discuss:
👉 Gender history
👉 Equity setbacks
👉 Workplace change
Here are a few of our favourite quotable moments:
"Gender roles date back to Roman times, influencing today's societal expectations."
"The pandemic's gender equity impact has magnified existing inequalities."
"True progression requires organisational intentionality in nurturing an inclusive culture."
Summary:
Join Joanne and Cynthia as they explore historical gender narratives and advocate for a society beyond binary confines. They discuss the resilience against setbacks and how workplaces can champion change. Don't miss this vital conversation on "Beyond Binaries" – tune into The Inclusion Bites Podcast to be part of an inclusive future. Listen now!
LinkedIn Poll
Opening Summary for Context:
In our latest episode of The Inclusion Bites Podcast titled "Beyond Binaries," Joanne Lockwood and our esteemed guest Cynthis Fortlege delve into the complex tapestry of gender roles, societal constructs, and the pressing need for inclusive transformation in the workplace and beyond. As we tackle these systemic challenges, we're curious about your perspectives on the most immediate action that organisations should prioritise to enhance gender equity. Your insights are invaluable, as they will illuminate the collective consciousness on this pivotal journey.
LinkedIn Poll Question:
What should be the top focus for gender equity in the workplace?
📊 Options:
Flex Working Options 🕒
Gender Pay Equality 💷
Diverse Leadership 👩💼🧑💼
Inclusive Policies 📜
#InclusionBites #GenderEquity #WorkplaceInclusion #BeyondBinaries
Closing - Why Vote:
Your vote and voice matter in shaping the discourse and actions towards a more equitable work environment. By participating, you contribute to a broader understanding that can guide companies in fostering a truly inclusive culture. Don't miss the chance to express your vision for gender equity within our organisations. Let's drive the change together!
Highlight the Importance of this topic on LinkedIn
🌟 Just caught a compelling episode of The Inclusion Bites Podcast, "Beyond Binaries", and it's sparked an important reflection for us as Senior Leaders and HR/EDI professionals. 🎧
Host Joanne Lockwood and guest Cynthis Fortlege dove deep into the complexities of gender roles, touching on topics from historical influences to the importance of inclusive work cultures. 🌐
We're reminded of how critical it is to understand:
The diversity of human biology and gender beyond the binary 🧬
The intersection of gender equity and workplace practices 👩💼🏳️⚧️
The role of societal structures in shaping our perception of gender roles 🏛
The conversation highlighted the persistent challenges we face in ensuring full value and safety for all employees, regardless of gender. As leaders, we carry a responsibility to both recognise and address these barriers. 🚧
Transforming our industries starts with acknowledging privileges and creating spaces where marginalised voices are heard and valued. It's not just about ticking boxes, but about fostering environments where everyone can truly belong. 💬
For anyone endeavouring to drive positive change in their organisations, this episode is a must-listen. Let's connect our learnings to action!
#Inclusion #Diversity #GenderEquity #Leadership #HR #EDI #InclusionBites
L&D Insights
In the latest episode of The Inclusion Bites Podcast, titled "Beyond Binaries," hosts Joanne Lockwood and guest Cynthis Fortlege delve into the complex terrain of gender roles, intersectionality, and societal change. This engaging conversation offers rich insights for Senior Leaders, HR professionals, and EDI specialists.
💡 Aha Moments:
Historical Gender Roles: Cynthis traces gender roles back to ancient civilisations, reminding us that our current binaries are deeply rooted and not as "traditional" as they seem. This challenges the notion that binary gender roles are the only natural and effective societal structure.
Misrepresentation in Research: An eye-opener is Cynthis’s critique of how biased research and historical interpretations have shaped our understanding of gender roles, revealing disparities that still plague organisations in terms of gender equity.
Binary Thinking vs. Human Diversity: The conversation highlights the prevalence and limitations of binary thinking in our society. Cynthis discusses the intersex community and suggests that 0.5% is a gross understatement of gender diverse individuals, prompting a rethink of preconceived notions about gender and sexuality.
Inclusivity in Crisis Times: The setback in gender equity progress due to the COVID-19 pandemic is an 'aha' for many. The professional downturn for women during this period emphasises the need for crisis-sensitive EDI strategies.
Privilege and Responsibility: The responsibility of those in privilege, especially white, straight men, to engage in conversations about oppression and use their positions to enact change, is a point of reflection. This reiterates the need for inclusive leadership and allyship within corporate spaces.
🚀 EDI Professionals Should:
Reevaluate Policies: Ensure company policies are not rooted in outdated gender role assumptions and are flexible enough to adapt to diverse gender identities and life stages, including menopause and caregiving responsibilities.
Cultivate Safe Spaces: Foster a culture of psychological safety where employees can express their identities without fear, thus enhancing belonging and performance.
Data-Driven Changes: Use data to challenge ingrained biases and stereotypes, ensuring interventions are based on solid insights rather than assumptions.
Leadership Education: Offer training programmes to help leaders and employees alike understand privilege and the role they can play in championing genuine inclusivity.
Sustained Efforts: Recognise that driving change is an ongoing process that requires continuous reinforcement, active dialogue, and training to ensure an inclusive environment.
In short, Senior Leaders and EDI professionals should be bold in reimagining their organisational culture to accommodate non-binary perspectives and break away from traditional gender confines to achieve genuine, sustainable inclusion.
🔖 5 Hashtags for Social Media:
#BeyondBinaries #GenderEquity #InclusionMatters #EDILeadership #InclusionBitesPodcast
Shorts Video Script
Text on screen: "Breaking the Binary - Gender Roles in the Modern World" 🌍
Hi everyone!
Did you know that our current understanding of gender roles has roots that stretch back to ancient Rome and even prehistoric times? Yup, that's a long history of expectations based on gender!
