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 it truly 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 while you join me on the show. So adjust your earbuds and settle in.
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The Inclusion Bites Podcast
From Tech to D&I Transformation
Speaker
Joanne Lockwood
Speaker
Toby Mildon
00:00 Feedback shows we demystify EDI for clients. 03:52 Pivoted career to address gender imbalance in tech.
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Highlights
“Ever wondered what it truly takes to create a world where everyone not only belongs but thrives?”
“They said that we take a lot of the anxiety and the fear out of talking about EDI, which we see a lot with senior leaders and businesses. They're worried about saying the wrong thing, causing offence, causing embarrassment.”
“I quickly learned that diversity was much bigger than women in engineering, that there are many other aspects to diversity that needed addressing in the corporation.”
“You can see 10% of the iceberg poking above the waterline and these are all visible characteristics. But 90% of the iceberg is hidden beneath the waterline, and these are our kind of invisible, non apparent characteristics, and often they're not the traditional types of diversity that we might think about.”
“It's almost impossible to find mainstream greetings cards from Sainsbury's or, you know, Clinton's or something like that. You walk in and say, I wanna find a a card for my wife on Valentine's or for her birthday. And it's all cishetronormative imagery.”
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Full transcript
It's time to ignite the spark of inclusion with Inclusion Bites. And today is episode 130 with the title, from tech to d and I transformation. And I have the absolute honor and privilege to welcome Toby Mildon. Toby is a workplace inclusion specialist. And when I asked Toby to describe his superpower, he said that he takes the scariness out of EDI and makes it practical and easy to implement. Hello, Toby. Welcome to the show.
Hi, Joanne. Thanks for inviting me along. It's lovely to be with you today.
Yeah. We met. I think we met many years ago at the National Cybersecurity Centre near Victoria in London, didn't we? No. I think that's first time we actually met in person.
Yeah. It was donkeys years ago, and then I think I realized that we we're also both fellows of the Royal Society of Arts, so I spotted you on their website or that, you know, they've got a database don't they of
of Yeah.
Fellows and, yeah, and then we I know that we've had several cups of tea at RSA House in London.
We have. Yeah. We have. That was PC, wasn't it? Pre COVID, So back in the old days.
That that was pre COVID when it was perfectly acceptable to meet somebody for a cup of coffee.
Yeah. It was. Now we Yeah. Now we have to socially distance all. We do it online or do it on Zoom. Yeah. So, Toby, tech to DNI transformation. Tell me more about what you do and how you take the scariness out of EDI.
Yeah. So that scariness out of EDI actually was some feedback that we received recently from 1 of our clients. They said that we we take a lot of the the anxiety and the fear out of talking about EDI, which we see a lot with senior leaders and businesses. They're they're they're worried about saying the wrong thing, causing offense, causing embarrassment. They're concerned about a cancel culture, particularly if they're a senior leader where they where they have got status in the organization. But in terms of tech to DNI transformation, I think it's based on my personal experience, which is similar to yours, really, and that when I left university, I spent the first half of my career working in technology and working on tech transformation projects. So I was an IT consultant for Accenture. I then moved into health care technology, implementing software into hospitals, and ended up at the BBC as a technical project manager on the redevelopment of the news website, the development of what is now the BBC Sounds app, and lots of accessibility projects.
And then I pivoted my career when I was at the BBC. I mean, between you and me, I was I was getting a bit bored working on websites and apps, and I used to work really closely with the management team of our of our technology and engineering department. And they were concerned at the time about the gender imbalance that that we had in tech compared to the rest of the BBC where there was a a bit more of an even gender split. And they created a plan to get more women into technology, initially, and they needed a project manager to run that plan. And I put my hand up and volunteered to do that. It started off as a part time job, 1 day a week, and then I quickly realized it was actually a full time occupation. There were some really valuable lessons. I I quickly learned that diversity was was much bigger than women in engineering, that there are many other aspects to diversity that needed addressing in the corporation.
And, yeah, and so that that's how my transition happened.
Yeah. I I had a similar epiphany. I think when I started doing this work around EDI, I thought it was all about me when I started, all about this 1 sort of micro bit, and then you realize it's actually about everybody. And I was the phrase I always say is if everybody can succeed, everybody is welcome, everyone can thrive, I'm part of everybody. So that benefits me and people and all people. And we don't need to narrow it down just to 1 specific strand or thread or characteristic, and it's important to create the culture where everyone can succeed, isn't it?
Yeah. I think a lot of organizations, though, begin with those single strands, unfortunately. It's 1 of the misconceptions that I think you and I need to bust in the work that we do. There's there seems to be this kind of siloed thinking or certainly a hierarchical approach to EDI. So a lot of organizations say, yeah. We've got an EDI strategy. Our focus right now is on gender or even they might even say, well, it's women in technology or or women on boards. You know, they they really narrow it down, and and next quarter, we'll be focusing on people of an ethnic minority background.
And then the year after next, we're going to save the whales, and then we may eventually get around to disability. We're not sure yet because we we're not sure that disability is a priority. So we have those kinds of conversations. And like you say, actually, inclusion is is a lot more holistic because we are all diverse. We're we're we're based in the UK. We live in a very diverse country. Diversity exists on our doorstep. It's a conscious act about whether or not we allow that diversity into our organizations.
And so, therefore, like, the work the conversations that I like to have with my clients is how can we shift towards making sure that we're creating equity? Because once we've created that equity, then we can make sure that we've got a quality of opportunity. Then we can focus on building that culture of respect, inclusion, and belonging. And at that point, we're going to be in a much better position to attract, recruit, and retain diverse talent in the organization, which is the ultimate goal for many organizations. Yeah.
I think part of the problem sometimes is we're we're using our own biases and stereotypes and perceptions of people or individuals to make an assumption around their challenge. Yeah. People maybe look at me and my particular identity and characteristic and make an assumption as to what what matters to me or what I think is important. I'm sure you get faced with people who look at you and say, I think I know what Toby's challenges are. But really beneath the surface, our challenges are subtly different than what people expect, aren't they?
Definitely. I mean, people people look at me with a physical disability using an electric wheelchair, and, yeah, you're right. They make all sorts of assumptions. 1 1 of my diversity heroes is Verna Myers. She was 1 of the her books was 1 of the first books that I read when I was entering the EDI space, and she so and if anyone doesn't know Werner, she's an American lawyer by background. She was until recently head of diversity inclusion at Netflix. She's done a couple of really good TED Talks. 1 of her TED Talks is called Leaning Into Our Biases, and in that, she says that our biases are the stories that we make up about people before we get to know them.
And I just I I love using that definition with clients because it's just so easy to understand. And what she's getting at is that you're right. It's these the stereotypes, the assumptions, or the presumptions that people make about you on the surface without really getting to know who you really are.
Yeah. I'd say 1 of the biggest terms I have is being left handed. You know, that excludes me for far more in life than being trans, you know, being left handed. You know?
Yeah.
I often talk about it. You know? You can't see that in me, but yet it's been a barrier all of my life. Yeah. I've had to adapt and overcome by being kind of ambidextrous.
Yeah. I like that left handed example because 1 of the metaphor is it a metaphor that I use? It's the diversity iceberg. So you can see 10% of the iceberg poking above the waterline and the these are all visible characteristics. But 90% of the iceberg is hidden beneath the waterline, and these are our kind of invisible, non apparent characteristics, and often they're not the traditional types of diversity that we might think about. It's other like you say, it's other things like, are you left handed or right handed? The world has been made mostly for right handed people, so there's a bias there in terms of right handedness, but it could all be other things. Are you an introvert? Are you an extrovert? Did you grow up in the countryside or in the middle of the city? These you know, all of these things shape our outlook on life, our experiences, and and things like that.
Yeah. I think what you've you picked up on there is if do you fall into the default, yeah, in people's blinkers, in people's mindsets? You know? I'm in a arguably, a same sex relationship. It's almost impossible to find mainstream greetings cards from Sainsbury's or, you know, Clinton's or something like that. You walk in and say, I wanna find a a card for my wife on Valentine's or for her birthday. And it's all cishetronormative imagery. I've got a friend who is is black, and he finds it extremely difficult to find Christmas cards or greetings cards with black representation on it. It's all white imagery, and you think it's these little things where you're you don't fit into that default category. And I'm not gonna use the word normal.
It's just the default in people's heads that you become unconsciously excluded
when
people aren't thinking about your need.
Yeah. And that that those are really good examples of how products have been designed out of bias. So the people that are designing those greeting cards have their own innate biases and they're just not thinking about the diverse representation of characters on greetings cards, and we see it everywhere. We see it in TV programs, film, books. A tiny proportion of children's books include disabled characters or characters who are are not white, basically. And if you're a kid and you're reading these books, it's sending you a message that it is kind of creating the uttering message. It's it's saying you you're different. And yeah.
Yeah. And, was it somebody said to me the other day, there's a famous quote, you can't be what you can't see, and that's why it's important that we make sure that we've got diversity in organizations. Because if you, you know, if you if you're aspiring to get to the top of your industry or the top of your company, if you don't have those rumble, you you you can't be what you can't see.
Yeah. And that feeds into sort of like the, the environmental class of microaggression where you don't see yourself represented in the media, in imagery, in the world. Therefore, you're constantly oppressed by being an outsider or other, aren't you?
Yeah. And and you start to internalize those biases. So when I did my first unconscious bias training when I was working at the BBC as as a participant, not not as a trainer, I I did the Harvard Implicit Association test, and I found out that I was mildly biased against disabled people, which I was shocked about initially. And then when I started looking into why I had this bias, I could understand my own internalised ableism because I've grown up in a world that's been designed largely by non disabled people. As a disabled peers person, I've had to kind of fit into that mold. And growing up, there was just a lack of visible disabled role models in high up in business, in politics, in education, in the film, TV, books that I read. When I worked for the BBC, we we did some research, and we found out that disabled people were more likely to be portrayed as villains, victims, and heroes than non disabled people. So I grew up thinking that disabled people would either become a a Paralympic hero, a James Bond villain because most of them have a disability or or it's some form of disfigurement or a benefit cheat because those were the messages that the British media were putting out into society, and and these messages then enter the back of your brain as this secret silent script, which then influences how you interact with people in adult life.
In my case, it it means that I've got this mild bias against disabled people.
It's interesting you mentioned James Bond. I I often use the James Bond analogy in in all my train that I deliver, and it is. You know? We we define James Bond, the character, as good, ideal, protector, white male, straight, womanizer, hero, perfect body figure, and then he's a the baddie always has some kind of disability or facial disfigurement or a foreign accent or what all these stereotypes kick in. This is good. This is bad. And it's no wonder. And then we we did the same with Disney and female and young women portrayal. This is good.
This is bad. This is how women behave. This is how men behave. And we get bombarded with this all the time, don't we?
Yeah. We do. We do. And and it shapes it shapes our biases, and our biases are formed through the cultures that we grow up in the grow up in and the experiences that we have, and it affects us on 3 levels. It affects us in how we think and how we feel and how we act, and it's a lot harder for us to change the way that we think. So our focus really needs to be on how we act and and to change our behaviors to be more
We've seen a a lot. I'd say the last 18 months, I've seen it a lot more. There seems to be this pushback against wokeism for whatever that may mean.
Yeah.
It's almost like people who have been marginalized for generations have finally started to achieve equity in society, in the workplace, and their lives. And now people are saying, hang on. We've gone too far. What about me? What about what about me, the able-bodied white person? I'm being left behind.
Yeah. And we're getting this pushback because it's threatening to them. There's a lot of people who think that if they don't tick I'll be quite blunt with you, you know, if they if they don't tick a diversity box or boxes, that they will be at a disadvantage, that somebody will overtake them in their career. That's not what we're trying to accomplish as as, you know, as per as the professionals that you and I are. I think we're we're on a mission to create more equity in society. And what do we mean by equity? It's about seeing the individual, understanding what disadvantages they do have, and trying to close the gap so that we do create that equality. Because we we don't we don't have equality out of the box, unfortunately. You know, we live in a society where there isn't equality, so we need to focus on closing the gap.
And that that means starting with equity and giving people the resources and the support that they need to actually help them compete on a level playing field because we we're not competing on a level playing field at the moment.
Oh, this is also this myth of meritocracy, isn't it? And I again, to to quote some government rhetoric, and I've heard it from the the new government before they got in and the old government in the UK. Because we're this episode recorded just just post the general election. Where's this is this belief or that this mantra around they wanna promote and support hardworking family? What is a hardworking family? I mean, we we that that's laser with bias and meritocracy and stereotyping and trying to create pictures in people head of what a not hardworking family is, a family that wants to work, but calm, or whatever it may be. Yeah. So it's meritocracy, belief, and myth is is rampant in all areas of society.
It is. It is. And there's a lot of organizations that say, well, we have a culture of meritocracy. That kind kind of comment usually comes from the in group or the majority group who do believe that there is meritocracy because their experience is that there's fairness, that there's equality, that the best person gets the job. But what they don't understand or they I I just don't think it's in that kind of sphere of awareness yet. This, you know, this is a lot about the work that you and I do is that there are people in an organization that don't share that same experience, that don't have the same type of privileges that the in group has had, whether that's access to education, speaking English as a first language. There's a whole number of privileges that we hold that that, yeah, that create that. And I think talking about privilege, a lot of people get quite defensive about it as a topic because a lot of people think, well, you know, I had to work really hard to get to where I am now to my position in the company.
And thing is nobody's disputing that. You you you did work hard to get to your current position. The thing is there's about it's about having an understanding that not everyone was gifted with certain things in life that helped accelerate that journey. So I'll just give you a personal example. Like, I've got somebody on my team who's got the same disability as me. Thing is I grew up in the UK. He grew up in South Africa. And my privileges are that I grew up in the UK where English is my first language, where I have access to free health care, access to free education.
The NHS has saved my life for more than 1 occasion, and the health care that I've received from the NHS has enabled me to go off to university and get good jobs and things like that. Whereas my colleague growing up in South Africa didn't have the same access to education as I had. He didn't have the same level of qualifications, which held him back. It meant that he wasn't able to access employment, didn't have access to the same type of health care as well because they have an insurance system over in South Africa. It's very expensive to have the spinal surgery that that we've both had. So just the very fact that I was born in the UK, which I had no choice over, that was outside of my control, has actually afforded me many advantages that have effectively given me a leg up in life. And that's what we when we talk about privileges privilege, that's what we're really talking about here. It's about the the gifts that you've been given that help you that help give you a leg up.
Yeah. I I often talk about privilege being a bit like a pension fund. The earlier you've paid into it, the more it's worth as you go through life. And your friend, his pension pot didn't start accruing value until maybe his thirties, twenties thirties. Your privilege meant that you were depositing into your pension fund from from year 1. So therefore, no matter how much this person now has some of the privileges of society, you will never catch up or they'll never catch up to you because you paid in 30 years earlier, and you'll you've accrued more privilege as a result of that.
And I
think that's what we've got to remember is that, also, privilege is not around that you can't succeed. It's just harder to succeed because of and part of your identity or upbringing or characteristic.
Yeah. I I'm yeah. I really like the way that you put it. If it's okay with you, I'll I'll pinch that and use that with some of the conversations that I have with with companies.
Feel free. No. I I mean, quote me all you like. I'm happy to be quoted. So yeah. But, yeah, it it is. It's it's that's the challenge. I you know, III saw something once at someone else's quirk.
I remember who it is now. That when you're used to privilege, equality feels like oppression. And I think that backs up what you were saying where people are so used to breathing in the air around them. They don't see how smoggy it is a mile away or when they're looking down. And I saw another great analogy where it's a it's a it's a if it's a it's a it's a terrain map. People with privilege are on top of the mountain looking down. Everything looks a very short, small distance. When you're at the bottom of the mountain looking up, everything is enormous.
The valleys, the the navigation between 2 points is is extreme, whereas you when you're at the top, it looks like 1 step across. So, again, it's your perspective on your environment also. Is is it impacted by by your privilege and and your your your your status in society?
Yeah. Yeah. I agree.
I agree. But you mentioned right at the beginning around this fear of getting it wrong, this saying doing the wrong thing, and it creates this paralysis. And, you know, I when I do surveys in my training and my speaking sessions, 1 of the biggest barriers is the fear of getting it wrong, and you you highlighted there as something you've observed. What what do you think causes the fear, and what do you think we can do to Yeah. Take the scariness out of EDI, if you like?
