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Data and statistics form the foundation of an effective DEI strategy. Collecting and analysing data informs decision making and enables us to track progress. When trying to engage the wider organisation, statistics can feel distant. People tend to become numb to data, so often miss out on truly understanding the reality of the situation.
You may have heard of two approaches, Calling In and Calling Out. While both intended to address unwanted behaviours, they are very different approaches. In this post, we’ll look at the nuances between the two, when you might want to adopt each approach and how you could go about it.
We are expanding our team and looking for freelance facilitators that are passionate about diversity, equality and inclusion.
Small talk sets the tone for meetings and is representative of company culture. Make sure it’s inclusive.
This week, we’re shining a spotlight on Elliott Rae and his incredible work in advancing gender equality.
To effectively address these biases, a different approach is needed - one that embraces consistency in order to keep unconscious bias front of mind.
Challenging gender bias can feel overwhelming and so it may be helpful to start small and think about what is within your circle of influence.
Inclusive meetings, in which everyone’s voices are heard equitably, require intention and allyship.
A part of our process, in creating a piece of theatre which reflects company culture, is speaking with women and minority groups to hear their experiences.
Sonya is driving change for women in so many ways. Firstly, she is the founder of Likeminded Females Network, a global community and educational technology company of over 50,000 people.
Benevolent bias occurs when we assume we know what’s best for someone, so in an effort to be kind, we make decisions on their behalf. It can be harmful because our assumptions are often wrong.
Hannah is the founder of Rarity London career development services; founded in 2017 to actively support professional women excel in their careers.