Text on screen: "Evolution of Gender Equity" ⚖
Let's fast-forward to today, and we're still facing the impact of this historical baggage. Science and history have sometimes been used to justify a lack of gender equity. The pandemic sure didn't help matters, widening inequalities, especially in pay and representation for marginalized groups.
Text on screen: "Nature's Variety" 🌈
Dive deeper, and you'll find that biology isn't just black and white. About 2% of people are intersex—proof that nature loves diversity. Yet, there's still a common misconception that humanity is strictly binary.
Text on screen: "Thinking Outside the Gender Box" 📦
Let's talk about the 'gender box'. Throughout history, people have been put into boxes based on societal expectations. Spoiler alert: gender is as much a social construct as it is biological. Culture, language, and societal changes—they all shake up the concept of gender.
Text on screen: "Workplace Inclusion is Key" 🔑
The corporate world is slowly coming around. It's essential that workplaces are safe and inclusive, allowing people of diverse genders to feel valued. This means adapting to the needs of individuals, like considering the impact of menopause and caregiving responsibilities.
Text on screen: "Be the Change" ✊
This isn't just about acknowledging privileges but actively participating in conversations to challenge sexism, racism, and homophobia. It's about education, raising awareness, and continuous work towards creating a culture of safety, inclusivity, and acceptance.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Fade Out
Title for Social Media Post:
"Shattering Perceptions: Embracing Gender Diversity & Inclusion #UnboxGenderRoles"
Hashtags:
#GenderEquity
#InclusiveSociety
#DiversityMatters
#BeyondBinaries
#InclusionRevolution
Glossary of Terms and Phrases
In the episode "Beyond Binaries," several specialised concepts are discussed that may not be commonly used in everyday language. Here's a list of those terms and the definitions as implied in the episode:
Gender Binary: The classification of sex and gender into two distinct and opposite forms of masculine and feminine.
Non-binary: Refers to individuals who do not identify exclusively as male or female; their gender identity falls outside the traditional gender binary.
Two-Spirit: A term used by some Indigenous North American cultures to describe a person who embodies characteristics of both male and female genders, or who has a distinct gender role in their communities.
Gender Equity: The fair treatment of all genders, leading to equality in terms of rights, benefits, obligations, and opportunities.
LGBTQ+: An acronym for Lesbian, Gay, Bisexual, Transgender, Queer or Questioning, with the plus sign representing other sexual identities not explicitly included in the original four terms.
Intersex: Refers to individuals born with reproductive or sexual anatomy that doesn't fit typical definitions of male or female.
Colonisation: The process by which a central system of power dominates the surrounding land and its components, often leading to the imposition of a foreign culture, language, and social structures that can influence gender roles.
The Gender Box: A metaphorical box that reflects societal norms and constraints around gender, which often forces people into conventional categories of male or female.
Psychological Safety: A shared belief that the team is safe for interpersonal risk-taking, an important concept for inclusive workplaces where diverse voices are respected and valued.
Menopause: The time that marks the end of a woman's menstrual cycles, mentioned in context with its impact on women's work and the need for workplace adaptation.
Caregiving Responsibilities: The activities and obligations involved in caring for others, which often fall disproportionately on women and can affect their careers.
Ingrained Biases: Deeply embedded prejudices or stereotyped beliefs that influence behaviour unconsciously, contributing to discriminatory practices.
Privilege: The special right, advantage, or immunity granted or available to a particular person or group, especially white straight men, in societal contexts.
Feminist Movement: A series of campaigns advocating for reforms on issues such as reproductive rights, domestic violence, equal pay, and women's suffrage, aiming at gender equality.
Gender Bias: Prejudice or discrimination against individuals based on their gender, often resulting in unfair treatment in different spheres of life, including the workplace.
Understanding these terms is essential to grasp the deeper themes of inclusion, diversity, and the breaking down of societal and historical constructs around gender that "Beyond Binaries" explores.
SEO Optimised YouTube Content
Focus Keyword: Gender Equity in the Workplace
Title: Navigating Gender Equity in the Workplace | #InclusionBitesPodcast
Tags: gender equity in the workplace, positive people experiences, culture change, societal transformation, inclusive leadership, beyond binaries, Cynthis Fortlege, Joanne Lockwood, LGBTQ+ inclusion, gender roles history, gender diversity, non-binary awareness, gender identity, corporate culture change, feminist movement, gender bias, diversity and inclusion, workplace equality, women in leadership, gender and religion, intersex rights, gender constructs, driving change, gender pay gap,
Killer Quote: "True gender equity requires a seismic shift in our culture, a transformation that welcomes all experiences and identities." - Cynthis Fortlege
Hashtags: #GenderEquity, #WorkplaceInclusion, #PositivePeopleExperiences, #CultureChange, #InclusionBites, #NonBinary, #GenderDiversity, #InclusiveLeadership, #SocietalTransformation, #BeyondBinaries, #LGBTQInclusion, #CynthisFortlege, #JoanneLockwood, #CorporateCulture, #FeministMovement, #GenderBias, #DiversityAndInclusion, #FemaleLeadership, #GenderAndReligion, #DrivingChange
Why Listen:
In this compelling episode of Inclusion Bites with our insightful guest, Cynthis Fortlege, we delve deep into the heart of gender equity in the workplace. Our focal point, 'Gender Equity in the Workplace,' isn't just a buzzword; it's a rallying cry for change, for challenging the status quo, and for redefining the potential of each and every employee – irrespective of gender identity.
We unpack the historical, societal, and often colonial forces that have forged the gender roles we find ourselves bound by today. Did you know that the roots of these roles extend all the way back to the Roman Empire and, arguably, to prehistoric times? This historical perspective allows us to comprehend the persistent bias that underpins our modern work culture.
Cynthis uses her wealth of knowledge, drawn from her experiences with over 500 companies across 30 countries, to help us understand where we currently stand in the spectrum of gender inclusion and where we need to aim as we forge ahead. As an advocate for those who transcend binary categorisations, she provides a voice to the approximately 2% of any country's population that is intersex and points out that current estimates of the gender diverse might be considerably understated.