So a lot of the fear of getting it wrong is damage to, I think, your reputation, particularly with senior leaders. I've talked to a lot of senior leaders, I think, where they're suffering from imposter syndrome. III was working with a Fintech organization, and we do a lot of EDI surveys, you know, where we go in and we we ask employees how they feel in the business, whether they feel like they're included or and whether they feel like they're included or that they belong or not. Anyway, to cut a long story short, the majority of people in the organization, regardless of identity, said that they felt that they did belong in the in the organization with the exception of LGBT colleagues. And so we we took that that information back to 1 of the company directors, and he said to me, that's really interesting, but but who am I as a straight bloke to be talking about LGBT matters in the in the organization? So he didn't understand his role in it and then after a conversation, he did understand the importance of supporting and being an ally for LGBT stuff even though he didn't identify as being LGBT himself. He, you know, he I think there was a lot of fear about not understanding LGBT matters using the right language or the wrong language, that kind of thing. But after a conversation with us, he did understand the importance because as as a company director, he he's response helping to create the right culture in the business and and and making LGBT staff feel like they they belong.
I think also in it's it's recognising how you can use your privilege, isn't it?
And I
think that's what people are scared of. The example I always use is the men allowed women to vote, And that sounds quite provocative and offensive if I say that. But that that was a reality in 1918. Men held all the seats in parliament.
Yeah.
Men were the only people that could vote, and it took an act of parliament by men, okay, with pressure from suffragettes and women's movements to change the law. So privilege has to open the door. So men have to men have to tackle sexism. Able body people have to tackle ableism. Straight people have to tackle homophobia or or or transphobia or biphobia. White people have to solve or tackle racism. So we need the people who hold those privileges to open and to also make the change, don't we? And I think
Yeah.
But often, I've I've seen situations. I and there's a a person I know who who's a man who talks about menopause. And I've seen people on LinkedIn, on Twitter attack this person saying, well, you're a man. That's that's all women need, a man talking about menopause. It's like, hang on a minute. We need to create awareness for everybody here.
Yeah. I think what you're talking about there is, is quite important. You need you need people within to enforce change from within, so an inside out approach. That's not gonna happen without outside in pressure. So you were saying about, when women voting, the the outside pressure was coming from suffragettes and, you know, other movements. But like you say, that change would not have happened unless there were people on the inside who were acting as allies or sponsors, advocates of change. And it does sadden me when you've got people on LinkedIn who are advocates. So you've got men, for example, who are raising the conversation about menopause in the workplace, for example, and they are being an ally and they're advocating for for support and change and things like that, and then they're being attacked.
That that does sadden me. And it's not it it happens in in all strands. It happens around LGBT rights. It happens around championing disability rights and things like that.
That was that I think it was probably 18 months ago or so, maybe even longer. There was, that incident with ladies and Lady Susan Hussey and that the black charity lady, Ngozi Filani. Lady Susan Hussey was a, I think, part of our Queen's household or something, and she kept asking this Ngozi, where where was she from?
Oh, yeah. I remember that.
She got berated for it. And I the thing I took away from it was that education should have been the outcome, not public vilification.
Yeah. Yeah.
My my criticism of the Palace, excuse me, or the firm was they weren't creating the right awareness training. They weren't equipping their representative with the tools, if you like, to converse cultural intelligence, we we would probably call it, wouldn't we, around different people's identities and how to have conversations that aren't necessarily triggering, but also recognizing difference between intent and impact and then being accountable for that. That that's what didn't really occur at the time. It was kind of a powering on in the face of this, discomfort.
Yeah. Yeah. It's interesting because I I do wonder if we look at something like the royal family and the palace or or the firm as as you put it, I do wonder. They they probably don't approach EDI in the same way that that businesses do. And, yeah, I mean, they they are at the end, you know, they they should operate like a like a business or an organization because they are representing people. They should probably go through the same type of training and and have the same kind of EDI strategies as as you would expect 1 of the FTSE 100 companies to have.
Yeah. Because that they they hold our global reputation in their in the power of their words. And to be charitable, I I'd like to think that the the current king and the slimmed down monarchy or the slimmed down firm, to me, tend to resonate with a more contemporary communication style and openness and inclusion culture that maybe the generations of the past. We we were probably stuck in the Victorian era or the Edwardian era for too long.
Yeah. Yeah.
But going back to the sort of fear of getting it wrong, so a lot of it is the nervousness of, you know, as being responsible for big organization, knowing full well that someone's gonna lambaste you for those errors. Yeah. I've mentioned the phrase cultural intelligence just now, but you you're probably well aware that that starts with the drive. You know? That kind of I need to find out more. I need to do better. But then how do we get people to to to find that why, to find that drive in the first place?
So the the why is really important. And to to to borrow the words of Simon Sinek, who wrote the book, start with why. You have to begin with the why. And I think if you're a senior leader, you need to identify 2 whys. There's the why for your business, and then there's your why. And your personal why is what's going to to motivate you. Thinking about the business why, it's very easy for us to kind of go on to Google or chat GBT and type in why is diversity inclusion important to my business or my industry. And you get back the generic responses like, wow.
It's good for profitability. It's good for employee engagement. It's good for decision making. It's good for creativity creativity and innovation and all that. And you can go out and you can read the the the 4 I think it's 3 or 4 McKinsey reports now, which are kind of the were worth reading about the business case behind EDI. But you have to translate that into the why for your business. So when I talk to people in health care, very often, the why is about delivering better patient outcomes, a safer health care service, minimizing errors, and things like that. That that's the why for health care, for example.
When I worked for a when I worked with a Fintech organisation, their why was to expand their user base, so they primarily worked with entrepreneurs by providing banking services to entrepreneurs, and they they realized that entrepreneurs are a very diverse bunch of people, and they wanted to speak to that audience, and they wanted to grow their their user base. So the why, you have to understand what your why is for your business and then communicate that throughout the business. Equally, you need to understand your personal why. Sometimes this comes naturally to leaders that I talk to. So I talk to loads of leaders who they'll they'll say to me, I'm really interested in inclusion because my my my kid has just come out as, you know, as gay, for example, and they and and now they're they're thinking about how their kid is gonna fit into the workplace culture of the future, or they might say, well, my kid's just been diagnosed with with autism at school, and I'm worried about whether they're going to be able to access employment in the future. So those senior leaders are driven by or motivated by, say, that kind of thing. But in the absence of that, I think it's really important that you identify what your personal why is. It could be a a values based why.
It could be a practical why. So yeah.
It's almost I'm gonna use the word sad that you have to have an event that knocks or dents your privilege for you to realize that you had the privilege in the first place, and now you're aware of the needs of others.
And Yeah.
I say it's sad, but I I've I also had that epiphany myself some 10 years ago when I embarked on my own gender transition. I suddenly got it. The world changed with that 1 act for me. You you were obviously born into your world and have experienced your why, you know, your pension pot of privileges and, all discrimination has been built up for many years. My mine suddenly arrived on my doorstep at the age of 50. And I looked back and thought, wow. 50 years, I haven't cared. And then you just gotta put that shame and guilt away and go, that doesn't help anybody and go, can I do tomorrow? What can I do today?
What can I do right now? Yeah. Yeah. It's not until something happens that's brings it into our sphere of awareness that we that we take action. I think that that's for anything in life. I think quite often we we sail through life, for example, not thinking about our own health. So we we drink things that we shouldn't be drinking. We eat food that we shouldn't really be eating. We put on weight.
We live with that because it's not debilitating. It's not healthy, but it's not debilitating. And then you have a heart attack, and you end up in A and E, and the doctor says, oh, you really should start looking after yourself. You really should start eating healthily, and it takes an event like that to, to knock you, and it it just shifts it from that kind of other than consciousness into your consciousness. Consciousness is where the action happens. Yeah.
Is it? Yeah. Complete. And that and that's the fundamental reason why McKinsey stats don't work. Accenture, PwC, whatever stats you Deloitte's, whatever reports you're gonna read, they don't work because we eat too much, we drink too much, we drive too fast, we we touch things, we we poke around stuff that we know we shouldn't, but we do. The facts don't change people. It has to be something has to get through our armor, into our psyche, into our consciousness to go, now I get it. And that's the challenge, isn't it? Going from really understanding, understanding your why, not just knowing is the right thing to
do. Well, the why has to be an emotional connection, and this is something that Simon Sinek talks about. And he he talks about how difficult it is to connect with the why because it is an emotional thing. It's really difficult for us to put the why into words. When you look at his model, it's like a bull's eye chart. You know? So you've got why in the middle, you've got how, and then you've got what on the edge. And he says, the what is dead easy. And and loads of people, they they know how to do the what.
They get excited by it. They just go ahead and they do loads of the what. They do loads of stuff. And in terms of the world that you and I work in, that looks like raising so running lots of diversity and inclusion events and designing yeah, implementing lots of EDI initiatives and things like that, and they get very excited by by that without understanding, actually, what's the strategy behind that, which is the how. Are we doing the right things? Are we doing the things that are actually going to make a difference? Are we getting good value for money? Are we gonna get a return on investment with our activities? But in the middle, it's the why, which is the emotional bit. That's really, really hard for us to articulate because it's a feeling in a lot of cases.
Yeah. III and I also find it's a good challenge to people to say, okay, you want to have gender greater equity, gender greater parity. Why? Why is that? People look at you as if say they're looking also looking at me as they say, well, you should know. You're an idiot expert. You should know why. And I said, I I do, but I I don't I need to know why you think it's a good idea for your business and for you personally. Is it is it just because when you're at the IOD dinner, you can go, yeah, we're positive gender pay gap, or is it because you actually believe it's gonna benefit your organization at all levels and your customer experience and your shareholder value. And and and not only that that as a reason, but also understanding how it contributes to delivering that ROI, isn't it? That's that's the important thing.
Not just having this balance sheet expectation of of success.
Yeah. Exactly.
Okay. I'm going, yeah, going back to this this woke anti wokeism pushback and, you know, this mood that we're we're seeing at the moment, we'd part of part of the pushback often is is organisations aren't realising this ROI, return and inclusion, return on investment, however you wanna describe it. Why why is that? Why aren't people realising the ROI?
It's because they don't know how to track it. I had a really interesting conversation. 1 of the first I I've got my own podcast, and 1 of the first episodes I ever did was with, Peter Cheese, who's the chief exec of the CIPD, Chartered Institute of Personnel and Development. And there was 1 thing that he said in that interview that really stuck with me was that a lot of people working in HR are lacking commercial skills. They don't know how to talk business language. They don't know how to go to a board meeting and speak business. And quite often, there's AAA disconnect because board members are like, oh, it's just that, you know, there's HR fluffy stuff. Like, let them get on with the HR fluffy stuff.
And then the HR people don't know how to speak the the corporate commercial language. Part of that is about your business case. And when let me give you an example of, like, what I think what is really powerful. I I do a lot of, like, ETI, you know, surveys with companies and things like that. My favorite question is and I think if I if I could just have 1 question in the survey, like, this would be it. It's, are you thinking of leaving the business in the next 6 months because you don't feel respected for who you are or that you belong. And then you answer, yes, yes, but for other reasons, maybe, no, prefer not to say. And then what we do is we correlate that to salary data, and we run that through our cost of attrition algorithm, and we can calculate cost of attrition.
And just as an example, we'd we I did this with a company, data company. They employed about 900 peeps. Small number of people were seriously thinking of leaving the business. And we ran it through the algorithm, and it would potentially cost this organization 1 and a half £1, 000, 000. So if you take that number to a CFO and you say, look. We got 1 and a half £1, 000, 000 on the table. Should I just throw that out the window, Or shall we invest £30, 000 to try and retain these people to give them a greater sense of belonging? Like, is that a good return on investment? I think most CFOs will go, hell, yeah. You know? Let's put 30 grand into this and potentially save, you know, save ourselves 1 and a half £1, 000, 000.
And that's the kind of data, that's the kind of commercial conversations that we that we should be having.
Yeah. I I did a lot of work in the recruitment sector, and I I'm always saying to the people I'm communicating with, you don't start your recruitment project by all all the stuff where you are now. You don't the first thing you don't do is write job description. What you do is you you you recruit with retention in mind. So your first objective has to be retention. So what helps you retain good people? Belongingness, culture, values, removing toxicity, psychological safety. So unless you get that bit right first, why do you wanna put more fish into a dirty tank? They'll just get fed rot and die. So it's really trying to drill home to people.
Retention has to be your your top priority. Because if you get your attention right, less people will leave. They'll be more willing to recommend you. People will see you as a fantastic company. They'll wanna join you. They'll wanna stay. They'll wanna be promoted. It becomes self fulfilling prophecy.
But if you start not caring about why people are leaving, they would just keep leaving. You just bring them in through this revolving door, and it will just cost you Definitely. Increase tenure by by by 10%, as you say, saves save millions.
Yeah. And and leaders can think about what we would call the employee value proposition or the employer brand, and there's 3 if you imagine a pyramid, there's kind of 3 levels to the EVP. So at the bottom, you've got your your basics. You've got your hygiene factors, so things like, you know, pay, number of hours, that kind of thing. The middle layer is benefits, so access to health care, access to gym membership, company car, you need to make sure that those benefits are inclusive, for example. So my personal example is that I've worked for many companies with free health sorry. You know, with private health care. I'm immediately excluded because they won't touch anybody who's got preexisting health condition.
So I'm like, well, that's that's no that health care benefit's no good to me. They they didn't think about having a health care policy, and they are available, by the way. That covers preexisting health conditions where I could have benefited from private health care. And then at the top of the pyramid, you've got all of the aspirational stuff, and this is things like, you know, connecting people with your values, connecting people with your your purpose and your mission and things like that.
It's it's kind of Hertzberg 2 factor theory 101 mixed with a bit of Maslow, wasn't it, really? That's what we're talking about.
As is always the case, it's always a mishmash of existing models. We're just Yeah. You know, re re you know, repurposing them.
Yeah. With an EDI lens, I think we often use things like Hertzberg and Maslow and and these other kind of models. But as soon as you start shining an EDI lens on them about well-being, actually say this is the hygiene. Mhmm. This is the motivation. And if if hygiene's 0, motivation you can motivate all you like, but hygiene's 0. The performance are gonna wane, and and the environment's gonna suck. I'm sorry.
Yeah. Yeah. Beanbags and pizzas on Friday isn't gonna solve isn't gonna solve toxic workplace where people feel bullied or discriminated.
That's funny. I worked for an organization and I I used to work with the well-being, the person responsible for well-being. And, companies are like you know, companies are saying, oh, we're really worried about people's mental health and well-being. So we're gonna provide access to an employee assistance program. We're gonna provide free counseling therapy. We're gonna have these, like, lovely breakout rooms where you can relax in a pod or something like that. You know? And then he was saying, but, actually, if you're if you've got a bad relationship with your manager, if you've got too much work to do and that is stressing you out, that that that's the thing that needs addressing. Like, the beanbags and the the the free coffee in the office and the free basket of fruit and all that kind of stuff just won't cut it.
It's the you need to go back to the the root cause.
Yeah. And I don't wanna get political, but if you I look back at how I was viewing the country 6 to 8 weeks ago or the last 2 years, I found this being this dark cloud of of toxicity, not just because I'm a trans woman, but there was just a general feeling of not wanting to support the wider community. There was almost this dark cloud of of of anyone who's marginalized or a minority needing equity was being pushed out. EDI initiatives were being thrown out the door. The this anti won't this came in, reinforced by the mainstream media. And I I can say to people, I'm I don't care about the economy. I don't care about mortgage rates. I don't care about interest rates.
I don't care about Ukraine. I don't care about Rwanda. What I care about is waking up not feeling unsafe as a human being in my society. And I woke up on Friday morning thinking, regardless who's who's in government, I that's why I want to change. I wanna wake up not feeling that I and my friends and people I know are feeling worried about their existence and right to exist, and I think that's that goes down to the corporate level as well. You know, if you've got that feeling, you're not gonna respond. You're not gonna perform.
Yeah. What you're saying really that it reminds me of something because I interviewed somebody on my my podcast called Cynthia who's a trans woman, and she was saying that 1 of the we were talking about privileges earlier, weren't we? 1 of the things that she realized when she she kind of talks about the first time that she steps outside her front door and walks down her street, she felt unsafe as a trans woman. And she took for granted, maybe I don't know if that's the right word or not, but I think she until that moment, she didn't she wasn't aware of of feeling unsafe. And and like you're saying, like, you want you the there's been there's there's been a lot of negative political rhetoric over the last conservative government and certainly in the the general election campaign. I think a lot of politicians have tried to create divisions rather than unity. And, yeah, I mean, just wanting to wake up in the morning and feel safe, I think, is a a basic a basic need that, yeah, that's really important. I mean, you know, when I when I was thinking about who to vote for in the general election, actually, I was my the my decision was purely based on which political party I thought would do a better job for disabled people. I wasn't even thinking about the economy or anything like that even though I should.
