INCLUSION & DIVERSITY
“
We can all bring change – speak out, be
anti-racist,” Sport Monthly, at
An inspiring keynote speaker at the said Dina
Asher-Smith, writing in the Daily Telegraph’s supplement, Women’s the end of
June.
Reflecting on the killing of George Floyd and the Black Lives Matter Movement, she talked about how the events of the last few weeks have profoundly affected her. “It’s because it affects my life too,’ she
explained. “These few weeks have been so hard for so many people for a number of different reasons. For me it was because it brought up so many suppressed memories… There are layers and layers of ‘unconscious’ bias at best, and hate at worst, that affect my life daily. “We are all in a philosophical reflective
mood going through this collective traumatic event of coronavirus. The past few months have been illuminating for so many. It’s highlighted how precious and transient life is, exposed shortcomings when it comes to protecting society’s most vulnerable and shown us unequal and ineffective systems. “We know how the power of one action,
how one person, has the opportunity to change the world. Please stand up and speak out against racism. Be anti-racist. Equality matters. Black lives matter.” Dina Asher-Smith was just one of
many leading black women sportswomen speaking out or highlighted in the Telegraph’s supplement, which reflected on injustices across athletics, football, boxing, cycling and tennis and including homage paid to the ground-breaking achievements of Alice Coachman, the first black woman to win an Olympic gold back in 1948.
JOHN AMAECHI HIGHLIGHTS A UNIQUE ROLE FOR HR Taking on board the adage “see it, be it,” this important coverage of sporting achievements, role models and this intersectionality will inevitably inspire girls and women to pursue their dreams and ambitions to reach the top. Its messages also translate strongly into global mobility and the wider world of work. John Amaechi OBE, a former NBA
player and now an organisational psychologist and director of the largest NHS trust in the UK, understands how motivation and personal development are the foundation of success that enables people to flourish.
CIPD’s National conference back in 2018 (see coverage link), he was invited back to speak at the CIPD’s Festival of Work in June at what was a pivotal moment for the country and indeed the world. It was a privilege to receive his message via Zoom, which he delivered with warmth and wisdom. While John Amaechi’s message was personal to every individual listening, it has particular resonance to the core HR professional audience. I urge CIPD members to listen back. He incorporated race and anti-racism
in a relevant and compelling way into his session on Creating a Culture of Self- Directed Learning – critical in these times where we all have to adapt quickly with agility and purpose. Talking about the current situation
being “a chance for us all to start over” and create a “cultural clean slate”, John Amaechi spoke of the need to prioritise both curiosity and connected leadership. “A basic learning culture is necessary but absent in most organisations,” he said. “Usually everything is a contrivance and an act of compliance. A learning culture is the opposite and about ‘augmented employees’.” Referring to the anti-racist protests in
the US and the coronavirus pandemic, John said, “The impact of the last few weeks has been radical. What we have seen is that learning has been essential. We don’t know what we don’t know so we’ve all been tuning in every night to see the news. Learning is the route to safety.” For employers looking to be genuinely
more inclusive and learn from their people and customers, and society more widely, as an act of survival he offered four anti- racism quick wins:
1. Stop being surprised about the extent of racism and unconscious bias
2. Don’t ever be tired of talking about it 3. Being well-meaning is not enough 4. People who are black are not your library: this isn’t about upskilling minorities or being seen to do something.
INCLUSIVE TALENT MANAGEMENT John Amaechi’s session progresses the inclusion conversation in a positive and relevant way. Stephen Frost is a globally recognised expert in diversity, inclusion
“WE KNOW HOW THE POWER OF ONE ACTION, HOW ONE PERSON, HAS THE OPPORTUNITY TO CHANGE THE WORLD. PLEASE STAND UP AND SPEAK OUT AGAINST RACISM.” DINA ASHER-SMITH
and leadership. Many will remember him as Head of Diversity and Inclusion for London 2012 Olympic and Paralympic Games. For organisations and practitioners looking to take a stronger stand on anti- racism practices in the workplace, there is a wealth of information and practical guidance in his two books co-authored with Danny Kalman, Inclusive Talent Management: How business can thrive in an age of diversity and the latest published in 2019, Building an Inclusive Organisation: Leveraging the power of a diverse workforce. They describe how unconscious bias is
omnipresent in organisations and likely to be more prevalent at times of stress and change. Not surprising then that at this unprecedented time of change the strides organisations have made in inclusion are already under threat. “First, we have to acknowledge we are biased and then decrease bias in two ways – through conscious leadership (self-awareness) and through unconscious system adjustments (nudges),” they advise. A systematic approach works. Step by step these books will guide you through the process with case studies and plenty of references to research and further reading. Speaking this summer, Stephen Frost
reflected, “Around the world, there seems to be a global reckoning with the issue of systemic race is and racial injustice that has persisted for centuries and people are bemused that things haven’t changed.” Writing in an article for Forbes in June he concluded, “If we want 2020 to be the
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