It's time to challenge our notions of gender that have for long been fed by biased scientific studies endorsed by historical interpretations. The cruel irony is that these same interpretations still herald inequalities today. Cynthis doesn't shy away from discussing the significant impact these social constructs have on real-life 'Positive People Experiences' within organisations.
The conversation touches upon the seismic societal changes presented by the COVID-19 pandemic, which, while disrupting norms, unfortunately also set back gender equity efforts significantly. Yet, as much as it brought challenges, it also brought lessons on the flexibility of workspaces and the need to tailor them to be more inclusive and equitable.
Cynthis eloquently addresses the influence of menopause and caregiving responsibilities on women's roles at work and advocates for a workplace cultural adaptation. We learn that these humane touches are the very essence of creating 'Positive People Experiences' – a term that ought to be etched into the foundation of every company's ethos.
Driving 'Culture Change' isn't a passive task, and this episode doesn't allow us to forget that. It requires ongoing effort, continual reinforcement, and training – leading to an intentional culture that fosters psychological safety for everyone.
This episode dares to ask the tough questions and provides you with the narrative to reflect on privilege, especially the one carried by white, straight men, and their critical role in sexist, racist, and homophobic societal issues.
Prepare to be part of a robust conversation that not only strikes at the foundations of gender inequality but also equips you with the knowledge and perspective to apply this to your own workplace context or broader life views.
Closing Summary and Call to Action:
By listening to this transformative episode, here's what we've garnered that stands out as actionable insights:
Understand the historical underpinnings influencing current gender roles and remain mindful of the legacies of colonialism and religion.
Recognise the spectrum of gender diversity beyond binary categories including the intersex and gender diverse communities.
Advocate for a corrected perception of gender equity, acknowledging setbacks experienced during the pandemic.
Emphasise organisational leadership in the implementation of changes to foster an equitable and inclusive workforce.
Normalize discussions on the economic impacts of office-based versus remote work and advocate for flexible working arrangements.
Ensure workplaces focus on the collection and analysis of gender diversity data to inform strategies combating inherent biases.
Promote psychological safety within organisations through deliberate policy and culture changes to accommodate diverse needs.
Encourage the involvement of privileged groups in conversations about oppression and the dismantling of systemic discrimination.
Reflect on personal privileges and responsibilities in contributing to a fairer society, as illustrated by Cynthis's journey and realisations.
Support and enable the feminist aspiration of choice and agency for women in all societal roles, including STEM and leadership positions.
Address biases that women face due to societal perceptions and traditional gender roles, especially when highlighted by personal experiences.
Proactively engage in creating positive changes within workplaces that lead the way and influence broader societal norms and policies.
Outro:
Thank you dearly for tuning into this episode of Inclusion Bites. Your engagement in these conversations is instrumental in driving the societal change we're advocating for. I would be thrilled if you chose to like and subscribe to our channel, enabling you to join a community of individuals committed to fostering inclusivity and belonging.
For more information and insightful episodes, please visit the SEE Change Happen website at https://seechangehappen.co.uk and discover more episodes of the Inclusion Bites Podcast at https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Root Cause Analyst - Why!
Key Problem: Gender Inequity and Fixed Gender Roles
Why does gender inequity and adherence to fixed gender roles exist?
Because societal norms and traditions have historically reinforced binary gender roles and inequalities.Why have societal norms and traditions historically reinforced binary gender roles and inequalities?
This is largely due to historical interpretations of gender roles informed by religion, colonialism, and biased scientific studies that have legitimised and perpetuated a male-centric view of society and power structures.Why have religion, colonialism, and biased scientific studies legitimised a male-centric view of society?
These institutions were traditionally dominated by men, who had the power to shape ideologies and knowledge systems to maintain their status and establish control over social, political, and economic realms.Why were these institutions traditionally dominated by men?
Men historically had more access to education, political power, and economic resources, which allowed them to create and uphold systems that excluded or marginalised other groups based on gender.Why did men historically have more access to education, political power, and economic resources?
Because patriarchal systems were set up to privilege men's roles and contributions over those of women, often justified by interpretations of biological differences or divine ordinance, creating a self-perpetuating cycle of male dominance and female subordination.
Summary:
The root cause of gender inequity and fixed gender roles stems from deep-rooted patriarchal systems reinforced by historical institutions dominated by men. These systems have been justified by skewed scientific, religious, and social narratives that favoured men and limited the roles of women and gender-diverse individuals.
Potential Solutions:
Education: Implement comprehensive gender education that challenges stereotypes and promotes an inclusive understanding of gender diversity.
Revision of Historical Narratives: Re-examine and challenge historical interpretations of gender roles by including diverse voices and perspectives, specifically those that have been historically marginalised.
Policy Change: Governments and organisations should develop policies that actively promote gender equity and challenge existing power structures.
Advocacy and Leadership: Encourage diversity in leadership positions and provide platforms for marginalised voices to influence decision-making.
Inclusive Practices: Organisations should adopt inclusive practices that accommodate the needs of diverse genders, such as flexible working conditions and equitable pay structures.
Continuous Dialogue and Training: Foster an organisational culture that encourages ongoing conversation, awareness, and training about gender diversity and inclusion.