As as an entrepreneur, I should be thinking about the, you know, the the economy policy economic policies, but I thought, yeah, the conservative government have done such a shitty job for disabled people over the last 10 years. Disabled people are there's increase in disabled hate crime. There's, you know, disabled people that are out out of work. There's so much inequality for disabled people in British society. I'd say, you know, the number 1 thing for me was about supporting disabled people, helping them live their best lives.
Yeah. Just trying to get us up all Mhmm. Several layers on Maslow's hierarchy. Get us off the bottom and the second rung out, but into the start creating a belongingness and a and a spirit within us.
And Yeah.
And that's what leaders in business have to recognise. That is that it's just that icky, cloudy, dark feeling that people have. And I don't know if you've seen the film inside out or inside out 2.
Yeah. Yeah. That's what I'm saying.
I'm a great fan of that analogy because I always used to have this little angry red man in my head driving everything, and then suddenly I found joy, and joy took over. And I think what's happened for me on Friday 5th July was joy started flying the plane flying the plane again. And I'm I'm hoping that is long lived, not short lived, and it's not just a honeymoon thing, but I'd like to see that we have this different attitude in society about inclusion, safety, supporting people.
Yeah. Because Yeah. To be
honest, the economy is the economy. It's not like you can do in a in a world economy these days. You can't do too much. You can tweak it a bit bit like the latest competitor did. You can tweak it a bit and and crash it and and send the market scurrying, but broadly with the Bank of England and other people with the fiscal controls out there. You can only tweak the edges, really.
It's
about it's about it's about the culture you're trying to breathe in the country that's that's gonna lift people, create productivity, and up our GDP, and all those things. It's the culture.
Yeah. It's boosting innovation, creativity, and we we get better innovation, better creativity with diverse people working on the problem. You know, 1 of my clients, they're a they're a consultancy in the energy market, and they're they're very much moving into the renewable energy space because that, obviously, that's a the future in achieving net 0 and things like that. And diversity and inclusion is really important for them because they've realized they cannot solve a big problem like climate change and achieving net 0 if you've got the same bunch of people working on the problem falling into groupthink. You need to have those diverse experiences, perspectives, etcetera, etcetera. And it will just you know, if every company took that approach, then it will help I think it really help boost our economics.
Yeah. Because belonging is all is all around alignment of vision and values, isn't it? And if we look at the important things for many people today, it's it's feeling safe, feeling included, it's psychological safety, but it's also alignment with the planet. If you look at Gen z, I'm sure Gen Alpha are gonna be like this on steroids, and even some younger millennials have really focused on environmental sustainability recycling. So the whole language about getting people back into work, making people work twice as hard again and not coming down and commuting long distances is against where society was moving in the last 3 or 4 years. I think we need to go back to this recognizing we gotta look after ourselves and the planet.
Yeah. That's very heartening. Also, there's almost, like, very industrial revolution language. It's like, let's get everyone into factories, churning out widgets, working really hard 9 to 5. We live in a different world now where where where the world of work has changed. We're we're a lot more creative. We're a lot more innovative. People are not expecting the same job for life like they used to.
They want portfolio careers. They want a lot more autonomy over the way they work, whether that's working in, like, the gig economy or working as a self employed freelancer or something like that or and there's definitely a trend, and we see this with younger people, of wanting to work for businesses where you've got values alignment. There's some really interesting research that is suggesting Gen zed, for example, are choosing to work for companies with where their values are aligned, and they're actively avoiding those companies that don't have a values alignment. So those companies that are not speaking to the younger generation values, a lot of it around a fair society, a lot of it around green greenness and saving the planet, they're missing out on that on that talent.
Yeah. I I have the privilege of working with people who wanna work with me because I'm a I'm a polarizing person being transgender. It means that I turn people off, and they don't they don't knock on my door. So, generally, people who do knock on my door know who I am and wanna work with me. So I find it really good. So my values tend to align because I self declare, if you like. So I guess Gen z is the same. You put it out there and say, I don't I don't need to be something to everybody.
I need to be Marmite. I need to I need some people to hate me and some people to like me. Let's work on the people who like me and love me and celebrate me for who I am. That's that's where we wanna be, isn't it?
Yeah. Absolutely.
Toby, it's been absolutely fascinating. I can't believe the hour's up already, and, we had a good chat in the green room beforehand. How do people get a hold of you?
The the best way is to find me on LinkedIn. I create lots of content every week. Just connect with me on LinkedIn, drop me a message, we can chat over there.
And you've got a book and you've got podcasts and other stuff as well, haven't you?
Yes. I've actually got 2 books now. So my first book is called Inclusive Growth, and my second book, which came out very recently, is called Building Inclusivity. They're both available on Amazon. I've got a podcast called the Inclusive Growth Show, which you can find on Apple Podcasts and all of the other lovely platforms that are out there. And I interview lots of interesting, fascinating EDI experts, including yourself, Joanne. So so yeah. Yeah.
Go go and find Joanne's upside with me.
Fantastic. Thank you so much. And, I'll put all links to all of the stuff I can find on in the show notes. And, it's been an absolute pleasure spending this hour with you having a good chat.
Cool. Thanks, Joanne. Thanks for inviting me.
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 Bites 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 1 episode at a time. Catch you on the next bite.
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More from this recording
Episode Category
Primary Category: Diversity and Inclusion
Secondary Category: Overcoming Adversity
🔖 Titles
Transforming Tech to Diverse Workplaces: The Journey with Joanne Lockwood and Toby Mildon
From Tech Careers to Diversity Champions: Insights from Joanne Lockwood and Toby Mildon
Awakening Diversity: Joanne Lockwood and Toby Mildon on Transformative Inclusion in Workplaces
Tech to Inclusion: Joanne Lockwood and Toby Mildon on Driving Change and Innovation
Diversity and Inclusion Revolution: Changing Workplace Culture with Joanne Lockwood and Toby Mildon
Real-World Diversity Experiences: Insights on Inclusion from Tech Veterans Joanne and Toby
Understanding Diversity with Joanne Lockwood and Toby Mildon: Tech Roots to Inclusive Workplaces
From Technology to Inclusion: Joanne Lockwood and Toby Mildon Champion Workplace Diversity
The Power of Inclusion: Transforming Workspaces with Expert Insights from Toby and Joanne
Shaping Inclusive Workplaces: Joanne and Toby on Diversity, Equity, and Innovation
A Subtitle - A Single Sentence describing this episode
Toby Mildon explores the transformative journey from technology to diversity and inclusion, underscoring the importance of understanding emotional motivations, challenging biases, and fostering a truly inclusive workplace culture through practical and empathetic strategies.
Episode Tags
diversity and inclusion, workplace culture, emotional why, employee retention, unconscious bias, privilege dynamics, equity in society, inclusive growth, corporate environment, employee value proposition
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Toby Mildon to explore the journey from technology to diversity and inclusion (D&I) transformation. Together, they discuss the pivotal events that are often necessary to raise awareness and inspire action on health, diversity, and inclusion issues. The conversation emphasises the emotional "why" behind actions and the challenge of effectively articulating these motivations to drive genuine change within organisations.
Toby Mildon is a workplace inclusion specialist dedicated to demystifying equality, diversity, and inclusion (EDI) and making it practical for businesses to implement. With a rich background in technology, Toby transitioned to focus on D&I after recognising the workplace's pressing need for inclusivity. His personal experiences as someone with a physical disability have deepened his understanding of the impact of assumptions and biases on individuals. Toby is also an author and content creator, sharing his insights on inclusive growth via his books, podcast, and LinkedIn content.
During their discussion, Joanne and Toby highlight the struggle of tracking and realising ROI in D&I efforts, the importance of commercial skills in HR, and the need for businesses to prioritise retention through a positive work culture. They delve into the layers of the employee value proposition (EVP) and employer brand, drawing connections to Hertzberg's 2-Factor Theory and Maslow's hierarchy. The conversation also touches on the adverse effects of political rhetoric on society and emphasises the need for a workplace culture that values safety and inclusion.
The episode brings to light the myth of meritocracy, the importance of recognising privilege, and the necessity for allies within privileged groups to tackle systemic biases like sexism and racism. Additionally, Toby and Joanne discuss the evolving nature of work, particularly in the context of creativity, innovation, and values alignment amongst younger generations. They underscore the need for contemporary and inclusive communication styles in organisations, including the royal family.
A key takeaway from this episode is the critical role of understanding and voicing the emotional "why" behind D&I efforts to foster a culture of inclusion and safety. Listeners will learn about the nuanced challenges of achieving true equity in the workplace, understanding privilege, and the transformative power of inclusive leadership. This episode provides invaluable insights for anyone looking to create a more inclusive environment, both in society and at work. Whether you're a business leader, HR professional, or an advocate for change, this conversation is not to be missed.
📚 Timestamped overview
00:00 Client praised for easing anxiety around EDI in senior leaders, with tech and DNI experience.
03:52 Changed career at BBC to promote tech diversity.
08:56 The left-handed example shows hidden diversity below the surface.
12:08 Realizing internal biases from upbringing, media representation, and societal messaging.
15:39 Pushback due to threat of diversity; aiming for equity and closing gaps in society for equality.
17:31 Many believe in meritocracy, but not all have the same privileges.
22:47 Fear of getting it wrong affects reputation with leaders. Director learns to support LGBT colleagues.
25:37 Change needs inside and outside pressure for progress, such as suffragettes and allies.
30:56 Fintech firm wants to expand user base, cater to diverse entrepreneurs, and understand personal why for business growth.
32:42 Realization of privilege and transition impacts.
36:08 Encouraging gender equity for business benefits.
38:57 Algorithm predicted £1.5m cost, suggested £30k investment to retain staff.
44:50 Interviewee's podcast experience, trans woman feeling unsafe, negative political rhetoric, focus on disabled people in the election decision-making.
48:21 Diversity drives innovation, tackles climate change, boosts economics.
50:20 Younger workers seek portfolio careers, autonomy, and values alignment in businesses. Gen Z prefers companies with aligned values, showing a trend in job choice.
53:35 Joanne Lockwood promises more inspiring narratives for an inclusive world.
📚 Timestamped overview
00:00 Feedback shows we demystify EDI for clients.
03:52 Pivoted career to address gender imbalance in tech.
08:56 Diversity iceberg: visible and hidden characteristics.
12:08 Unconscious biases from lack of disabled representation.
15:39 Pushback due to threat, focus on equity.
17:31 Meritocracy is often misunderstood, creating privilege divides.
22:47 Fear of getting it wrong affects reputation.
25:37 Change requires inside-out and outside-in pressure.
30:56 Fintech grows by diverse user base understanding.
32:42 Gender epiphany shifted worldview; embracing change, action.
36:08 Gender parity challenges businesses to prove benefits.
38:57 Algorithm predicts £30k investment will save £1.5m.
44:50 Awareness of feeling unsafe; impact of political rhetoric.
48:21 Diversity fuels innovation for better economic growth.
50:20 Younger workers seek flexible, ethical career options.
53:35 Joanne Lockwood promises enriching, inspiring narratives return.
TikTok/Reels/Shorts Video Summary
Focus Keyword: Positive People Experiences
Title: From Tech to D&I Transformation: Positive People Experiences | #InclusionBitesPodcast
Tags: workplace inclusion, positive people experiences, diversity and inclusion, D&I transformation, employee value proposition, ROI in diversity, inclusion in the workplace, commercial skills in HR, Herzberg's theory, Maslow's hierarchy, political rhetoric, managerial relationships, marginalised individuals, inclusive work culture, organisational culture, meritocracy myth, privilege in workplace, allyship, cultural intelligence, EDI training, belonging at work, inclusive environment, diverse workforce, innovation in D&I, employee retention, supportive work culture
Killer Quote: "Privilege is like a pension fund – investing early in privilege results in more advantages in life." - Joanne Lockwood
Hashtags: #InclusionBitesPodcast, #PositivePeopleExperiences, #DiversityAndInclusion, #WorkplaceInclusion, #EmployerBrand, #EmployeeRetention, #CommercialSkills, #HerzbergsTheory, #MaslowsHierarchy, #InclusiveCulture, #Allyship, #PrivilegeInWorkplace, #MeritocracyMyth, #CulturalIntelligence, #EDITraining, #BelongingAtWork, #DiverseWorkforce, #InnovationInDiversity, #SupportiveWorkCulture, #EquityInWorkplace
Summary Description:
Join us on this engaging episode of the Inclusion Bites Podcast where Joanne Lockwood and workplace inclusion specialist Toby Mildon discuss the journey from tech to D&I transformation with a focus on "Positive People Experiences." Discover the challenges and importance of understanding the emotional why behind actions, connecting with it, and articulating it effectively. Learn why commercial skills in HR are vital and how investing in a positive work culture can yield significant ROI. Dive into essential discussions on privilege, political rhetoric, and creating an environment of inclusivity and safety. Don't miss out on insights that will help you transform your work culture and drive productivity.
Call to Action: Hear the full discussion and subscribe to our podcast for more transformative conversations about inclusion and belonging.
Outro:
Thank you, dear listener, for tuning into this episode of the Inclusion Bites Podcast. Don't forget to like and subscribe to our channel for more insightful content. For additional information and resources, visit SEE Change Happen’s website at https://seechangehappen.co.uk and listen to the full episode here: "The Inclusion Bites Podcast" https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
ℹ️ Introduction
Welcome to another enlightening episode of The Inclusion Bites Podcast. I'm your host, Joanne Lockwood, and today we are joined by Toby Mildon, a workplace inclusion specialist with a knack for demystifying EDI and making it both practical and accessible. In this episode, "From Tech to D&I Transformation," we dive deep into the need for pivotal events to drive awareness and inspire action on critical issues such as health and diversity.
Toby and I discuss the emotional "why" behind our actions, the struggle of articulating and connecting with this emotional core, and the challenges of tracking the return on investment (ROI) in diversity and inclusion initiatives. We delve into the necessity of commercial skills in HR and speaking the business language to prioritise actions like retaining employees and fostering a positive work culture.
Highlighting Hertzberg's 2 Factor Theory and Maslow's hierarchy, we explore the employee value proposition (EVP) and employer brand built on basics, benefits, and aspirational values. We also touch upon the effects of negative political rhetoric, the myth of meritocracy, and the essential role of privilege in driving societal change.
Throughout our conversation, we emphasise the importance of creating inclusive, safe, and supportive environments, both in the workplace and broader society. From the impact of media representations to the significance of understanding one's privilege and advocating for equity, this episode is packed with insights on fostering a more inclusive world.
Join us for this compelling conversation and don't forget to subscribe to Inclusion Bites and share your thoughts and stories. Let's work together to build a world where everyone belongs.
💬 Keywords
inclusivity, diversity, inclusion, emotional why, return on investment, ROI, commercial skills, HR, employee retention, work culture, employee value proposition, EVP, employer brand, Hertzberg's Two Factor Theory, Maslow's hierarchy, political rhetoric, marginalised individuals, trans woman, disabled people, culture of inclusion, privilege, meritocracy, equality, diversity iceberg, unconscious biases, cultural intelligence, corporate environment, workplace innovation, values alignment, tech to D&I transformation, unconscious exclusion
About this Episode
About The Episode:
In this convo with our guest, Toby Mildon, we delve into the journey from tech to D&I transformation, exploring how significant events can drive awareness and action in diversity and inclusion. Toby shares his insights on understanding the emotional "why" behind diversity efforts and the importance of alignment between personal and business values. His insights illuminate the challenges and practical strategies for creating truly inclusive workplaces and societies.
Today, we'll cover:
The necessity of a significant event to raise awareness for diversity and health issues and inspire meaningful action.
The struggle of connecting with and effectively communicating the emotional "why" behind diversity and inclusion initiatives.
The challenge of tracking return on investment (ROI) in diversity and inclusion efforts and the importance of speaking the language of business.
The significance of retention and creating a positive work culture, beyond superficial perks.
The importance of addressing root causes such as relationships with managers and workload for fostering inclusivity.
The impact of political rhetoric on marginalised individuals and the need for a safe and supportive corporate environment.
The role of privilege in addressing systemic inequalities and the necessity for allies to drive change from within.
💡 Speaker bios
Joanne Lockwood is a pioneering advocate for inclusion and belonging, renowned as the host of "Inclusion Bites," a podcast dedicated to fostering bold conversations that drive societal change. With a deep commitment to uncovering the nuances of inclusion and challenging the status quo, Joanne invites listeners on a journey of exploration and transformation. Through her insightful dialogues, she sheds light on what it takes to build a world where everyone not only feels they belong but can also thrive. Passionate about connecting with her audience, Joanne encourages listeners to share their perspectives and be part of the ongoing conversation. She can be reached at jo.lockwood@seechangehappen.co.uk. Whether it's over a morning coffee or during a quiet evening, Joanne Lockwood's mission is to inspire reflection, connection, and action in the quest for a more inclusive society.
