Many of our clients and colleagues joined us throughout 2021 and 2022 as we explored, challenged and celebrated many aspects of ID&E. We are pleased to continue this important conversation with our ID&E 2023 Virtual Series.
For further information, contact Angela Fletcher.
Paying the Tax - How to Avoid the Cement Celing
The Black feminist activist Frances M. Beal coined the term 'double jeopardy' in 1969 to describe the simultaneous forms of sexism and racism experienced by Black women, and women of colour, exploring the ideology that the more an individual is marginalised, the more likely they will experience levels of exclusion and exploitation.
For people of colour and specifically women of colour, the 'glass ceiling' metaphor doesn't describe the multiple factors at play that prevent career advancement. The ‘concrete ceiling’ more accurately depicts the reality of what women of colour experience. Strategic organisational action is required to address this phenomenon and create a more inclusive and equitable workplace.
Join our panel as they discuss what organisations can do to create programmes and cultures that see and value unique identities.
Leading Through Complexity
What makes a work environment safe enough for you to be who you really are and perform at your best? How do leaders create an environment that supports high performing teams and encourages participation and diversity of thought and action? How do we have courageous conversations that challenge current practices?
During this session we explored how leaders should be equipped to understand their role in removing barriers and harnessing the individuality of their teams, whilst championing positive change through inclusive practices, processes and shared learning.
Say the Word
Establishing a common voice to enable all people to understand their accountability for ID&E is essential in moving the agenda forward. Often the biggest stumbling block is knowing what to say, how to phrase a question, or what the right terminology is.
Language — like people — evolves and adapts with generations and our deeper understanding of history, movements and experiences of people. This discussion is intended to demystify our communications and help us to find words that enable us to engage and connect with each other. Wherever you are on your journey of understanding inclusion and encouraging and recognising diversity, this discussion will build on the basics and enable greater partnerships.
Battle of the Gens
Generational diversity in the workplace can be overlooked. Whilst no less important than other areas of diversity, organisations may only be just beginning to explore what it means to have four generations in the workforce: Gen Z, Millennials, Gen X and Baby Boomers.
Following the global pandemic, and a widening of inequalities across genders, socio-economics and ethnic groups; wellbeing continues to be a key employee proposition. With a greater number of Gen Z in the workforce, who are often attributed with greater transparency when discussing mental health, there is a growing need to target support.