TikTok/Reels/Shorts Video Summary
Focus Keyword: Gender Equity and Inclusion
Title: Exploring Gender Equity and Inclusion | #InclusionBitesPodcast
Tags: Gender Equity, Inclusion, Inclusion in the Workplace, Gender Roles, Social Equity, Gender Diversity, Binary Thinking, Intersectionality, Company Culture Change, Feminism, Women in Leadership, Positive People Experiences, LGBTQ+ Advocacy, Victorian Gender Norms, Religious Gender Roles, Colonisation Impact, Non-Binary Awareness, Gender Expectations, Remote Working, Psychological Safety, Gender Biases, Change Makers, Two-Spirit Experience, Gender and Religion, Inclusive Leadership,
Killer Quote: "We must cultivate a culture where gender equity is the norm, not the exception." - Joanne Lockwood
Hashtags: #GenderEquity, #InclusionMatters, #PositivePeopleExperiences, #CultureChange, #NonBinary, #GenderRoles, #GenderDiversity, #LGBTQPlus, #Intersectionality, #TwoSpirit, #EquityInAction, #WomenInLeadership, #Bias, #Empowerment, #Inclusivity, #ChangeMakers, #SafeWorkplace, #DiversityAndInclusion, #JoanneLockwood, #InclusionBitesPodcast
Summary Description: In a world still grappling with binary expectations, my latest conversation with Cynthia shines a light on the importance of Gender Equity and Inclusion. Join us as we delve deep into the walls built by historical gender roles and how we can dismantle them to create Positive People Experiences. Why listen? To understand the true nature of Culture Change and how figures like Cynthia are pivotal in shifting perceptions. From our corporate cultures to personal identities, discover the nuances of gender beyond traditional binaries. For those looking to forge a path to genuine inclusion, this short insight is a must. Be sure to tune into the full conversation on The Inclusion Bites Podcast.
Outro:
Thank you, lovely listeners, for tuning into this brief dive into the pressing issue of Gender Equity and Inclusion. If this snippet has piqued your interest, don't forget to like and subscribe to our channel. More enriching and thought-provoking discussions await you, and information can be found at SEE Change Happen. Engage with the full episode here "The Inclusion Bites Podcast."
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Canva Slider Checklist
Episode Carousel
Slide 1: Provoking Question
"Is gender equity a myth in our so-called progressive society? 👥✨ #BeyondBinaries #InclusionBites"
Slide 2: Intriguing Statistics
"Did you know intersex individuals represent about 2% of any country's population? And estimates for gender-diverse people might be way off! 📊 #GenderDiversity #InclusionMatters"
Slide 3: Thought-Provoking Quote
"'History has a gender bias. It's written by the victors, who were often men.' - Cynthis Fortlege tackles the hard truths on The Inclusion Bites Podcast. 📚🚺 #RewriteHistory #Empowerment"
Slide 4: Insightful Teaser
"Discover how our guest, Cynthis Fortlege, went from C-suite tech executive to a powerhouse advocate for gender diversity. Her journey is nothing short of inspiring! 👩💼✊ #WomenInLeadership #InspirationalJourney"
Slide 5: Call to Action
"Ready to challenge the status quo? Tune into Episode 109: Beyond Binaries with Cynthis Fortlege. Let's drive the change together! 🔊🌐 Listen now! Link in bio. #JoinTheConversation #InclusionBitesPodcast"
[Make sure each slide is visually engaging and consistent with the branding of The Inclusion Bites Podcast, possibly including the podcast logo, photos of the host and guest, and appealing graphics that relate to the topics discussed.]
6 major topics
Title: Navigating the Complexities of Gender and Inclusion with Cynthis Fortlege
Meta Description: Join Joanne Lockwood as she engages with Cynthis Fortlege in a deep dive into gender roles, equity, and the power of societal change. Discover the historical roots of gender perceptions and explore the steps towards a truly inclusive future.
Introduction:
Greetings to all our followers and champions of change! As you know, I, Joanne Lockwood, am a fervent advocate for fostering truly inclusive environments. Today, I'm thrilled to recount my candid and thought-provoking dialogue with Cynthis Fortlege. We tackled the pressing issue of gender diversity, delving into the historical, cultural, and societal intricacies that shape our current landscape. As we strolled through this garden of knowledge, Cynthis shared her esteemed perspective on the multifaceted nature of gender, its profound impact on inclusion within workplaces, and the steps we can take towards equality. Let's unravel the vibrant tapestry of topics we discussed.
Unearthing Gender's Historical Roots:
Cynthis drew us back in time, peeling back layers of history to reveal how gender roles took root. From the mighty Roman Empire to the dawn of humanity, we explored the evolutionary breadcrumbs that led to today's gender norms. But why, you might wonder, has history so often favoured a binary structure? Cynthis critiqued the evidence, uncovering the startling truth about historic gender biases and the power structures they've solidified – leading us to question: What parts of history have we silenced, and how might a fuller picture alter our present perceptions?
Reshaping the Contours of Gender Equity:
In our heart-to-heart, Cynthis boldly addressed how the pandemic has shaken the foundations of gender equality we've been building. The pre-existing pay gap scars and underrepresentation wounds were exacerbated, pointing towards a critical question: How can we catalyse recovery and progress? Now is the time, Cynthis urged, for organisations to step up and craft tangible routes to elevate equity – a sentiment that has left me pondering, what immediate actions can we each take?
Celebrating the Spectrum: Beyond Binary Thinking:
Gender diversity is anything but black and white. Cynthis highlighted the rich hues of human biology and identity, casting doubts on rigid binary classifications. Acknowledging the often-invisible intersex community and underrepresented gender diverse populations – said to be more numerous than many believe – begs the question: How might embracing this spectrum transform our societal blueprint?
Religion’s Role in Carving Gendered Norms:
A topic close to Cynthis's heart, we discussed the potent role of religion in moulding gender expectations. Delving into the absence of women within religious leadership and literature, we questioned the implications of these exclusions. Cynthis's move from catechism teacher to gender diversity consultant illustrates a profound journey and leaves one wondering: What truths of gender fluidity were lost in the process of religious codification?
Corporate Culture and the Gender Box:
Cynthis then transported us to the cutthroat world of corporate culture, recounting her experiences from the executive level to her transformative advocacy. The stifling 'gender box', as she referred to it, not only constrains us but impacts our workplaces and wider society. Are companies ready to dismantle this box, and what innovative steps are needed to unleash the true potential of every individual, regardless of gender?