💡 Speaker bios
Toby Mildon, a seasoned IT consultant turned EDI (Equity, Diversity, and Inclusion) expert, is renowned for alleviating the anxiety leaders often associate with discussing EDI. His journey began after university, where he embarked on a career in technology, initially working at Accenture as an IT consultant. Toby's experience expanded into healthcare technology, focusing on software implementations in hospitals. Eventually, he joined the BBC as a technical project manager, contributing to significant projects like the redevelopment of the BBC News website, the creation of the BBC Sounds app, and numerous accessibility initiatives. Drawing on his extensive experience in tech transformation, Toby now empowers businesses and leaders to navigate the complexities of EDI with confidence.
❇️ Key topics and bullets
Episode Title: From Tech to D&I Transformation
Significant Event for Awareness and Action
Need for a significant event to highlight issues like health and diversity.
Inspiring action through understanding the emotional "why".
Emotional 'Why' in Diversity and Inclusion
Challenges in connecting with and articulating the emotional "why".
The need for businesses to recognise and understand the emotional motivator behind D&I initiatives.
Return on Investment (ROI) in D&I Efforts
Struggles with tracking and realising the ROI in D&I efforts.
Importance of commercial skills in HR.
Speaking the language of business, including cost of attrition and ROI in employee retention.
Prioritising retention through a positive work culture and environment.
Employee Value Proposition (EVP) and Employer Brand
Built on three levels: basics (hygiene factors), benefits, and aspirational values.
Relating discussion to Hertzberg's 2 Factor Theory and Maslow's hierarchy.
Importance of addressing hygiene and motivation factors in the workplace.
Negative Political Rhetoric and Inclusivity
Impact of negative political rhetoric on society.
Need for inclusivity and safety in the corporate environment.
Root causes like relationship with managers and workload vs. superficial perks.
Experience of Marginalised Individuals
Feelings of unsafety and impact of political decisions on marginalised groups.
Creating a culture of inclusion, safety, and support.
Economy vs. Culture
Economy influence vs. culture shaping the environment and people's experiences.
Myth of Meritocracy
Meritocracy myth in organisations.
Disparity in privileges and experiences affecting access to education, healthcare, and employment opportunities.
Privilege as a pension fund analogy.
Addressing Equality, Diversity, and Inclusion
Fear of getting it wrong and damaging reputation.
Importance of understanding and using one's privilege to create an inclusive culture.
Examples of power dynamics and privilege.
Diversity and inclusion boosting innovation and addressing climate change.
Belonging, Vision, and Values
Importance of belonging and alignment of vision and values in work.
Focus on creativity, innovation, and values alignment, especially for younger generations.
Working with those who align with one's values due to identity polarisation.
Toby Mildon's Promotions
Promotes books, podcast, and LinkedIn content creation on inclusive growth and inclusivity.
Encouragement to Listeners
Listeners encouraged to subscribe to Inclusion Bites and engage with thoughts and stories.
Privileged Groups Tackling Inequality
Need for privileged groups to tackle sexism, ableism, homophobia, transphobia, and racism.
Importance of allies and advocates for change despite backlash.
Education and training on cultural intelligence.
Royal Family and EDI
EDI approaches for the royal family akin to businesses.
Need for contemporary communication style and an openness and inclusion culture.
Motivation for Supporting EDI
Understanding personal and business "whys".
Recognition of privilege and the needs of others.
Personal Epiphany on Discrimination and Privilege
Epiphany during gender transition at the age of 50.
Taking action to support equality and inclusion.
Transition from Tech to D&I
Background of Joanne Lockwood and Toby Mildon in technology.
Transitioning focus to diversity and inclusion.
Accolades and Expertise of Toby Mildon
Workplace inclusion specialist known for practical EDI implementation.
Personal experience as someone with a physical disability.
Challenges of Being Left-Handed and Adapting
Joanne’s personal experience with being left-handed and becoming ambidextrous.
Diversity Iceberg Metaphor
Only a small portion of diversity is visible.
Majority of diversity is invisible, like being left-handed or introverted.
Lack of Diversity in Mainstream Products
Impact of lack of diversity representation in products like greeting cards and children’s books.
Internalised Biases and Lack of Diverse Role Models
Personal experiences of internalised biases.
Biases against disabled people due to lack of visible role models.
Reinforcement of Stereotypes through Media
James Bond analogy discussing media and cultural representations.
Pushback Against 'Wokeism'
Need for understanding individual disadvantages to create equity and close the gap for equality.
The Hook
"Ever wondered what it takes to REALLY foster an inclusive workplace? It's not just about policies... it's about people. Discover how tackling the EMOTIONAL 'why' can transform your organisation!"
"The secret to genuine diversity and inclusion? It's not about beanbags and free coffee... It's all about creating a culture where everyone feels SAFE and VALUED. Ready to learn how?"
"Imagine an environment where EVERYONE feels like they belong. Sounds idealistic? It’s actually achievable—and we’ve uncovered the key strategies to make it happen. Intrigued?"
"What if improving your company’s diversity could actually BOOST innovation and help tackle major global challenges like climate change? It's not just a dream. Discover the powerful ROI of inclusive workplaces."
"Feeling unsure about navigating the complex waters of diversity and inclusion? You're not alone. Let's break down the myths, confront the fears, and unlock the true potential of your business. Ready to dive in?"
🗞️ Newsletter
The Inclusion Bites Podcast Newsletter
Episode: From Tech to D&I Transformation
Hello, Inclusion Bites Community!
Welcome to another exciting edition of the Inclusion Bites Podcast newsletter. We're thrilled to bring you the latest episode titled "From Tech to D&I Transformation," where our host Joanne Lockwood engages in a powerful conversation with renowned workplace inclusion specialist, Toby Mildon.
Highlights from the Episode:
1. The Significance of a Catalyst Event:
Joanne and Toby explore the need for a significant event to inspire action and raise awareness on vital issues such as health, diversity, and inclusion. They delve into the emotional "why" behind these actions, stressing the importance of connecting with and articulating this emotional core effectively.
2. Tackling ROI in D&I Efforts:
One of the challenges discussed is the difficulty in tracking and realising the return on investment (ROI) in diversity and inclusion initiatives. The episode emphasises the necessity of commercial skills in HR to speak the language of business, highlighting the potential cost of attrition and the return on investing in employee retention.
3. Building a Strong Employer Brand:
Toby shares insights into the Employee Value Proposition (EVP) and employer brand, built on three key levels: basics (hygiene factors), benefits, and aspirational values. Joanne connects this with Hertzberg’s Two-Factor Theory and Maslow's hierarchy, underscoring the importance of addressing both hygiene and motivation factors in the workplace.
4. Impact of Negative Political Rhetoric:
The discussion delves into how negative political rhetoric affects society and stresses the need for inclusivity and safety in corporate environments. Addressing root causes such as manager relationships and workload is crucial, rather than focusing on superficial perks.
5. Challenging the Myth of Meritocracy:
Joanne and Toby confront the prevalent myth of meritocracy, highlighting that not everyone shares the same privileges and experiences. This affects their access to education, healthcare, and employment opportunities. Joanne uses a pension fund analogy to elucidate how early privilege can lead to more significant advantages in life.
6. Fear of Addressing EDI Issues:
The episode touches on the fear of getting it wrong when it comes to equality, diversity, and inclusion. Toby highlights the fear of damaging one's reputation and stresses the importance of understanding and leveraging one's privilege to foster a more inclusive culture.
7. Creating an Inclusive Culture:
Both speakers underscore the importance of cultivating a culture of inclusion, safety, and support in society and the corporate world. They believe that enhancing inclusivity will not only uplift people but also drive innovation and productivity.
8. The Role of Privileged Groups:
The conversation calls on privileged groups to address various forms of discrimination and act as allies and advocates for change. Education and cultural intelligence training are essential for effective conversations around different identities.
9. From Technology to D&I:
Joanne and Toby discuss their journeys from technology to focusing on diversity and inclusion, stressing the need to address all diversity aspects within organisations and challenging existing biases and assumptions.
10. The Diversity Iceberg:
Toby's "diversity iceberg" metaphor illustrates that the visible characteristics represent only the tip of the iceberg, with the majority being invisible, such as being left-handed or an introvert.
11. Representation in Media:
Lastly, they talk about the lack of diversity representation in mainstream media and products, leading to unconscious exclusion and internalised biases.
Key Takeaways:
Understand and articulate the emotional "why" behind D&I efforts.
Develop commercial acumen in HR to connect D&I initiatives to business outcomes.
Build a strong employer brand by addressing fundamental hygiene factors and aligning with aspirational values.
Challenge the notion of meritocracy and recognise the role of privilege in fostering equality.
Advocate for change by leveraging privilege and promoting inclusivity in society and the workplace.
Promote diverse representation in media to counteract stereotypes and biases.
Toby also invites listeners to explore his books, podcast, and LinkedIn content focused on inclusive growth and inclusivity!
Thank you for being a part of the Inclusion Bites community. Don’t forget to subscribe to our podcast, send us your thoughts and stories, and continue to foster a more inclusive world.
Warm regards,
The Inclusion Bites Podcast Team
Listen to the full episode here [Link to the podcast episode].
Subscribe to the Inclusion Bites Podcast [Link to subscription].
Share your stories with us [Email link].
Guest's content for their marketing
Title: Stepping into the Conversation on Diversity and Inclusion with "The Inclusion Bites Podcast"
By Toby Mildon
I recently had the incredible opportunity to be a guest on "The Inclusion Bites Podcast," where I joined the dynamic Joanne Lockwood to discuss the transformative journey from tech to Diversity and Inclusion (D&I) – a transition that has been equally personal and professional for me. This episode, aptly titled "From Tech to D&I Transformation," delves into some of the most pressing and profound issues facing our society and workplaces today.
During our conversation, I shared my thoughts on the significance of understanding the emotional "why" behind our actions, especially when it comes to D&I. Drawing from personal experiences and professional insights, I discussed how connecting with this emotional narrative is a challenging yet essential endeavour. It's not just about tracking the return on investment in D&I initiatives; it's about articulating and embracing the core reasons that drive these efforts.
Joanne and I also explored the crucial role of commercial skills in HR and the necessity of speaking the business language to advocate for D&I. An insightful part of our dialogue revolved around the cost of attrition and the benefits of investing in employee retention. We underscored the need for organisations to foster positive work cultures, prioritising retention through environments that promote employee well-being and satisfaction.
Talking about Employee Value Proposition (EVP) and employer brand, I elaborated on their pivotal construction at three levels: basics (or hygiene factors), benefits, and aspirational values. Joanne adeptly related our discussion to Hertzberg's 2 Factor Theory and Maslow's hierarchy, emphasising the importance of both hygiene and motivational factors in the workplace.
Our discussion also touched upon the detrimental effects of negative political rhetoric and the dire need for inclusivity and safety within both corporate environments and broader society. For example, as a transgender woman, Joanne shared how her identity polarises people, and I, in turn, spoke about my lived experience with a physical disability. These personal anecdotes reinforced our message about creating a culture of inclusion, safety, and support.
One of the more enlightening parts of our conversation was addressing the myth of meritocracy. We discussed how some organisations claim to practise meritocracy while, in reality, individuals within these organisations might not share the same privileges and opportunities. This led to an analogy drawn by Joanne, likening privilege to a pension fund, where early investments yield greater long-term benefits.
We believe it's crucial for privileged groups—whether men, able-bodied people, straight individuals, or white people—to actively engage in dismantling sexism, ableism, homophobia, transphobia, and racism. Acknowledging this can sometimes evoke fear, but as I mentioned, it's vital to understand and utilise privilege to foster a more inclusive culture rather than shying away from potential mistakes.
Our episode didn't shy away from contentious topics like the so-called "wokeism" and the need for genuine equity in society. By the episode’s close, we had delved into the importance of diversity in driving innovation and addressing global challenges, such as climate change and the quest for net-zero emissions.
For those interested in deepening their understanding of inclusive growth and diversity, I invite you to check out my books, podcast, and content on LinkedIn. Joanne Lockwood’s closing words echoed our collective spirit—encouraging listeners to subscribe to Inclusion Bites and reach out with their thoughts and stories to help build a more inclusive world.
It was a heartfelt and intellectually satisfying conversation, and I am thrilled to share it through "The Inclusion Bites Podcast." Join us as we navigate the complex and rewarding terrain of Diversity and Inclusion, laying the groundwork for a compassionate, equitable future.
Listen to the full episode on "The Inclusion Bites Podcast" and become part of the change we wish to see in the world.
Stay Inclusive,
Toby Mildon
Pain Points and Challenges
Certainly! Here are some specific pain points and challenges discussed during the podcast, along with focused content addressing these issues:
1. Connecting with the Emotional "Why":
Pain Point:
Many organisations struggle to connect with the emotional reason behind their diversity and inclusion efforts, making it difficult to inspire genuine commitment.Solution Content:
"To truly embed diversity and inclusion into the fabric of your organisation, it's crucial to uncover and articulate your 'why.' Begin by engaging with your team on a personal level, sharing stories and experiences that highlight the importance of inclusivity. Workshops focusing on empathy and storytelling can bridge the gap between policy and genuine commitment, fostering a deeper understanding and emotional connection among employees."
2. Tracking ROI in Diversity and Inclusion Efforts:
Pain Point:
Organisations find it challenging to measure the return on investment (ROI) for diversity and inclusion initiatives, making it hard to justify continued investment.Solution Content:
"To effectively track ROI in your D&I efforts, start by setting clear, measurable goals and KPIs. Employ qualitative and quantitative methods, such as employee satisfaction surveys, retention rates, and productivity measures, to gauge the impact of your initiatives. Regularly review and adjust these metrics to ensure they align with broader business objectives. Additionally, leverage case studies and success stories to illustrate the tangible benefits of a diverse and inclusive work environment."
3. Necessity of Commercial Skills in HR:
Pain Point:
HR professionals often lack the commercial skills needed to make a convincing business case for diversity and inclusion.Solution Content:
"HR professionals need to develop commercial acumen to speak the language of business effectively. Explore training programs that focus on financial literacy, strategic planning, and business analytics. Understanding concepts like the cost of attrition and the financial benefits of employee retention can empower you to present a compelling case for D&I initiatives that resonate with leadership."
4. Addressing Root Causes over Superficial Perks:
Pain Point:
Companies sometimes focus on superficial perks instead of addressing the root causes of dissatisfaction and discrimination within the workplace.Solution Content:
"To create lasting change, shift your focus from superficial perks to addressing core issues such as relationships with managers, workloads, and workplace safety. Conduct regular anonymous surveys and feedback sessions to understand employee concerns deeply. Implement evidence-based interventions targeting these areas and continuously monitor their effectiveness. Remember, meaningful changes create a more sustainable and positive workplace culture."
5. Impact of Negative Political Rhetoric:
Pain Point:
Negative political rhetoric can create an unsafe and exclusionary environment within the workplace.Solution Content:
"Combat the effects of negative political rhetoric by fostering an open, inclusive, and supportive workplace culture. Introduce policies that promote inclusivity and provide training on cultural intelligence and unconscious bias. Encourage open dialogue and create safe spaces where employees can express their concerns and experiences without fear of repercussion. This proactive approach can mitigate the harmful impact of external political negativity on your workplace."
6. Fear of Addressing EDI Issues Incorrectly:
Pain Point:
There's a prevalent fear of 'getting it wrong' when addressing equality, diversity, and inclusion issues, which can lead to inaction.Solution Content:
"Address this fear by promoting a culture of continual learning and open communication. Provide regular training on EDI topics and create forums for discussing these issues openly. Encourage leadership to model vulnerability by sharing their own learning journeys and mistakes. Establish clear guidelines that support taking thoughtful action, even if it means learning from occasional missteps."
7. Myth of Meritocracy and Unequal Experiences:
Pain Point:
The idea of meritocracy often ignores the unequal privileges and experiences of individuals, leading to biased decision-making processes.Solution Content:
"Challenge the myth of meritocracy by acknowledging the diverse backgrounds and experiences within your organisation. Implement equitable hiring practices, such as blind recruitment and structured interviews, to minimise bias. Promote diversity training and awareness programs to help employees understand the different challenges and barriers their colleagues may face. Equitable support can bridge the gap, ensuring everyone has a fair chance to succeed."
8. Lack of Representation and Internalised Biases:
Pain Point:
The lack of diverse representation in media and products leads to internalised biases and the unconscious exclusion of marginalised groups.Solution Content:
"Increase representation by celebrating diverse voices and stories within your organisation and in your marketing materials. Partner with diverse creators and thought leaders to ensure a wide range of perspectives are highlighted. Conduct regular audits to identify and address instances of unconscious exclusion in your products and communications. Building a more inclusive narrative helps dismantle internalised biases and promotes a culture of universal acceptance."
By focusing on these solutions, organisations can take meaningful steps to address the pain points and challenges discussed in the episode and foster a more inclusive environment.
Questions Asked that were insightful
Certainly! Below is a series of FAQs based on the insightful and interesting responses from the interview between Joanne Lockwood and Toby Mildon on The Inclusion Bites Podcast:
FAQs:
Q1: Why is it important to understand the emotional 'why' behind actions in diversity and inclusion?
A1: Understanding the emotional 'why' is crucial because it helps in connecting with the core motivations and values of individuals. When people understand why an issue matters on a personal and emotional level, they are more likely to take meaningful action and commit to long-term change. Joanne and Toby stressed that getting to the heart of why diversity and inclusion matter can inspire genuine engagement and drive transformation.
Q2: How can organisations effectively measure the return on investment (ROI) in diversity and inclusion efforts?
A2: Measuring ROI in diversity and inclusion can be challenging but is essential. The discussion highlighted the importance of integrating commercial skills within HR and framing D&I in the language of business. For instance, understanding the cost of attrition and the benefits of investing in employee retention can be powerful. It's also about tracking metrics such as employee engagement, turnover rates, and overall business performance to see the broader impact of inclusive practices.
Q3: What are the three levels of the employee value proposition (EVP) mentioned in the podcast?
A3: Toby Mildon outlined that EVP is built on three levels:
Basics (Hygiene Factors) - Fundamental necessities like fair pay, safe working conditions, and job security.
Benefits - Additional perks and advantages such as healthcare, flexible working hours, and professional development opportunities.
Aspirational Values - The alignment of individual values with organisational mission, vision, and culture, which fosters a deeper sense of belonging and purpose.
Q4: How do Hertzberg's 2 Factor Theory and Maslow's hierarchy relate to diversity and inclusion?
A4: Joanne Lockwood related D&I efforts to Hertzberg’s Two-Factor Theory and Maslow's hierarchy, explaining that it's essential to address both hygiene factors (basic needs) and motivation factors (higher-level needs). By ensuring that primary needs like safety and equality are met, organisations can then focus on fostering motivation through personal growth, recognition, and alignment with the company’s aspirational values.
Q5: What can organisations do to foster a truly inclusive work culture?
A5: To foster a genuinely inclusive work culture, organisations need to focus on building strong manager-employee relationships, balancing workloads, and creating a sense of safety and support. Superficial perks like beanbags and free coffee are less impactful than ensuring that all employees feel valued and included. Addressing root causes of dissatisfaction and genuinely championing diversity and inclusion are vital steps.
Q6: How can privileged groups be effective allies in promoting equality and inclusion?
A6: Privileged groups can promote equality and inclusion by actively using their privilege to advocate for marginalised communities. This involves understanding the advantages they have, educating themselves about the issues, and taking actionable steps to support change. It's about recognising that privilege can create opportunities for others when used responsibly and empathetically.
Q7: Why is there a myth of meritocracy in organisations, and how does it affect D&I efforts?
A7: The myth of meritocracy persists in organisations because it simplifies complex social dynamics into a belief that everyone starts on equal footing. However, this ignores systemic inequalities that affect individuals’ access to opportunities. Toby and Joanne discussed how recognising these disparities is crucial for effective D&I efforts, as it shifts focus from "equal" treatment to equitable support that addresses individual needs and challenges.
Q8: How does media representation affect biases and the inclusion of marginalised groups?
A8: Media representation significantly influences societal biases and inclusion. When marginalised groups are not visibly represented in media, it reinforces stereotypes and limits role models for those communities. For instance, Toby Mildon shared his experience of internalised biases due to a lack of disabled role models. Addressing this invisibility in media can help combat biased perceptions and promote a more inclusive society.
This series of FAQs distils key insights from the conversation, providing listeners with thought-provoking questions and substantial answers that encapsulate the main themes discussed.
Blog article based on the episode
From Tech to D&I Transformation: Sparking Change in the Workplace
Inclusion Bites Podcast - "From Tech to D&I Transformation"
It's often said that the world requires a significant event to jolt us into awareness and inspire transformative action. Sebastian Thrun’s shift from Google's autonomous cars to pioneering online education exemplifies this seismic shift. But this isn't about technology; it's about the equally critical, yet often neglected, realm of Diversity and Inclusion (D&I). On the latest episode of the Inclusion Bites Podcast, "From Tech to D&I Transformation," host Joanne Lockwood and workplace inclusion specialist Toby Mildon delve into the necessity of seismic shifts in our collective mindset toward D&I.
The Problem: Lack of Genuine Connection to the Emotional "Why"
One of the most pressing issues Joanne and Toby address is the challenge organisations face in connecting with the emotional "why" behind their D&I efforts. Unlike the more straightforward task of implementing new technology, fostering a truly inclusive workplace environment demands an internal, deeply personal change. Both speakers underscore the necessity of understanding and articulating the emotional "why" to inspire genuine change.
In the workplace, D&I initiatives sometimes become mere box-ticking exercises. Reports on return on investment (ROI) in these efforts are chock-full of statistics, yet often lack the human element. Numbers are vital, but what about the human stories behind them? Toby highlights how tracking the ROI of D&I can be an uphill battle, but it's integrally linked to the emotional "why" of equitable work culture.
Understanding Your Privilege
The conversation steers towards the often discomforting territory of privilege. Using a vivid analogy, Joanne explains that privilege operates much like a pension fund—those who start early with it accumulate substantial advantages over time. While some may feel a sense of security or discomfort in discussing this, it’s essential for creating a more inclusive environment. Joanne recounts how men allowed women to vote in 1918, demonstrating the power dynamics at play and the responsibility of those with privilege to effect change.
The Myth of Meritocracy
One significant revelation from the episode is the myth of meritocracy. Contrary to popular belief, meritocracies rarely exist in their purest forms because individuals enter the workforce with vastly different starting points. Education, healthcare, and employment opportunities are disproportionately distributed, often governed by factors unrelated to merit. Organisations need to dissect these disparities and take active steps to level the playing field.
Toby stresses the importance of recognising these biases and assumptions. For instance, many of us might not realise how the lack of diverse representation in mainstream products like greeting cards or children's books perpetuates exclusion. He uses his personal experience as someone with a physical disability to highlight how these biases affect individuals, turning everyday realities into obstacles.
Actionable Steps to Drive D&I Transformation
Start with Self-Reflection: Understanding your own privilege and biases is the first step. Joanne and Toby emphasise the importance of education and training on cultural intelligence. This can prepare individuals to engage in meaningful conversations about different identities and experiences.
Link to Business Objectives: Align D&I goals with your organisation’s objectives. Toby emphasises the commercial perspective in HR, pointing out how attrition costs can be mitigated by investing in employee retention. Understanding and communicating the financial implications of D&I can help garner executive support.
Reevaluate the Employee Value Proposition (EVP): Reassess your EVP to ensure it includes basics (hygiene factors), benefits, and aspirational values. Employees today, especially younger generations, are increasingly focused on values alignment and inclusivity. Create an environment that doesn’t just attract talent but retains it.
Address Root Causes, Not Symptoms: Superficial perks, such as free coffee or beanbags, may distract from addressing deeper issues like relationship dynamics with managers and workload pressures. Effective D&I policies must focus on creating a genuinely inclusive and safe workplace culture.
Representation Matters: Increase visible representation in media, products, and leadership roles. Toby discusses the “diversity iceberg” where the majority of diversity is invisible. Organisations need to ensure that they’re creating platforms for diverse voices to be heard and seen.
Courage to Be Wrong: A recurrent theme is the fear of getting it wrong. Mistakes in addressing equality, diversity, and inclusion can feel catastrophic. Toby underscores that while the fear of damaging one's reputation is real, it’s crucial to use one's privilege to foster a more inclusive culture, even if it means making (and learning from) mistakes.
Conclusion: A Call to Action
As our conversation with Toby Mildon illuminates, the journey from tech to D&I transformation requires courage, resilience, and an unwavering commitment to inclusivity. Toby’s insights provide a robust framework to not only understand but to implement transformative D&I strategies effectively.
Inclusion Bites proudly champions these bold conversations, aiming to create businesses and societies that thrive on diversity, inclusion, and equity. The episode, "From Tech to D&I Transformation," is a testament to the significant shifts needed to pave the way for a more inclusive future.
We invite you to listen to this thought-provoking episode and reflect on how you can be part of this essential journey. Subscribe to Inclusion Bites, share your thoughts, and let’s build a world where every individual feels valued, included, and inspired.
Dive into the full episode of "From Tech to D&I Transformation" and join the dialogue on creating a more inclusive world. Your voice and action can make a difference.
For those keen on delving deeper, tune in to Toby Mildon's transformative insights and Joanne Lockwood's compelling narratives. Let’s make inclusivity not just a policy but a culture that everyone can thrive in. Subscribe, listen, and join the conversation. The future of work depends on it.
The standout line from this episode
"Understanding and using our privilege effectively is the cornerstone of fostering a truly inclusive and diverse culture."
❓ Questions
In the context of the episode, how can significant events catalyse greater awareness and action on health and diversity issues?
Why is understanding the emotional "why" behind diversity and inclusion actions critical, and what strategies might organisations use to connect with this effectively?
What challenges do organisations face when attempting to track ROI in diversity and inclusion initiatives, and how might these be overcome?
How can HR professionals improve their commercial skills and language to better communicate the business case for diversity and inclusion?
Toby talks about the employee value proposition (EVP) and employer brand built on basics, benefits, and aspirational values. Can you describe these components and why they are important?
How do Hertzberg's 2 Factor Theory and Maslow’s hierarchy apply to the discussion on workplace culture and inclusion?
The conversation highlights negative political rhetoric’s impact on society. What role can companies play in fostering inclusivity and safety within this broader context?
How does the myth of meritocracy affect organisational cultures, and what steps can be taken to address the inequalities it perpetuates?
Discuss the analogy of privilege as a pension fund. How does this perspective aid in understanding the dynamics of privilege and inequality?
In what ways can recognising and using one's privilege be effectively implemented to support diversity and inclusion within organisations?
FAQs from the Episode
FAQ: Transforming Tech Expertise to Diversity and Inclusion Leadership
Q1: What is the significance of understanding the emotional "why" in diversity and inclusion (D&I)?
A1: Understanding the emotional "why" behind actions in diversity and inclusion is crucial because it connects individuals to the underlying motivations and values driving their commitment. This alignment ensures that efforts are genuine and impactful, rather than superficial or tokenistic.
Q2: How does the return on investment (ROI) apply to diversity and inclusion efforts?
A2: Assessing ROI in D&I involves evaluating the financial and cultural benefits that come from implementing inclusive practices. This includes reducing employee attrition, enhancing workplace morale, and fostering innovation. Commercial skills are essential in HR to articulate the business case for D&I and to demonstrate the tangible benefits of investing in an inclusive environment.
Q3: What are the three levels on which the employee value proposition (EVP) and employer brand are built?
A3: The EVP and employer brand are built on three levels:
Basics (hygiene factors) such as fair pay and safe working conditions.
Benefits like flexible working arrangements and career development opportunities.
Aspirational values that align with employees' higher-order needs and personal growth aspirations.
Q4: How do Hertzberg's 2 Factor Theory and Maslow's hierarchy relate to workplace culture?
A4: Hertzberg's 2 Factor Theory and Maslow's hierarchy highlight the importance of distinguishing between basic needs (hygiene factors) and motivating factors. Addressing basic needs such as job security and fair treatment prevents dissatisfaction, while focusing on motivation factors such as recognition and career growth promotes job satisfaction and engagement.
Q5: How does negative political rhetoric impact diversity and inclusion in the workplace?
A5: Negative political rhetoric can create an atmosphere of exclusion and fear, impacting marginalised individuals and eroding the sense of safety and belonging in the workplace. It's crucial for organisations to promote inclusivity and support to counteract such external influences.
Q6: What is the myth of meritocracy, and how does it affect diversity efforts?
A6: The myth of meritocracy is the belief that success is solely based on individual effort and merit, disregarding systemic barriers and privileges that affect people's opportunities. In reality, not everyone in an organisation has the same access to resources and opportunities, which can perpetuate inequality.
Q7: Why is it important to address root causes of workplace dissatisfaction rather than superficial perks?
A7: Addressing root causes such as poor management relationships and overwhelming workloads is essential for genuine employee satisfaction and retention. Superficial perks like beanbags and free coffee may temporarily boost morale but fail to resolve underlying issues that affect long-term engagement and productivity.
Q8: What role does privilege play in advancing diversity and inclusion?
A8: Privilege plays a crucial role in advancing D&I efforts. Individuals with privilege, such as men or able-bodied people, have the power to advocate for marginalised groups and drive change. Recognising and leveraging one's privilege can lead to more inclusive policies and practices.
Q9: How can organisations promote equity and inclusion effectively?
A9: Organisations can promote equity and inclusion by implementing comprehensive education and training on cultural intelligence, addressing unconscious biases, and ensuring diverse representation at all levels. Moreover, fostering an open culture where diverse identities are valued and respected is vital.
Q10: What is the value of having diverse representation in mainstream products?
A10: Diverse representation in mainstream products, such as greeting cards and children's books, ensures that all individuals see themselves reflected in society. This reduces unconscious exclusion and biases, promoting a more inclusive culture where everyone feels recognised and valued.
Tell me more about the guest and their views
Absolutely! The guest for this episode, Toby Mildon, brings a wealth of experience and insights to the conversation on diversity and inclusion (D&I). Toby is a workplace inclusion specialist who has an impressive knack for demystifying the oft-perceived complexities of equality, diversity, and inclusion (EDI), making it practical, easily implementable, and less intimidating for organisations.
Initially stemming from a background in technology, Toby transitioned to focus on D&I, driven by a personal commitment to foster inclusive work environments and challenge systemic biases. One notable aspect that Toby discusses is the "diversity iceberg" metaphor. This highlights that the visible characteristics we often associate with diversity make up only a small portion (about 10%) of a person's identity, while the larger, hidden aspects remain underwater. Factors like being left-handed or introverted are just as significant but typically overlooked.
Toby sheds light on how biases and assumptions impact individuals, drawing from his own experiences as someone with a physical disability. He points out the absence of disabled role models in media and society, which perpetuates unconscious biases against disabled people.
An intriguing part of the conversation is Toby's discussion on the struggle of tracking and realising the return on investment (ROI) in diversity and inclusion efforts. He underscores the necessity for HR professionals to develop solid commercial skills and speak the language of business. This includes understanding the financial impact of factors such as employee attrition and the benefits of investing in retention.
Toby also delves into the crucial concept of the employee value proposition (EVP) and employer brand, outlining them on three levels: basics (hygiene factors), benefits, and aspirational values. These layers are critical in fostering a workplace culture where employees feel valued and motivated.
Moreover, Toby addresses the discomfort and fear associated with addressing EDI issues, noting that many feel paralysed by the fear of making mistakes or damaging their reputation. He stresses the importance of using one's privilege to foster a more inclusive culture, drawing comparisons to significant historical milestones such as men granting women the right to vote in 1918.
Toby’s views are underpinned by a call for deeper understanding of the emotional "why" behind D&I actions. He believes that true inclusivity stems from recognising and addressing root causes such as relationships with managers and workload, rather than relying on superficial perks. Additionally, he discusses how diversity and inclusion can boost innovation and help tackle global challenges like climate change and achieving net zero.
Overall, Toby Mildon champions a paradigm shift in how organisations approach diversity and inclusion. He advocates for creating environments where everyone, regardless of their background, feels safe, respected, and able to thrive. His perspective is one of not just compliance or box-ticking but genuinely understanding and valuing the diverse experiences and talents within the workforce.
Ideas for Future Training and Workshops based on this Episode
Certainly! Drawing from the key insights of this episode of "The Inclusion Bites Podcast," here are some ideas for future training and workshops:
1. Understanding the Emotional "Why" in D&I
Workshop Focus:
Delving into the emotional motivations behind supporting diversity and inclusion.
Engaging activities to help participants connect personally and emotionally with D&I initiatives.
Case studies showing the impact of understanding the emotional "why."
2. Measuring ROI in Diversity and Inclusion
Training Focus:
Practical strategies for tracking the return on investment in D&I efforts.
Tools and methods for quantifying the benefits of retention, engagement, and a positive work culture.
Examples and scenarios where D&I initiatives have improved business outcomes.
3. Commercial Skills for HR
Workshop Focus:
Enhancing the business acumen of HR professionals.