Male Privilege and the Responsibility for Change:
At the crux of our conversation, Cynthis conjured the spectre of privilege – specifically, the responsibilities of men in addressing systemic sexism, racism, and homophobia. Men, especially those who fit the white, straight archetype, possess a critical role in this journey. Through education and awareness, can they become the allies necessary for this transformation? The curiosity here lies in the challenge: How will we witness the ripples of such an awakening manifest?
Conclusion:
The narrative woven today with Cynthis is one teeming with lessons, challenges, and opportunities for reflection and action. We've journeyed through antiquity to the present, contemplating the mosaic of gender equity and the ongoing pursuit of an inclusive society. I am ever grateful for your companionship on this path towards inclusion. Remember, your voice is vital in this symphony for change. Share your stories, engage with us, continue the dialogue. By fostering conversations and championing diversity, together, we can drive the momentum needed for a future where everyone truly belongs.
And don't forget to connect with Cynthis directly via LinkedIn or her website, to keep this critical conversation alive and thriving.
TikTok Summary
🎙️✨ Dive into a realm where binaries blur and inclusion reigns! Join us on The Inclusion Bites Podcast as Joanne Lockwood chats with the insightful Cynthis Fortlege in our latest episode: "Beyond Binaries" 🚀
🔍 Explore the winding lanes of history with us as Cynthia unveils the deep-rooted origins of gender roles, from ancient empires to the present day. Get ready for a transformative journey that defies traditional views and challenges the rigid barriers of gender expectations! 💥
🌈 Cynthia, a beacon of change, shares her inspiring story from tech executive to gender diversity advocate. Discover how everyday workplaces can become bastions of equality and why the 'gender box' needs unpacking. 📦
💡 It's not just a conversation; it's a revolution in the making. Learn, laugh, and leap towards a more inclusive world. And guess what? This is your invitation to be part of the change. 🌟
👉 Unlock the full conversation and join our community driving real change. Click now Inclusion Bites - Listen
#InclusionBites #BeyondBinaries #GenderEquity #DiversityAndInclusion #PodcastForChange #JoinTheConversation #SEEChangeHappen
Slogans and Image Prompts
Certainly! Here are some slogans, soundbites, and quotes from the episode "Beyond Binaries" along with details for AI image generation prompts to make them visually impactful for merchandise like cups, mugs, t-shirts, or stickers:
Slogan: "Embrace Diversity, Dismantle Binaries"
AI Image Prompt: Create a colorful mandala with interlocking gender symbols that dissolve into an array of diverse human silhouettes, showcasing a variety of activities and roles, set against a backdrop of warm, gradient colors. Include the slogan "Embrace Diversity, Dismantle Binaries" in a strong, inclusive font that stands out.
Soundbite: "Beyond Binaries is Where We Thrive"
AI Image Prompt: Design an illustration of a lush garden with flowers of various shapes and colors, some transcending traditional binary colors, intertwining with the roots of a spreading tree. Superimpose the soundbite "Beyond Binaries is Where We Thrive" across the scene in an organic, flowing script.
Quote: "Intersectionality Is Not Just Theory, It's Life"
AI Image Prompt: Generate an image of a bustling street with people representing a spectrum of races, genders, and abilities, each walking on a different-colored path that intersects with others. Overlay the quote "Intersectionality Is Not Just Theory, It's Life" in a modern font that reflects a sense of unity and intersection.
Hashtag: #InclusionIsNonNegotiable
AI Image Prompt: Envision a striking visual of a roundtable with diverse individuals each holding a piece of a jigsaw puzzle, working together to complete the picture which reveals the hashtag #InclusionIsNonNegotiable. Depict the connection and cooperation with vibrant colors and a sense of motion towards a central point.
Quote: "Outnumbering The Norms"
AI Image Prompt: Illustrate a crowd of unique, abstract characters standing out in a variety of bright colors against a monochrome background that symbolizes 'the norms.' Some characters are stepping forward, symbolizing progress and leadership. The quote "Outnumbering The Norms" should be emblazoned overhead in a bold, defiant typeface.
Soundbite: "Privilege is a Platform for Change"
AI Image Prompt: Show an ascending stairway made of books, with each step labelled with words like 'knowledge,' 'empathy,' and ‘action’. At the top stands a silhouette of a person reaching out to help another climb up, illustrating the soundbite "Privilege is a Platform for Change" in a clear and empowering font at the base of the stairway.
Slogan: "Unlearn Bias, Relearn Humanity"
AI Image Prompt: Picture a human brain made of flowers blooming from the left hemisphere, while the right side shows gears, intertwining both with words like ‘bias’ fading and ‘humanity’ blooming. Wrap around the brain image the slogan "Unlearn Bias, Relearn Humanity" in an evocative, thought-provoking typeface.
Quote: "Our Differences Define Us, Our Inclusivity Unites Us"
AI Image Prompt: Construct an intricate tapestry with threads of various thicknesses and colors weaving into a complex but harmonious pattern. Highlight the quote "Our Differences Define Us, Our Inclusivity Unites Us" within the tapestry using threads that glow subtly to draw attention.
These concepts aim to combine visually appealing motifs with meaningful messages that resonate with the themes of the podcast episode, making them suitable for a variety of merchandise items.
Inclusion Bites Spotlight
In the latest compelling episode of The Inclusion Bites Podcast titled "Beyond Binaries," we have the pleasure of featuring Cynthis Fortlege, a notable champion for gender diversity and a powerful advocate for breaking the societal constraints of traditional gender roles. Cynthis, drawing from her extensive knowledge and personal experiences as a gender diversity speaker and consultant, dissects the historical and contemporary fabric of gender identity and expression.