Training on how to communicate the business case for D&I using commercial language.
Interactive sessions analysing the costs associated with attrition and the ROI of employee retention strategies.
4. Building a Strong Employee Value Proposition (EVP)
Training Focus:
Exploring the three levels of EVP: basics (hygiene factors), benefits, and aspirational values.
Exercises to assess and develop one's organisation's EVP.
Reviewing and applying theories like Hertzberg's 2 Factor Theory and Maslow's hierarchy.
5. Tackling Root Causes in D&I
Workshop Focus:
Addressing foundational issues such as manager relationships and workload.
Practical approaches to creating a culture of psychological safety and inclusivity.
Discussions on moving beyond superficial perks to meaningful changes.
6. Privilege and Allyship in the Workplace
Training Focus:
Understanding and recognising privilege with interactive and reflective exercises.
Strategies for using one's privilege to advocate for marginalised communities.
Role-playing scenarios to develop effective allyship practices.
7. Diversity in Media and Cultural Representation
Workshop Focus:
Analysing the current state of diversity in media and cultural products.
Creating plans to integrate diverse representations in organisational materials and marketing.
Storytelling and media critique sessions to identify and challenge stereotypes.
8. Inclusive Growth and Innovation
Training Focus:
Leveraging diversity to drive innovation and address global challenges like climate change.
Case studies of organisations that have successfully integrated D&I to foster creativity.
Collaborative sessions to develop actionable strategies for inclusive growth.
9. Addressing the Myth of Meritocracy
Workshop Focus:
Exploring the concept of meritocracy and its impact on organisational culture.
Debunking myths and understanding how privilege affects opportunities.
Training on creating fairer systems that genuinely recognise and reward talent.
10. Fear of Getting it Wrong: Overcoming Barriers to D&I
Training Focus:
Addressing the common fears around D&I, particularly in getting it wrong.
Strategies for building cultural intelligence and confidence in engaging with different identities.
Discussions on the importance of making mistakes and learning from them to foster an inclusive environment.
11. Designing an Inclusive Environment in Tech
Workshop Focus:
Specific strategies for tech companies to transition into more inclusive environments.
Reviewing successful case studies from tech transformations led by D&I principles.
Hands-on activities to redesign current tech workplace policies and cultures.
12. The Role of Managers in Promoting Inclusion
Training Focus:
Equipping managers with the skills and tools to support D&I initiatives.
Training on how to foster an inclusive team culture and build trust.
Interactive problem-solving sessions on common challenges faced by managers in diverse teams.
These workshops and training sessions can provide practical tools, foster deeper understanding, and inspire meaningful change within organisations.
🪡 Threads by Instagram
Joining Joanne Lockwood and Toby Mildon on Inclusion Bites, we delve into the 'why' behind diversity efforts. It's not just about ticking boxes—understanding and articulating why it matters is crucial for real change.
On Inclusion Bites, we explore how diversity isn't just visible traits. Much like an iceberg, many aspects are hidden. Tune in as we uncover these layers with Joanne Lockwood and Toby Mildon.
Can the workplace be truly inclusive? On the latest Inclusion Bites, Toby Mildon shares insights on overcoming biases and assumptions, drawing on his personal experiences and expertise. Essential listening for HR and business leaders.
Let's rethink workplace perks. Beanbags and coffee are nice, but true retention comes from a positive culture and supportive environment. Hear more from Joanne Lockwood and Toby Mildon on Inclusion Bites.
Privilege isn't just a buzzword; it's a reality shaping lives. On Inclusion Bites, we discuss why understanding privilege and using it to advocate for others is key to creating a truly inclusive world. Tune in for a thought-provoking conversation.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Welcome to the Leadership Insights Channel. Today, let's address a frequent challenge faced by leaders: understanding and enhancing the emotional "why" behind diversity and inclusion (D&I) initiatives.
The Problem:
Many leaders struggle to connect with and articulate the emotional reasons behind their D&I efforts. This often results in superficial actions that fail to resonate with their teams or bring about meaningful change.
Clear Actions and Behaviours:
Educate Yourself: Take time to understand the lived experiences of diverse individuals in your organisation. This might involve listening to personal stories, attending workshops, or reading literature on the subject.
Articulate the Emotional "Why": Clearly communicate why D&I matters to you personally and to the organisation. Use emotive storytelling to highlight the impact of an inclusive culture on both individual well-being and business success.
Prioritise Retention: Focus on creating a supportive and positive work culture. This means addressing root causes of dissatisfaction, such as manager relationships and workloads, instead of relying on surface-level perks.
Align Vision and Values: Ensure that your company’s vision and values promote a sense of belonging for all employees. Regularly revisit and update these values to reflect the evolving nature of the workplace and society.
Leverage Privilege: Recognise your own privilege and use it to advocate for systemic changes that promote equity. This could involve mentoring marginalised employees or challenging discriminatory practices within your organisation.
By understanding the emotional underpinnings of D&I and taking decisive actions, you can cultivate a more inclusive and productive workplace. Remember, meaningful change starts with empathy and a commitment to understanding the "why" behind your initiatives.
Thank you for watching the Leadership Insights Channel. Join us next time for more tips on becoming an effective and inclusive leader.
SEO Optimised Titles
Why 70% of Workplace Diversity Efforts Fail to Show ROI | Toby @ Inclusive Growth
The 3 Levels of Building a Strong Employer Brand in D&I | Toby @ Inclusive Growth
Busting the Myth of Meritocracy in Modern Organisations | Toby @ Inclusive Growth
Email Newsletter about this Podcast Episode
The Inclusion Bites Newsletter
Hey Inclusion Bites Family,
Joanne Lockwood here and I’m excited to share our latest podcast episode with you! We've had an incredible chat with the fantastic Toby Mildon in an episode titled “From Tech to D&I Transformation.” Trust me, you won’t want to miss this engaging and heartfelt conversation.
Top 5 Takeaways:
The Big Bang Moment: Sometimes it takes a significant event to wake us up to the real issues around health, diversity, and inclusion.
The Emotional "Why": We delve deep into understanding the emotional drivers behind our actions, especially in the context of EDI. This is crucial for making genuine progress.
ROI Challenge: Toby sheds light on the ongoing struggle to measure the return on investment in diversity and inclusion efforts. Spoiler: It’s not just about the numbers!
Commercial Savvy in HR: We chat about why HR professionals need to speak the language of business, using insightful examples like how the cost of employee attrition affects the bottom line.
Privilege and Allyship: Our discussion highlights the importance of recognising privilege – and using it to support and champion underrepresented groups.
Did You Know?
Here's a fascinating tidbit from our discussion: Did you know that in the realm of work, Toby compares privilege to a pension fund? Early privilege stacks the deck in favour of lifelong advantages, just like starting your pension savings early benefits you down the road. A thought-provoking analogy, isn’t it?
Call to Action:
We’d love for you to tune in and join us on this journey towards a more inclusive world! Subscribe to The Inclusion Bites Podcast, and share your thoughts and stories with us. Your experiences and ideas could spark the next great discussion on our show.
Strong Finish:
So, grab a cup of tea, settle in, and prepare to be inspired by Toby Mildon’s insights on creating a genuinely inclusive work culture. Remember, it’s about more than just ticking boxes – it’s about heartfelt change and making a real difference.
Until next time, let’s keep biting into inclusion, one bold conversation at a time!
Warm regards,
Joanne Lockwood
Host, The Inclusion Bites Podcast
Potted Summary
Intro
In this insightful episode of The Inclusion Bites Podcast, host Joanne Lockwood and guest Toby Mildon discuss the pivotal role of significant events in driving awareness and action around diversity and inclusion (D&I). They explore the emotional "why" behind actions, the commercial imperatives in HR, employee retention strategies, and the impact of privilege on EDI efforts. The conversation highlights the need for creating inclusive, safe work cultures to boost innovation and address societal challenges.
In this Conversation We Discuss
👉 Emotional "why"
👉 ROI in D&I
👉 Employee retention
Here Are a Few of Our Favourite Quotable Moments
"Understanding the emotional 'why' is crucial for genuine D&I transformation."
"Privilege is like a pension fund; those with early privilege often have compounded advantages."
"The motivation for supporting EDI should come from understanding both personal and business 'whys'."
Summary
This episode dives deep into the essential elements of D&I transformation, emphasising the emotional "why," commercial skills in HR, and the impact of privilege. Joanne Lockwood and Toby Mildon offer valuable insights into creating inclusive workplace cultures. Tune in now to gain a fresh perspective on driving meaningful change in your organisation. Listen to the full episode of The Inclusion Bites Podcast!
LinkedIn Poll
LinkedIn Poll Introduction and Summary
In our latest episode of "The Inclusion Bites Podcast," "From Tech to D&I Transformation," Joanne Lockwood and Toby Mildon delve into the emotional "why" behind diversity and inclusion efforts, the ROI on D&I, and the importance of addressing root causes for a better corporate culture. They bring forward engaging discussions on the myths of meritocracy, the essential need for privileged groups to act as allies, and the changing nature of work and its impact on young generations.
Poll Question
What's the biggest challenge in creating an inclusive workplace? 🌟
Poll Responses
Articulating the "why" 💭
Measuring ROI 📊
Cultural intelligence 🌍
Privilege awareness 🎓
Poll Closing
Why vote? 🗳️ Your input helps us understand the key challenges we need to address in our journey towards a more inclusive and equitable workplace. Let's spark change together! 💬
Hashtags
#InclusionBites #DiversityAndInclusion #WorkplaceCulture #InclusionMatters
Highlight the Importance of this topic on LinkedIn
🚀 From Tech to D&I Transformation: Why It's Crucial for Us All 🌍
Just finished listening to the latest episode of The Inclusion Bites Podcast featuring Joanne Lockwood and Toby Mildon. The discussion hit home on so many levels! Here's why this conversation is indispensable for our industry and profession:
💡 Understanding the "Why": Joanne and Toby stress the importance of connecting with the emotional "why" behind our actions. It's not just about ticking boxes; it's about truly understanding and articulating our motivations for a more inclusive workplace.
📊 ROI in Diversity: Measuring the return on investment in diversity and inclusion is a real challenge. They highlighted the importance of linking EDI efforts to business outcomes, like reducing attrition costs and boosting employee retention through a positive work culture.
💼 Commercial Skills in HR: Bringing commercial acumen into HR is essential. If we can speak the language of business, we can make a stronger case for diversity initiatives that drive tangible results.
🌈 Employee Value Proposition (EVP): The discussion around EVP and employer branding was enlightening. Building a compelling EVP on basics, benefits, and aspirational values can attract and retain diverse talent.
💬 Addressing Root Causes: Joanne and Toby talked about tackling root issues like relationships with managers and workloads instead of superficial perks. It's about creating a culture where everyone feels safe, valued, and included.
🎓 The Myth of Meritocracy: They debunked the myth of meritocracy, explaining how privileges and experiences shape one's journey. Recognising and utilising our privilege can help us become better allies and advocates for change.
🏳️🌈 Inclusion & Productivity: Creating a culture of inclusion not only uplifts individuals but drives productivity. It's about aligning vision and values and working with those who share our commitment to inclusivity.
For anyone passionate about making workplaces more inclusive and equitable, this episode is a must-listen. Let's continue these crucial conversations and drive real, transformative change. 📈🌟
#EDI #Inclusion #Diversity #HR #Leadership #WorkplaceCulture #ChangeMakers
L&D Insights
Hello L&D professionals! 🌟 As you navigate the labyrinth of leadership, HR, and EDI, the latest episode of "The Inclusion Bites Podcast" with Joanne Lockwood and Toby Mildon offers essential insights and "aha moments" that can transform your approach. Here are key takeaways:
Insights for Senior Leaders, HR, and EDI Professionals:
Emotional "Why": Understanding the emotional reasons behind diversity and inclusion initiatives is crucial. This isn't just about metrics but about genuinely connecting with your workforce. ❤️
ROI of D&I Efforts: Tracking and realising the return on investment (ROI) in D&I efforts is a constant challenge. Being able to articulate the financial and cultural ROI is essential. 📊
Commercial Skills in HR: Integrating commercial skills into HR and speaking the language of business can help justify D&I investments, such as in employee retention and reducing attrition costs. 📈
Employee Value Proposition (EVP): Building a strong EVP grounded in basics, benefits, and aspirational values can attract and retain a diverse talent pool. 🏆
"Aha Moments":
Privilege Analogy: Joanne Lockwood’s analogy of privilege as a "pension fund" underscores how early advantages compound over time, reiterating the necessity for leaders to understand and account for these disparities. 🔍
Meritocracy Myth: The discussion of meritocracy myths in workplaces highlights the need for leaders to critically evaluate their organisational culture and ensure it's genuinely inclusive. 💡
Root Causes vs. Superficial Perks: Leaders are reminded to address core issues affecting employee well-being rather than relying on superficial perks. True inclusion requires tackling root problems like manager relationships and workloads. 🌱
D&I and Innovation: Diversity and inclusion are directly linked to boosting innovation and addressing broader societal problems such as climate change. 🌍
Actions to Take:
Engage Emotionally: Foster a culture where understanding and connecting with the emotional "why" behind D&I is a priority. 🗣️
Build Commercial Acumen: Cultivate commercial skills within HR teams to help them articulate the business case for D&I initiatives effectively. 👔
Address Core Issues: Focus on resolving root causes of dissatisfaction and exclusion, such as poor manager relationships, rather than offering superficial fixes. 💼
Promote Privilege Awareness: Raise awareness about privilege within your organisation and encourage those in privileged positions to use their influence to drive equity and inclusion. 👐
Foster Innovation through Inclusion: Recognise the connection between a diverse team and innovative problem-solving. Make D&I a core component of your business strategy. 🤝
Hashtags for Social Media:
#InclusionBites #DandITransformation #LeadershipInsights #EDIExcellence #InclusiveCulture 🌐
Implement these insights to evolve your organisational culture and drive meaningful change. Let’s create a world where inclusion is the norm! 🌟
Glossary of Terms and Phrases
Certainly! Here are some key concepts mentioned in the episode that may not be frequently used by most people, along with the definitions implied in the context of the discussion:
Emotional "why" - The deep, often personal reason or motivation behind actions or decisions, particularly in the context of diversity and inclusion.
Return on investment (ROI) - Measuring the financial gain or benefit achieved from an investment, in this case, demonstrating the value gained from diversity and inclusion efforts within organisations.
Employee value proposition (EVP) - The unique set of benefits and values that an organisation offers to its employees, attracting and retaining talent.
Hygiene factors - Basic elements that must be present in the workplace to avoid dissatisfaction, derived from Hertzberg's 2 Factor Theory.
Aspirational values - Higher-level values that inspire and motivate employees beyond basic needs and benefits.
Hertzberg's 2 Factor Theory - A theory proposing that job satisfaction and dissatisfaction arise from two different sets of factors: hygiene factors and motivators.
Maslow's Hierarchy of Needs - A psychological theory outlining a hierarchical model of human needs, from basic physiological needs to self-actualisation.
Political rhetoric - Language used by politicians that can often have divisive or negative impacts on society.
Privilege - The unearned advantages that individuals might have due to certain aspects of their identity, which can affect their experiences and opportunities in life.
Meritocracy - A system where advancement in society is based on individual talent, effort, and achievement, though it is criticised as often overlooking systemic inequalities.
Diversity iceberg - A metaphor illustrating that visible characteristics (such as race or gender) are only the tip of the iceberg, with much of diversity being invisible (such as being left-handed or introverted).
Internalised biases - The subconscious attitudes or stereotypes that individuals hold about themselves based on societal norms and representations.
"Wokeism" - A pejorative term sometimes used to criticise progressive social policies aimed at equality and fairness.
Cultural Intelligence (CQ) - The capability to relate and work effectively across cultures and identities.
Inclusivity - The practice or policy of including people who might otherwise be excluded or marginalised, such as those having disabilities or belonging to various minority groups.
Equity - Ensuring fair treatment, opportunities, and advancement while striving to identify and eliminate barriers that have prevented the full participation of some groups.
By elucidating these terms, the episode aims to deepen understanding and foster meaningful dialogues around diversity and inclusion.