Cynthis eloquently leads us through a journey spanning from the depths of the Roman Empire to the present, shining a light on how the evolution of gender roles has been influenced by a myriad of factors, including religion, evolutionary theory, and scientific bias. She also provides a critical analysis of how these historical narratives continue to shape gender equity in our society, particularly highlighting the setbacks due to the COVID-19 pandemic in areas such as pay disparities and the representation of marginalised groups.
From the importance of understanding the intersex community, representing a significant percentage of the population, to the measurable understatement of gender diversity figures, Cynthis’s insight reminds us of the rich tapestry of human biology beyond binary categorisations. Her perspective not only challenges our binary thinking but also calls for a re-examination of the established norms that have long ruled societal perceptions of gender and sexuality.
On a personal note, Cynthis shares her transformative journey from a C-suite technology executive to a vanguard in the fight for gender equity and diversity, detailing her two-spirit experience and the impactful work she conducts with corporations across the globe. The conversation extends to the practical implications of an evolving workplace, underscoring the need for adapting to diverse needs and fostering psychological safety for all employees.
Moreover, Cynthis Fortlege urges a call to action—especially to men and those in privileged positions—to acknowledge systemic inequities and actively engage in creating lasting societal change. Her message is both a beacon of hope and a practical guide for inclusivity within our personal and professional spheres.
In this episode, "Beyond Binaries," host Joanne Lockwood facilitates a conversation that's at once intimate and globally resonant, bridging personal narratives with broader societal challenges. We welcome you to immerse yourself in this thought-provoking dialogue that transcends the mere concept of gender, encouraging each one of us to introspect, challenge, and ultimately embrace the diversity that exists within and around us.
YouTube Description
Title: Beyond Binaries: Unraveling Gender Norms with Cynthia Fortlege | Inclusion Bites Podcast #109
Description:
Welcome to "The Inclusion Bites Podcast," where host Joanne Lockwood ignites thought-provoking discussions on inclusion and societal transformation. 🎙️ Episode #109, titled "Beyond Binaries," challenges what we know about gender roles and diversity. Special guest Cynthia Fortlege, a celebrated gender diversity speaker and consultant, delves deep into the complex tapestry of historical, societal, and religious influences that shape our understanding of gender. 🌍
Are gender roles an archaic legacy we carry or a continually evolving reality? Cynthia Fortlege takes us back to the Roman Empire 🏛️ and beyond to unearth the roots of today's gender norms. As she traces their impact on religion, history, and policy, she delivers enlightening insights into how scientific bias and social constructs have perpetuated gender inequality.
In this eye-opening episode, Cynthia Fortlege criticises the setbacks in gender equity caused by the COVID-19 pandemic. She highlights the intersex community, challenging the limited binary thinking while underscoring the true diversity of human biology. 🧬
Listeners will gain a fresh perspective on gender as a social construct influenced by colonisation, religion, and changing societal expectations. From discussing the Victorian era's rigid gender rules to appreciating the contemporary struggle for gender equity in corporate culture, Cynthia's personal journey from a C-suite executive to a gender diversity leader offers a beacon of inspiration and learning. 🌟
By the end of this discussion, you are invited to think beyond the norm, feel inspired to contribute to an inclusive society, and act by implementing progressive changes in both professional and personal realms. Join Joanne Lockwood in pushing the boundaries and driving real change.
Don’t miss out on these critical takeaways and the actions you can take to foster an intentional culture that nurtures psychological safety for all employees in your workplace. 💼
Remember to engage with us by sharing your thoughts and stories, and let's collectively create a vision for an inclusive world. Connect with Cynthia through LinkedIn or her website to keep the conversation going.
Please subscribe to The Inclusion Bites Podcast to be part of a community dedicated to making a difference. Hit the bell to be notified of new episodes and leave your comments below! 🛎️
#InclusionBites #GenderDiversity #BeyondBinaries #InclusiveCulture #GenderEquity #SocialChange #WorkplaceInclusion #SocietalTransformation #LGBTQ+ #NonBinaryAwareness
Remember to engage with Joanne Lockwood and continue contributing your insights to the conversation about inclusion and societal change. You may contact Jo directly via email at jo.lockwood@seechangehappen.co.uk and visit our website for more information on upcoming episodes and the impactful work we do.
10 Question Quiz
Beyond Binaries Quiz
What is the estimated percentage of intersex individuals in any given country's population, as discussed by Cynthis Fortlege?
A. 0.5%
B. 1%
C. 2%
D. 5%How has the COVID-19 pandemic affected gender equity, according to Cynthis Fortlege?
A. Improved gender equity due to remote working
B. Had no significant impact on gender equity
C. Caused setbacks in gender equity
D. Completely resolved gender equity issuesCynthis Fortlege’s personal journey includes transitioning from what kind of role to a gender diversity leader?
A. Academic professor
B. C-suite technology executive
C. Government official
D. Healthcare professionalAccording to Cynthis Fortlege, what is gender mainly defined by?
A. Career achievements
B. Innate sense and societal perception
C. Marital status
D. Fashion choicesWhat does Cynthis Fortlege mean by the “gender box”?
A. A physical space for gender-diverse individuals
B. A term for gender segregation in sports
C. The impact of gender expectations in various societies
D. A policy suggestion for recording gender on official documentsWhat did Cynthis Fortlege stress about the importance of ensuring in the workplace?
A. Strict dress codes
B. Psychological safety for all employees
C. Mandatory gender quotas
D. Segregated workspacesCynthis Fortlege highlights the need for organisations to collect data on what appropriate aspect?
A. Lunch break duration
B. Employee commute times
C. Gender diversity
D. Coffee preferencesWhat societal issue does Cynthia Fortlege insist men, specifically white, straight men, should take responsibility for addressing?
A. Climate change
B. Economic recessions
C. Sexism, racism, and homophobia
D. Urban planningWhat role did Cynthis Fortlege admit to undertaking before focusing on LGBTQ+ rights?
A. Animal rights activism
B. Environmental conservation
C. Fighting for women's rights
D. Political candidatureThe feminist movement, as mentioned by Cynthis Fortlege, aims to create a society where women:
A. Follow traditional roles without question
B. Can choose their roles without being devalued
C. Are primarily recognized for motherhood
D. Are predominant in STEM fields only
Answer Key:
C. 2% - As discussed by Cynthis Fortlege, intersex individuals represent approximately 2% of the population, thus highlighting the non-binary aspect of gender diversity.
C. Caused setbacks in gender equity - The pandemic has introduced challenges to achieving gender equity, notably in terms of pay disparities and representation of marginalized groups.
B. C-suite technology executive - Before becoming a gender diversity leader, Cynthis transitioned from her role as a C-suite technology executive.
B. Innate sense and societal perception - Cynthis discusses gender as an innate sense and a societal perception, not just based on biological sex.
C. The impact of gender expectations in various societies - The "gender box" refers to the different expectations placed on genders across civilisations and times.
B. Psychological safety for all employees - Fortlege emphasised the need for a workplace to foster psychological safety, ensuring it’s inclusive for diverse genders and other minority groups.
C. Gender diversity - Collecting data on gender diversity in the workplace is vital for addressing inherent biases and fostering inclusion.
C. Sexism, racism, and homophobia - A key point by Fortlege was the need for men, especially white, straight men, to recognize their privilege and take responsibility in addressing these societal issues.
C. Fighting for women's rights - Cynthis shared her experience fighting for women's rights before moving on to LGBTQ+ rights.
B. Can choose their roles without being devalued - The feminist movement aspires to ensure women can opt for any role without societal devaluation, whether traditional or not.
Summary:
In the insightful podcast episode "Beyond Binaries" with host Joanne Lockwood and guest Cynthis Fortlege, we delve into the complex theme of gender diversity. Fortlege brings light to the approximate 2% intersex population, underscoring the non-binary reality often overshadowed by binary thinking. The discussion evolves to acknowledge the setbacks in gender equity exacerbated by the global pandemic, while also retracing Cynthis's journey from a C-suite tech executive to a champion for gender diversity and women's rights. Highlighting that gender is both an intrinsic feeling and shaped by societal norms, Fortlege critiques the rigid "gender box" of expectations. She underlines the necessity of creating psychologically safe work environments that collect data on gender diversity to address bias and facilitate inclusion. Cynthis further stresses the obligation for men, particularly those with societal privilege, to actively confront and resolve issues of sexism, racism, and homophobia. The feminist movement's goal, as Fortlege represents it, is to forge a society where women have the autonomy to choose any role, unhampered by unfair societal perceptions.
Rhyme Scheme and Rhythm Podcast Poetry
Title: Journeys Beyond the Veil
In ancient times, before the clock,
In lands where gender roles were locked,
The Romans ruled with norms so strict,
Yet history's lens can play its trick.
From prehistoric dawn's first light,
Evolution's push for the fight or flight,
Did mold the paths of she and he,
Imposed by nature's stern decree.
Through colonisation's daunting spread,
And holy texts, so widely read,
Did binary views fix in stone,
A world of either-or was grown.
Challenges rose with modern age,
Science biased on the gender stage,
Histories written, perhaps with slant,
Perpetuating myths we chant.
Statistics, cold, may understate
A spectrum wide they do not rate,
For diversity's rich, intricate dance
Defies the old binary stance.
The intersex, part of our nation's weave,
About two percent, yet hardly receive
Their rightful place within our fold,
Their stories often left untold.
Pay gaps wide and margins tight,
For groups unseen in power's sight,
Grow wider 'neath pandemic's strain,
Progress made seems lost again.
Yet voices rise with strength anew,
Shared experiences, perspectives in view,
Of journeys deep and identities found,
In a world where biases still abound.
Societal shift, a mission clear,
For workplaces safe where all can steer
Towards goals diverse, with equal worth,
Of gender, creed, across the Earth.
Economies with new remote appeal,
Require adjustments to the deal,
Flexibility's key, for all to thrive,
So value in work can truly derive.
Privilege recognised by those who hold
The cards of power, suits of old,
Must step in line with open eyes,
To combat sexism's deep-seated lies.
From menopause to motherhood's call,
Cultures shift, we're changing the ball,
And in this dance, we all partake,
For equity's and our future's sake.
Weave the threads of change now, don't abstain,
Subscribe, share, our collective gain.
With thanks to Cynthia Fortlege for a fascinating podcast episode.
Key Learnings
Key Learning and Takeaway:
The episode "Beyond Binaries" with Cynthia Fortlege unravels the complex tapestry of gender identity, societal roles, and the importance of inclusion within the historical and modern contexts. It underscores the necessity of dismantling binary thinking in gender and embracing the spectrum of human diversity, advocating for proactive roles that individuals and organisations must take to foster gender equity and celebrate all forms of identity.
Point #1:
Cynthia Fortlege delves into the historical roots of gender roles, examining the societal frames from the Roman Empire to the Victorian era. She discusses how biased interpretations and scientific studies have historically contributed to gender inequalities, offering listeners a nuanced understanding of the ground we must cover to reach true equity.
Point #2:
Highlighting the lived experiences of gender-diverse individuals, including her own journey, Cynthia challenges the binary perspectives on gender and sexuality. Her insights into the underrepresentation of such narratives encourage listeners to question their preconceptions and recognise the spectrum of identities that enrich our communities.
Point #3:
The discussion touches upon the practical aspects of gender equity in the workplace, from caregiving responsibilities to menopause. Cynthia emphasises the economic benefits and the ethical imperative of creating inclusive work environments, advising companies on strategies to adapt and celebrate diversity.
Point #4:
Cynthia and Joanne address the essential role of male allies, particularly those who possess societal privilege, in combating sexism, racism, and homophobia. The conversation turns to education and awareness, underlining the collective responsibility to challenge and change oppressive systems, tying it back to the essential humanity that connects us all.