SEO Optimised YouTube Content
Focus Keyword: Positive People Experiences
Title: From Tech to D&I Transformation | #InclusionBitesPodcast
Tags: Positive People Experiences, Culture Change, Diversity and Inclusion, D&I, workplace inclusion, equality, equity, workplace culture, HR skills, employee value proposition, employer brand, emotional why, hygiene factors, motivation factors, business language, ROI in D&I, retention strategies, workforce innovation, inclusive society, marginalised voices, privilege, allyship, diversity iceberg, James Bond analogy, wokeism, equity in society
Killer Quote: "Privilege is like a pension fund, the earlier you start, the more advantages you accumulate in life." - Joanne Lockwood
Hashtags: #PositivePeopleExperiences, #CultureChange, #InclusionBitesPodcast, #DiversityAndInclusion, #WorkplaceInclusion, #Equality, #Equity, #WorkplaceCulture, #HRSkills, #EmployeeRetention, #EmployerBrand, #EmotionalWhy, #EmployeeValueProposition, #InclusiveGrowth, #Allyship, #Privilege, #MarginalisedVoices, #DiversityIceberg, #Wokeism, #EquityInSociety
Why Listen
Welcome to another transformative episode of the Inclusion Bites Podcast! I'm Joanne Lockwood and today, we're diving deep into how tech expertise can evolve into a passion for diversity and inclusion. Joining me is Toby Mildon, a workplace inclusion specialist known for his practical approach to making EDI less daunting.
In today's discussion, we underscore the necessity of a significant event to raise awareness and galvanise action around health and diversity issues. Toby and I both believe that understanding the emotional "why" behind diversity and inclusion initiatives is crucial. Without this internalised motivation, efforts may seem superficial and fail to drive real change. We delve into how difficult it often is to connect with this emotional core and wisely articulate it.
Tracking and realising the ROI in diversity and inclusion efforts is another focal point. Toby shares the importance of commercial skills in HR, stressing the need to speak the language of business. For instance, the potential cost of attrition and the ROI in investing in retaining employees cannot be overlooked. We both affirm that a positive employee value proposition (EVP) and brand are essential, built on three levels: basics, benefits, and aspirational values.
As we explore Hertzberg's 2 Factor Theory and Maslow's hierarchy, we discuss the importance of addressing hygiene and motivation factors in the workplace. Negative political rhetoric and its impact on the corporate environment is another significant topic. Toby and I are adamant that root causes, such as relationships with managers and workload, need addressing rather than superficial perks.
Our conversation extends to the experiences of marginalised individuals, touching on the unsafe feelings of a trans woman and the impact of political decisions on disabled people. Creating a culture of inclusion, safety, and support in both society and the corporate world is crucial. The culture, rather than just policies, will ultimately shape people’s experiences and impact productivity.
Toby and I challenge the myth of meritocracy in organisations. Among other things, we highlight that not everyone in an organisation shares the same privileges, affecting their access to opportunities. We use various analogies, like privilege as a pension fund, to underline these disparities.
The fear of addressing equality, diversity, and inclusion issues incorrectly is also dissected. Toby points out the fear of damaging one's reputation, while I emphasise the importance of using one's privilege to foster inclusive culture.
In this rich dialogue, Toby discusses how diversity and inclusion can boost innovation and address issues like climate change and achieving net zero. The emphasis on aligning vision and values, fostering belonging, and considering the health of the planet in the work context takes centre stage, especially as work evolves toward creativity and innovation, driven by younger generations.
I share my personal journey as a transgender individual and how my identity polarises people, leading to collaborations with those aligned with my values. Toby also brings to light his personal experiences and advocates for inclusive growth.
Finally, we wrap up with encouragement to the listeners to subscribe, reach out, and contribute to fostering a more inclusive world. Both Toby and I highlight the necessity of privileged groups addressing sexism, ableism, homophobia, transphobia, and racism.
This episode is a compendium of insights and actionable takeaways on creating Positive People Experiences through culture change.
Closing Summary and Call to Action
Thank you for tuning in to an enlightening episode. Let’s summarise the key points and actionable insights from today’s discussion:
Emphasise the Emotional 'Why':
Personalise the motivation behind your D&I initiatives.
Use stories and real-life examples to articulate this effectively.
Understand and Track ROI:
Integrate commercial skills within HR.
Focus on the costs of attrition and benefits of retention.
Focus on Comprehensive EVPs:
Build EVPs on basics, benefits, and aspirational values.
Create a positive and inclusive brand for your employees.
Address Hygiene and Motivation Factors:
Recognise the role of basic needs and higher-level motivations in the workplace.
Use theories like Hertzberg’s and Maslow’s to inform your strategies.
Combat Negative Political Rhetoric:
Create an inclusive and safe corporate environment.
Address root causes rather than offering superficial perks.
Support Marginalised Individuals:
Improve relationships with managers and manage workloads.
Ensure policies translate into a genuinely inclusive culture.
Challenge the Myth of Meritocracy:
Acknowledge and address disparities in privileges within your organisation.
Use analogies to explain these disparities clearly.
Leverage Privilege for Inclusive Culture:
Encourage privileged groups to advocate for those less privileged.
Educate and train on cultural intelligence to handle difficult conversations.
Boost Innovation Through D&I:
Highlight the contribution of diversity to innovation and tackling global challenges.
Align your corporate vision and values with inclusion principles.
Foster a Culture of Belonging:
Create a positive work environment where everyone feels they belong.
Engage younger generations by aligning with their values.
Encourage your organisation and society at large to adopt these principles for creating Positive People Experiences. Utilising privilege to create cultural change is not just beneficial for those marginalised but brings about richer, more innovative environments for all.
Outro
Thank you, dear listener, for joining us on this inspiring journey. To stay updated and catch more episodes of Inclusion Bites, make sure to like and subscribe to our channel. For more information, visit SEE Change Happen at https://seechangehappen.co.uk and tune into 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!
Sure, let's start by identifying the key problems discussed in this episode and then use the '5 Whys' technique to delve deeper into each issue.
Problem 1: Difficulty in Tracking and Realising ROI on Diversity and Inclusion Efforts
1. Why is it difficult to track and realise ROI on D&I efforts?
Because there aren't always clear metrics and KPIs to measure the impact of D&I initiatives.
2. Why are there no clear metrics and KPIs for D&I initiatives?
Because the impact of D&I is often qualitative, involving employee well-being and company culture, which are harder to quantify.
3. Why is the impact on employee well-being and company culture harder to quantify?
Because these aspects are subjective and can vary widely among individuals.
4. Why do these aspects vary widely among individuals?
Due to the diverse experiences, backgrounds, and perceptions of employees.
5. Why do employees have such diverse experiences and perceptions?
Because of varying levels of privilege, biases, and societal influences that affect individual experiences and perceptions.
Root Cause Summary
The root cause is the qualitative nature of D&I impacts, influenced by diverse, subjective employee experiences.
Potential Solutions
Develop standardised qualitative and quantitative metrics for D&I initiatives.
Use employee surveys and sentiment analysis to gather data.
Establish a clear link between D&I efforts and business outcomes like retention rates, productivity, and innovation.
Problem 2: Creating an Inclusive Work Environment
1. Why is creating an inclusive work environment challenging?
Because it requires changing deeply ingrained organisational cultures and individual behaviours.
2. Why are organisational cultures and individual behaviours difficult to change?
Because people may resist change due to a lack of awareness or fear of losing their own privileges.
3. Why do people lack awareness or fear losing their own privileges?
Because of insufficient education and training on the importance of inclusion and the benefits it brings to everyone.
4. Why is there insufficient education and training on inclusion?
Because organisations may not prioritise it or allocate enough resources towards it.
5. Why do organisations not prioritise or allocate resources to inclusion education and training?
Because they may consider it a lower priority compared to immediate business goals and pressures.
Root Cause Summary
The root cause is the insufficient prioritisation and resource allocation for inclusion education and training within organisations.
Potential Solutions
Integrate D&I education and training into mandatory programs for all employees.
Allocate a specific budget and resources towards sustained D&I initiatives.
Highlight the long-term business benefits of an inclusive work environment to garner executive buy-in.
Problem 3: The Myth of Meritocracy in Organisations
1. Why does the myth of meritocracy persist in organisations?
Because organisations often overlook systemic biases and inequalities in their structures and processes.
2. Why are systemic biases and inequalities often overlooked?
Because there is a lack of awareness and understanding of how these biases manifest and affect opportunities.
3. Why is there a lack of awareness and understanding of systemic biases?
Because of insufficient representation and visibility of marginalised groups within the organisation.
4. Why is there insufficient representation and visibility of marginalised groups?
Because recruitment and promotion processes may be biased or favour certain demographics.
5. Why might recruitment and promotion processes be biased?
Because of unconscious biases and a lack of checks and balances to ensure equity.
Root Cause Summary
The root cause is the persistence of unconscious biases and insufficient checks and balances in recruitment and promotion processes.
Potential Solutions
Implement structured and unbiased recruitment and promotion processes with clear criteria.
Conduct regular bias training for hiring managers and promotion committees.
Establish diversity hiring targets and accountability measures.
Problem 4: Negative Impact of Political Rhetoric on Inclusivity
1. Why does political rhetoric negatively impact inclusivity in the workplace?
Because it can reinforce divisions and biases, leading to a hostile work environment for marginalised groups.
2. Why does political rhetoric reinforce divisions and biases?
Because it often plays on existing prejudices and fears within society.
3. Why are existing prejudices and fears prevalent in society?
Because of long-standing stereotypes, misinformation, and a lack of exposure to diverse perspectives.
4. Why is there a lack of exposure to diverse perspectives?
Because of segregated communities and echo chambers in media and social networks.
5. Why do segregated communities and echo chambers exist?
Because people often gravitate towards those with similar views and backgrounds, reinforced by algorithm-driven content.
Root Cause Summary
The root cause is the prevalence of long-standing stereotypes and the reinforcement of echo chambers in media and social networks.
Potential Solutions
Promote diverse perspectives through media representation and inclusive content.
Encourage open dialogues and discussions in the workplace about diversity and inclusivity.
Provide platforms and opportunities for marginalised voices to be heard within organisations.
By addressing these root causes and implementing these potential solutions, organisations can make significant strides towards creating more inclusive and equitable environments.
Canva Slider Checklist
Slide | Content |
|---|---|
1 | Transform your organisation's D&I approach with these 5 best practices for senior leaders in HR, DEI, TA, and OD. Enhance your understanding of emotional drivers, ROI, retention strategies, and inclusivity for a more dynamic and equitable workplace. |
2 | Understand the Emotional "Why": Connect deeply with the emotional motivations behind diversity initiatives, ensuring all stakeholders comprehend and align with these fundamental values for effective D&I implementation. |
3 | Measure ROI in D&I Efforts: Develop commercial skills to track and articulate the return on investment in diversity initiatives. Highlight the cost benefits of reducing attrition and fostering a positive workplace culture. |
4 | Focus on Employee Retention: Prioritise creating a supportive and inclusive work environment to enhance retention. Address root causes like relationships with managers and workload rather than superficial perks. |
5 | Build a Strong EVP and Employer Brand: Establish a compelling employee value proposition grounded in basics, benefits, and aspirational values. Leverage Hertzberg's 2-Factor Theory and Maslow’s hierarchy to address workplace motivation and hygiene factors. |
6 | Recognise and Use Privilege for Advocacy: Encourage allies within privileged groups to tackle systemic issues like sexism and racism. Educate on cultural intelligence to foster understanding and support for marginalised groups, promoting a truly inclusive culture. |
7 | Joanne Lockwood, SEE Change Happen, https://seechangehappen.co.uk – Ready to transform your D&I strategy? Contact us to start creating a truly inclusive workplace! Reach out today for bespoke training and consultancy services. |
6 major topics
From Tech to D&I Transformation: A Journey of Inclusivity and Change
As I sat down with Toby Mildon, a workplace inclusion specialist, we found ourselves navigating a course filled with poignant insights and profound realisations about diversity and inclusion. Toby's knack for translating the seemingly overwhelming concept of D&I into tangible, actionable steps was both invigorating and eye-opening. Throughout our conversation, we covered an array of topics, each shedding light on the multifaceted nature of diversity and inclusion (D&I). Here’s a closer look at what we discussed.
The Emotional "Why" Behind Diversity and Inclusion
Understanding the emotional "why" driving our actions is crucial in the context of diversity and inclusion. Have you ever wondered why some people are passionate about creating inclusive environments? For Toby, this emotional connection stems from personal experiences and the recognition of existing inequities. We delved into how this "why" isn't just a feel-good narrative but a powerful motivator that drives tangible change. When we genuinely connect with the emotional reasons behind D&I, we begin to see the invisible threads that bind us and underpin our commitment to fostering inclusivity.
The ROI on Diversity and Inclusion: A Tangible Perspective
One of the most pressing challenges in the realm of D&I is tracking the return on investment (ROI). How can you measure something as abstract as inclusivity? Toby and I explored the commercial skills essential in HR and the significance of speaking the language of business. By tying D&I efforts to concrete financial benefits—such as the cost of attrition and the value of retention—organisations can better appreciate the ROI. Think about it: if investing in a positive work culture saves significant sums in recruitment and training costs, isn’t that a clear indicator of the inherent value D&I brings?
Building an Inclusive Employee Value Proposition (EVP)
We ventured into the intricacies of the employee value proposition (EVP) and employer brand, exploring how they are essential in building an inclusive workplace. Have you ever considered your workplace’s EVP and its layers—basics, benefits, and aspirational values? Toby highlighted that addressing these levels ensures a holistic approach to employee satisfaction. This conversation brought to mind Herzberg’s 2 Factor Theory and Maslow’s hierarchy, drawing parallels to how hygiene and motivation factors play pivotal roles in shaping a positive workplace culture.
The Invisible Barriers: Internalised Bias and Representation
The metaphor of the "diversity iceberg" perfectly encapsulates the unseen barriers many face. Only a small fraction of diversity is visible, leaving numerous aspects hidden beneath the surface. Toby shared personal anecdotes about internalised biases and the lack of representation in media, reinforcing the need to bring these invisible elements to light. Imagine the impact if mainstream products like greeting cards and children's books showcased a broader spectrum of diversity. These changes might seem minor, but they can profoundly affect individuals who do not fit the default category.
The Role of Privilege in Driving Inclusivity
Privilege often plays a silent yet powerful role in perpetuating inequities. Toby and I discussed the misconception of meritocracy and how it often ignores the privileges some individuals inherently possess. Think about privilege as a pension fund—those with early privilege accrue more advantages over time. By recognising and using our privilege, we can act as allies to tackle sexism, ableism, homophobia, transphobia, and racism from within our spheres of influence. This conversation underscored the importance of being proactive in leveraging our privileges to foster inclusivity.
Shaping the Future of Work through Inclusive Growth
Our dialogue rounded off with reflections on how inclusivity can drive creativity, innovation, and overall alignment with values, particularly among the younger generations. As Toby aptly pointed out, the myth of meritocracy often obscures the real barriers individuals face, affecting their access to opportunities. We need to shift our focus towards fostering a culture where everyone feels a sense of belonging and safety. Whether it’s addressing negative political rhetoric or recognising the fear of getting it wrong in EDI issues, the path towards inclusive growth is paved with understanding and action.
This conversation with Toby Mildon highlighted the significant, often nuanced facets of diversity and inclusion. The journey from tech to D&I transformation is not merely about policies and procedures but about fostering an environment where every individual feels valued and included. Remember, inclusivity is not just an organisational checkbox; it's a commitment to ongoing, authentic change.
Slogans and Image Prompts
Slogan/Soundbite: "Understanding the ‘Why’ Drives Change"
Suggested Use:
Hashtags: #WhyDrivesChange #InclusionMatters
Merchandise: T-shirts, mugs, stickers
AI Image Generation Prompt:
"Create a graphic with the words 'Understanding the ‘Why’ Drives Change' in bold, with an abstract design that symbolises thought and emotion. Use vibrant colours such as blues and purples to convey depth and introspection."
Slogan/Soundbite: "Prioritise Inclusion, Uplift Society"
Suggested Use:
Hashtags: #PrioritiseInclusion #UpliftSociety
Merchandise: T-shirts, stickers, tote bags
AI Image Generation Prompt:
"Design a visual with the words 'Prioritise Inclusion, Uplift Society' centralised. Incorporate diverse, stylised human figures holding hands around a globe, and use a rainbow palette to depict inclusivity."
Slogan/Soundbite: "Meritocracy is a Myth"
Suggested Use:
Hashtags: #MythOfMeritocracy #EqualOpportunities
Merchandise: Mugs, notebooks, hoodies
AI Image Generation Prompt:
"Generate an image featuring the statement 'Meritocracy is a Myth' in a bold, confrontational font. Use a monochrome background with subtle textures. Add a broken pedestal to signify the breaking of old beliefs."
Slogan/Soundbite: "ROI on Inclusion: Priceless"
Suggested Use:
Hashtags: #InclusionROI #ValueOfDiversity
Merchandise: T-shirts, mousepads, mugs
AI Image Generation Prompt:
"Create a graphic with 'ROI on Inclusion: Priceless'. Use a sleek and professional design with icons representing diversity (e.g., diverse hands, puzzle pieces) intertwined with financial symbols like coins and graphs."