Book Outline
Book Outline - "Beyond Binaries: Embracing a Tapestry of Gender Diversity"
Introduction
The Journey to Awareness: Setting the stage with a personal account of the awakening to the complexities of gender diversity. An introduction to the inspiration behind the speaker’s mission to educate and advocate.
The Need for a New Dialogue: Understanding the limitations of binary thinking regarding gender and sexuality.
Chapter One: Historical Context of Gender Roles
Subheading: Gender Through the Ages: An exploration of how gender roles were established historically, from prehistoric times through the Roman Empire to the Victorian era.
Subheading: The Impact of Religion and Colonization: Delving into the influence of religious teachings and colonialism on the perception of gender roles.
Subheading: Exclusion in Religious Texts: A critique of how religious texts were compiled and the intentional exclusion of women's contributions.
Chapter Two: Gender Diversity in Science and Society
Subheading: The Flawed Science of Gender: Challenging biased scientific studies that have historically reinforced gender inequality.
Subheading: A World Beyond Binaries: Recognizing a spectrum of gender identities and sexual orientations, including intersex and gender-diverse communities.
Subheading: The Underestimated Presence: Discussing the likely understatement of gender diversity within populations and challenging readers to consider broader perspectives.
Chapter Three: Gender Equity in a Modern World
Subheading: Effects of the Pandemic A critique of the setbacks for gender equity during COVID-19, with focus on economic, social, and professional impacts.
Subheading: The Corporate Culture Challenge: Sharing experiences of gender bias and invisibility in corporate environments and proposing strategies for inclusive change.
Subheading: Organizational Roles in Societal Progress: Insight into how organizations can influence and drive progress in gender equity.
Chapter Four: Redefining Gender Roles Today
Subheading: Beyond the Gender Box: Understanding and deconstructing the 'gender box' that shapes societal expectations.
Subheading: The Personal Experience: Personal accounts and experiences highlight the complexities and nuances of gender identity and expression.
Subheading: The Economic and Social Imperatives: Addressing the care crisis, menopause, and the need for flexible working models to support diverse needs.
Chapter Five: The Path to Inclusive Cultures
Subheading: The Pillars of Psychological Safety: Discussing the need for workplaces to embrace diversity and foster a sense of belonging for all employees.
Subheading: Challenging Systemic Biases: Strategies for tackling ingrained biases in organizational culture to allow for true inclusivity.
Subheading: Training and Reinforcement: The necessity of ongoing education and supportive practices to maintain an intentional inclusive culture.
Chapter Six: Privilege, Power, and Progress
Subheading: Recognising Privilege: A call for self-awareness, particularly among white, straight men, regarding the societal privileges they hold.
Subheading: The Male Ally: Encouraging men to become allies in the fight against sexism, racism, and homophobia.
Subheading: Personal Reflections on Privilege: The speaker offers recollections of the personal realization of privilege and its societal impact.
Conclusion: Fostering a Future of Gender Diversity
Summary: A consolidation of the key messages from the book, emphasizing the importance of embracing gender diversity and moving beyond traditional binaries.
Call to Action: Inviting readers to become agents of change, challenge their own perspectives, and actively participate in the movement toward inclusive societies.
Supplementary Content
Research for Depth: Include statistics, related studies, and historical accounts to validate points made throughout the book.
Visual Aids: Utilize charts, graphs, and illustrations to help visualize gender diversity concepts and statistics.
Interactive Elements: Provide reflection questions and exercises at the end of each chapter to encourage personal exploration and understanding.
Refinement and Feedback
Professional Review: Incorporate insights from subject experts and gather responses from readers to refine the book.
Coherence Editing: Ensure each chapter flows smoothly into the next, with clear transitions and consistent formatting.
Final Touches
Title Suggestions: "Gender Reimagined: Insights from Beyond the Binary"; "Unveiling Gender: A Journey Beyond the Binary"; "Spectrum of Identities: Challenging Gender Norms".
Chapter Summaries: Craft concise summaries for promotional material and readers’ guides.
Note: This outline is a proposed transformation of a podcast episode into a book format, focusing on the guest's perspective while maintaining the essence of the podcast content.
Maxims to live by…
Challenge Binary Thinking: Recognize and explore the spectrum of gender and sexuality beyond traditional binary categories.
Acknowledge the Historical Context: Understand how historical, cultural, and religious contexts have shaped current perceptions of gender roles.
Promote Gender Equity: Advocate for fair treatment and opportunity for all genders, recognizing the systemic barriers that may hinder equity.
Value Diverse Histories: Acknowledge and incorporate diverse perspectives, especially those excluded in mainstream narratives, to gain a more comprehensive understanding of history and society.
Respond Proactively to Societal Changes: Adapt policies and environments to align with the evolving needs of a diverse workforce, such as caregiving responsibilities and remote working arrangements.
Foster Inclusive Workplaces: Create and maintain workplace environments that ensure psychological safety and respect for all, regardless of gender identity or expression.
Encourage Continuous Education: Emphasize the importance of continually educating oneself and others about gender diversity, privilege, and the impact of societal structures on marginalized groups.
Involve All in Conversations: Ensure that discussions about gender, privilege, and diversity include those who may not typically engage with these topics, particularly men in dominant societal roles.
Support Intersectionality: Recognize and address the interconnected nature of social categorizations such as race, class, and sexual orientation, which can lead to overlapping and interdependent systems of discrimination or disadvantage.
Drive Change Through Leadership: Encourage leaders in all sectors to take bold steps towards more inclusive practices that not only address current disparities but also prevent future biases.
Challenge and Change Biased Structures: Be an active participant in redefining traditional roles and expectations that limit potential based on gender.
Recognize and Utilize Privilege for Change: Use personal and institutional privilege as tools to advocate for and implement social justice and equity.
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