Slogan/Soundbite: "Inclusive Culture, Empowered Workforce"
Suggested Use:
Hashtags: #InclusiveCulture #EmpoweredWorkforce
Merchandise: Caps, T-shirts, water bottles
AI Image Generation Prompt:
"Design a vibrant illustration with 'Inclusive Culture, Empowered Workforce' written across it. Integrate images of a diverse group of people collaborating, with bright and energising colours to reflect empowerment and unity."
Slogan/Soundbite: "Align Vision, Achieve Belonging"
Suggested Use:
Hashtags: #VisionAndBelonging #WorkplaceUnity
Merchandise: T-shirts, mugs, stickers
AI Image Generation Prompt:
"Generate a visual with the phrase 'Align Vision, Achieve Belonging' in a sleek, modern font. Use geometric shapes and lines to create a sense of alignment and unity. Colours should be harmonious, featuring blues and greens."
Slogan/Soundbite: "Diversity Iceberg: See Beyond the Surface"
Suggested Use:
Hashtags: #DiversityIceberg #BeyondTheSurface
Merchandise: Posters, mugs, T-shirts
AI Image Generation Prompt:
"Design an image with the text 'Diversity Iceberg: See Beyond the Surface'. The image should feature an iceberg where the majority of it is underwater, with diverse symbols (e.g., brains, hearts, hands) below the surface. Use cool, icy colours to represent the iceberg."
Slogan/Soundbite: "Equity, Not Equality"
Suggested Use:
Hashtags: #EquityNotEquality #FairInclusion
Merchandise: T-shirts, hoodies, caps
AI Image Generation Prompt:
"Create a design with the phrase 'Equity, Not Equality'. Use a balanced composition with scales, one weighted with diverse icons symbolising equity and the other with generic symbols for equality. Opt for a neutral colour palette with accent colours for emphasis."
Slogan/Soundbite: "Recognise Privilege, Foster Change"
Suggested Use:
Hashtags: #RecognisePrivilege #FosterChange
Merchandise: T-shirts, stickers, mugs
AI Image Generation Prompt:
"Generate a design featuring 'Recognise Privilege, Foster Change'. Include stylised images of bridges bridging gaps between different groups. Use earthy tones with a touch of gold to signify privilege and connection."
Slogan/Soundbite: "Create Equity, Combat Wokeism Fear"
Suggested Use:
Hashtags: #CreateEquity #CombatWokeism
Merchandise: Posters, T-shirts, bumper stickers
AI Image Generation Prompt:
"Design an image with 'Create Equity, Combat Wokeism Fear' in bold, vibrant text. Illustrate this with an array of diverse, powerful raised fists against a background of abstract, dynamic lines. Use strong, contrasting colours like reds and blacks for an impactful look."
These slogans, soundbites, and quotes succinctly capture the essence of the episode’s discussion, making them perfect for merchandise and hashtags that inspire and provoke thought.
Inclusion Bites Spotlight
In this month's feature on The Inclusion Bites Podcast, From Tech to D&I Transformation, we dive deep into the significance of defining and connecting with the emotional "why" behind diversity and inclusion efforts. Our guest, Toby Mildon, a renowned workplace inclusion specialist, brings a wealth of knowledge and practical insights into the often challenging journey from tech to D&I transformation.
Host Joanne Lockwood and Toby navigate the complexities of creating a genuinely inclusive environment. They discuss the necessity of significant events to spur action on health and diversity issues, touching upon the delicate balance of articulating the emotional "why" that drives these initiatives.
One of the episode's highlights is the discussion on commercial skills within HR. Toby and Joanne explore the importance of speaking the language of business and understanding the ROI in diversity and inclusion, emphasising employee retention and the creation of a positive workplace culture. With insights into the employee value proposition (EVP) and the critical elements of employer branding, they offer a comprehensive look at building a thriving and inclusive organisational culture.
Toby and Joanne also delve into the societal and organisational impacts of political rhetoric, emphasising the creation of a safe and supportive corporate environment. They address the profound experiences of marginalised individuals, underscoring the critical need for inclusivity in every aspect of society.
Throughout the conversation, Toby and Joanne challenge the myth of meritocracy within organisations. They bring to light the discrepancies in privileges and experiences among employees, illustrating how early privileges can shape one's advantages in life. They advocate for recognising and leveraging privilege to foster a more inclusive culture, with powerful examples from history and contemporary society.
The episode isn't just about identifying problems; it also offers solutions. From the importance of cultural intelligence and allyship to the role of the royal family in championing EDI, this conversation is a treasure trove of wisdom for those committed to making a difference.
Toby's passion for inclusive growth and innovation shines through as he discusses the broader impacts of diversity, including boosting creativity and addressing global challenges like climate change. His personal experiences, combined with Joanne's insightful analogies, provide a compelling, relatable narrative that resonates deeply.
As we highlight this month's feature, we encourage you to listen to this enlightening episode of The Inclusion Bites Podcast. Let's continue to foster bold conversations about inclusion, belonging, and societal transformation.
Happy listening and don't forget to subscribe to Inclusion Bites and share your thoughts and stories with us. Your journey towards a more inclusive world begins here.
YouTube Description
Challenging the Status Quo: From Tech Giants to D&I Pioneers | The Inclusion Bites Podcast
🤔 Are tech professionals really equipped to lead the charge in diversity and inclusion? Join us for an eye-opening discussion on "The Inclusion Bites Podcast" with host Joanne Lockwood and guest Toby Mildon as we unveil the imperative shift from tech to transforming diversity and inclusion (D&I) in the workplace.
In this episode, we explore the need for significant triggers to spark real change, the challenges of connecting with the emotional "why" behind D&I efforts, and the struggle of recognising and articulating ROI in diversity initiatives. We examine how commercial skills in HR are vital for speaking the language of business, and why creating a positive work culture is key to employee retention.
Gain insights on the employee value proposition (EVP), Hertzberg's 2 Factor Theory, and Maslow's hierarchy, as Joanne and Toby discuss the essential balance between hygiene factors and aspirational values. Learn about the impact of negative political rhetoric on inclusivity, the myth of meritocracy, and the importance of recognising and leveraging privilege.
By the end of this episode, you'll not only rethink your approach to D&I but also feel empowered to act as an ally and advocate for meaningful change—from fostering an inclusive corporate culture to understanding the profound connection between belonging and innovation.
Takeaways:
Understand the need to connect with the emotional "why" in D&I efforts.
Learn how to articulate the ROI of diversity initiatives effectively.
Appreciate the importance of balancing hygiene factors and aspirational values in your EVP.
Recognise and leverage your privilege to support those less advantaged.
Be inspired to create an inclusive, safe, and supportive work environment.
💬 Don't just listen—engage! Subscribe to "The Inclusion Bites Podcast," share your thoughts, and join the movement towards a more inclusive world.
#InclusionBites #DiversityAndInclusion #EDI #WorkplaceCulture #EmployeeRetention #DiversityIceberg #PrivilegeAndPower #CorporateInclusivity #ROIInDiversity #TransformativeLeadership
👉 Listen now on YouTube: [Link]
10 Question Quiz
The Inclusion Bites Podcast: From Tech to D&I Transformation Quiz
What significant element do Joanne Lockwood and Toby Mildon stress is necessary to inspire action on health and diversity issues?
A. Profit Margins
B. Social Media Influence
C. A Significant Event
D. Company Policies
According to Joanne, what is critical in understanding actions related to diversity and inclusion?
A. Financial Gains
B. Employee Satisfaction Surveys
C. The Emotional "Why"
D. Demographic Reports
In the podcast, what do Joanne and Toby find challenging about diversity and inclusion efforts?
A. Recruiting Diverse Talents
B. Maintaining Brand Image
C. Tracking Return on Investment (ROI)
D. Setting Up Virtual Meetings
What aspect of HR does Joanne highlight as essential in discussing the cost of employee attrition?
A. Marketing Skills
B. Commercial Skills
C. Technical Skills
D. Creative Skills
Joanne relates their discussion to which two important theories?
A. Theory X and Theory Y
B. Herzberg’s Two-Factor Theory and Maslow’s Hierarchy
C. Expectancy Theory and Equity Theory
D. Theory Z and Alderfer’s ERG Theory
What analogy does Joanne use to describe the accumulation of privilege?
A. Climbing a Ladder
B. Building a Bridge
C. Filling a Pension Fund
D. Drawing a Map
What reasoning does Joanne give for men's privilege in the context of the right to vote?
A. Men inherently deserve more rights
B. Women were not interested in voting
C. Men eventually allowed women to vote in 1918
D. Voting was seen as a male responsibility
How does Joanne describe the role of privilege in creating an inclusive culture?
A. Ignoring Privilege
B. Utilising Privilege to be Allies
C. Promotion Based on Seniority
D. Equal Distribution of Privilege
What do Joanne and Toby suggest is needed in addition to superficial perks to improve workplaces?
A. Better Office Equipment
B. Clearer Job Descriptions
C. Addressing Root Causes like Relationships with Managers
D. Free Lunches
What metaphor does Toby use to describe the visible and invisible aspects of diversity?
A. Diversity Ladder
B. Diversity Iceberg
C. Diversity Pyramid
D. Diversity Web
Answer Key with Rationale
C. A Significant Event
Rationale: Joanne and Toby discussed the necessity of a significant event to bring awareness and inspire action on issues like health and diversity.C. The Emotional "Why"
Rationale: Joanne and Toby emphasised the importance of understanding the emotional reasons behind actions in the context of diversity and inclusion.C. Tracking Return on Investment (ROI)
Rationale: The discussion highlighted the difficulty in tracking and realising the ROI in diversity and inclusion efforts.B. Commercial Skills
Rationale: Joanne stressed the importance of commercial skills in HR when discussing the potential cost of attrition and the ROI in retaining employees.B. Herzberg’s Two-Factor Theory and Maslow’s Hierarchy
Rationale: Joanne referenced Herzberg’s Two-Factor Theory and Maslow’s Hierarchy to underline the significance of addressing hygiene and motivation factors in the workplace.C. Filling a Pension Fund
Rationale: Joanne utilised the analogy of privilege being like a pension fund, with early privilege resulting in more advantages in life.C. Men eventually allowed women to vote in 1918
Rationale: Joanne gave the historical example of men allowing women to vote in 1918 to illustrate the power dynamics at play.B. Utilising Privilege to be Allies
Rationale: Joanne discussed the necessity of recognising and using privilege to act as allies and advocates for change.C. Addressing Root Causes like Relationships with Managers
Rationale: The conversation emphasised the importance of addressing root issues such as manager-employee relationships rather than superficial perks.B. Diversity Iceberg
Rationale: Toby employed the "diversity iceberg" metaphor to highlight that visible characteristics represent only a small portion of diversity, with the majority being invisible.
Summary Paragraph
In the episode "From Tech to D&I Transformation" from The Inclusion Bites Podcast, Joanne Lockwood and Toby Mildon address the significance of a significant event to inspire action on health and diversity issues. They underscore the importance of understanding the emotional "why" behind actions and the challenge of effectively tracking ROI in diversity and inclusion efforts. Joanne highlights the necessity of commercial skills in HR to discuss employee attrition costs and relates their conversation to Herzberg’s Two-Factor Theory and Maslow’s Hierarchy. Joanne uses the analogy of privilege being akin to filling a pension fund and illustrates power dynamics with the example of men allowing women to vote in 1918. They underline the importance of utilising privilege to act as allies and advocates for change while addressing root causes such as relationships with managers rather than relying on superficial perks. Toby employs the "diversity iceberg" metaphor to show that the majority of diversity is invisible, reinforcing the need for a deeper understanding of diversity and inclusion in the workplace.
Rhyme Scheme and Rhythm Podcast Poetry
From Tech to Transformation: An Inclusive Journey
In the world of work, a call for sight,
To bring forth change, to make things right.
A culture shift, where we can see,
The power in diversity.
Why we act, an emotional plea,
To understand, to truly be.
ROI in heart and mind,
The ties that bind, the truths we find.
Commercial skills in HR's hands,
To speak the business, to understand.
Retention's worth, in culture's hold,
Not found in perks, but hearts of gold.
A promise true, an EVP,
With hygiene, benefits, aims that be.
From basic needs to values bright,
To light the path, to end the fight.
Negative words, a bitter breeze,
Inclusion seeks to end unease.
Manager ties, workloads clear,
More than perks, it's care we cheer.
For those left out, who feel the strain,
A need to ease the hidden pain.
The work begins with root and stem,
To lift all up, not just condemn.
Culture shapes, where economy may,
It's in the heart, where answers lay.
Meritocracy, a myth to slay,
Privilege paves an uneven way.
Using privilege, a noble call,
To lift the ones who often fall.
A vision clear, innovation's roar,
To heal the Earth, to mend the core.
Belonging's bond, a world aligned,
With values true, and hearts entwined.
A polar stance, yet values meet,
When hands of change, together greet.
Acknowledge all, inspire grace,
To make the world a warmer place.
To all who seek to share, to care,
Subscribe, connect, and stories bear.
With thanks to Toby Mildon for a fascinating podcast episode.
Key Learnings
Key Learning and Takeaway:
The pivotal learning from this episode is the profound importance of understanding the emotional "why" behind diversity and inclusion (D&I) initiatives. Both Toby Mildon and Joanne Lockwood emphasise that to truly inspire action and bring about meaningful change within organisations, it is crucial to connect with the deeper emotional reasons that drive D&I efforts. This understanding helps to overcome superficial approaches and fosters a genuine culture of inclusivity, safety, and belonging. The speakers also highlight the significance of recognising and leveraging privilege to advocate for equity and the essential role of adopting commercial skills in HR to measure the return on investment in D&I initiatives.
Point #1: The Emotional "Why"
Understanding the emotional "why" behind diversity and inclusion efforts is essential. It enables organisations to connect with the core reasons for promoting inclusivity, driving genuine engagement, and meaningful change.
Point #2: Commercial Skills and D&I ROI
The integration of commercial skills in HR is crucial to quantifying the ROI of diversity and inclusion initiatives. By speaking the language of business, HR professionals can articulate the financial benefits of investing in a positive work culture and employee retention.
Point #3: The Impact of Representation
The absence of diverse role models and representation in media and products perpetuates unconscious biases and reinforces stereotypes. Addressing this lack ensures that everyone sees themselves reflected in society, promoting a more inclusive culture.
Point #4: The Power of Privilege as an Ally
Recognising and utilising one's privilege is key in advocating for change. By using their positions of influence, privileged individuals can support marginalised groups, push for inclusion, and address systemic inequalities within organisations.
Maxims to live by…
Embrace significant events as catalysts for awareness and action on health and diversity issues.
Always seek to understand the emotional "why" behind actions, especially in diversity and inclusion.
Communicate the emotional "why" effectively to foster genuine connection and understanding.
Identify and articulate the return on investment in diversity and inclusion efforts.
Develop commercial skills in HR and learn to speak the language of business.
Invest in employee retention by creating a positive work culture and environment.
Build a strong employee value proposition based on basics, benefits, and aspirational values.
Address both hygiene and motivation factors in the workplace.
Counter negative political rhetoric with inclusivity and safety in the corporate environment.
Focus on root causes, such as relationships with managers and workload, rather than superficial perks.
Recognise and address the unique challenges and discrimination faced by marginalised individuals.
Foster a culture of inclusion, safety, and support in both society and the workplace.
Understand that economic influences are important, but culture ultimately shapes experiences.
Challenge the myth of meritocracy and acknowledge the different privileges people may have.
Use your privilege to create a more inclusive and equitable culture.
Support diversity and inclusion to boost innovation and address global challenges.
Cultivate a sense of belonging and ensure alignment of vision and values in the workplace.
Be proactive in looking after both ourselves and the planet in our work practices.
Embrace creativity, innovation, and values alignment in response to the changing nature of work.
Recognise that people align more with those who share their values and support their identity.
Be an ally and advocate for change within your privileged group, despite potential backlash.
Prioritise education and training on cultural intelligence to facilitate open conversations.
Approach inclusion with a contemporary communication style and an openness to change.
Find motivation for supporting equality, diversity, and inclusion through personal and business "whys."
Seize moments of epiphany to understand discrimination and privilege, and take action to support equality.
Drive societal transformation through bold and inclusive conversations.
Challenge biases and assumptions about diversity by addressing all aspects within organisations.
Be aware of the diversity iceberg, recognising that much of diversity is invisible.
Address unconscious exclusions in mainstream products to promote representation.
Recognise internalised biases and strive to overcome them through awareness and action.
Understand the influence of media and cultural representations in reinforcing stereotypes.
Advocate for equity by understanding individual disadvantages and working to close the gaps to achieve equality.
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