#NationalInclusionWeek –Inclusion, Diversity and Equity in the Workplace, How are you Performing?

It is hard not to notice globally the topic of race and gender taking centre stage due to recent political  decisions in Europe, the UK and of course the US.  The impact of the politics has and continues to affect professional and work environment e.g. the uncertainty around #brexit and research, job mobility between the EU and the UK, #Charlottesville and the after-effects  etc.

What might have gone unnoticed, was that last week was #NationalInclusionWeek in the UK. This is an annual campaign to raise awareness of the importance of inclusion in the workplace and the benefits of an inclusive and diverse workforce to business growth.

What is #Inclusivity and why is this important?

“Inclusion” in itself as a term is self-explanatory and is “about making sure that people feel valued, respected, listened to and able to challenge. It’s about recognising and valuing the differences we each bring to the workplace and creating an environment where everyone has equal access to opportunities and resources and can contribute to the organisations success.”

Sounds easy doesn’t it? That should be the minimum expectation in any workplace however the reality is different. In all aspects of professional engagement: workplace, research and governance etc. there are several identified barriers to inclusion (NIHR)

  • Cultural and institutional barriers
  • Attitudes and beliefs
  • Emotional and psychological barriers
  • Issues of mental capacity
  • Financial barriers

In the educational sector, inclusion is also a key problem with some barriers more deep-rooted e.g.

  • Physical barriers and accessibility still remains a major barrier in the UK and beyond. Students with learning and physical disability are less likely to access education and resources due to unavailable ramps, doors and well trained personnel.
  • Curricula is a key barrier to inclusion as closed or region-centric curricula does not cater for students from diverse background. In the UK, the National Union of Students (NUS) has started a campaign “Why is my curriculum white?”  aimed at challenging what had been identified as a non-diverse curriculum as a means of shining a light at the lack of diversity in education in the UK.

Overcoming the barriers of inclusivity is undoubtedly not a straight-forward process however there are suggestions to how to achieve this. The NIHR paper on diversity and inclusion in research highlighted three key ways that these barriers can be overcome through:

  • Organisational policies and procedures
  • Flexible ways of working
  • Innovative ways of working

Are there benefits to inclusion?

The evidence suggests that inclusivity and diversity are important in developing a richer culture in the workplace and very important, organisational growth. A recent report by the worldwide management consulting firm McKinsey & Company in 2015 showed that companies in the top quartile with gender diversity were 15% more likely to have financial returns above the industry means and where the ethnic and racial diversity were in the top quartile, the figures were around 35%.

Other benefits of inclusion include

  • Diversity of thought
  • Wider reach and wider network
  • More innovation

For more about the benefits, see the Forbes article here

Personal views

In the years I have been actively involved with the issue of diversity and now inclusivity, I have found that this conversation is often viewed through many lenses and it is important to engage with these different viewpoints however what should not be lost is that diversity/inclusion/equity for all should be a human right for all and the ethos of any good organisation should embody that.

Here are some lessons I have learned that might be of benefit for organisations interested in supporting and developing a diverse and inclusive workforce

  • Inclusion cannot be achieved without “Intentional” initiatives and thorough policy review. A lot of organisations attempt to address diversity without evaluating the impact of historical policies on promoting exclusion.
  • Inclusion, diversity, equity is not about deficit. It is about “It is about valuing all individuals, giving equal access and opportunity to all and removing discrimination and other barriers to involvement.” keystoinclusion.co.uk
  • The message of inclusion needs to start early e. children and young people need to be taught to embrace, welcome and respect the views of others and the abilities of the “different” others. In organisations or departments where diversity is lacking issues such as bullying, harassment and gang-mentality in the workplace are very likely.
  • One of the surprising threats to inclusion and diversity is fear! You are more likely to exclude others when you have “doubts”, feeling of “uncertainty”, questions about whether others will “fit in”. To achieve inclusion, organisations need to have bold and emotionally strong leaders.
  • Finally, leadership is an important drive of inclusion. Leaders need to understand the value and importance of inclusivity and to be champions of inclusion and diversity as it is very difficult to achieve without that.

A recent example of a leader using his platform to engage the conversation and promote the discourse was seen last week when Lt General Jay Silveria superintendent of the Air Force Academy addressed 4,000 air force cadets saying “What I wanted the cadets to see…I wanted them to see all of them as an institution protecting these values…I wanted to have a direct conversation with them about the power of diversity, about the power of our make-up. …we need those diverse ideas and that’s the message I wanted them to hear”.

The video of his address has gone viral and whilst the army operates differently from other organisations, the speech/initiative by gen Silveria has not gone unnoticed and shows there is mileage in taking a stand as a leader and it is possible for leaders to lead from the front on the issues of diversity and inclusion.

Is your employer  inclusive or diverse, or are you a new employer interested in developing a diverse workforce, you might find this simple checklist useful. See full article here

Simple checklist for inclusivity
http://diversityintheworkplace.ca

To my knowledge, the #NationalInclusionWeek went almost unnoticed across many organisations in the UK. Did your organisation celebrate or put on an event last week to celebrate inclusion? Do share with us! To find out about organisations who are participating in this campaign, see the link here

You can also read

 Hope you enjoyed reading this article. If you would like to discuss any aspects of this article or have any questions, do not hesitate to contact us at info@aspiringprofessionalshub.com. 

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About the writer – Emmanuel is an academic, scientist and regular blogger. He has a PhD in Microbiology and is a Fellow of the Higher Education Academy (UK). He is actively involved in supporting, developing diversity initiatives at organisational level and is keen to support local, national and global initiatives to encourage inclusivity.  For more about Emmanuel, visit the about us page here.

 

 

#UNIADVICE – Never too late or too old to learn something new

Widening access to higher education to non-traditional students has become quite an important target for Universities in the UK. It is known to improve the outcomes and opportunities for people who would not otherwise get such chances. On the aspiring professionals hub, we like to share inspiring stories about people from diverse backgrounds with interesting and inspiring stories about their experiences or career successes. In our latest ‘Reflections’ article, Anna shares her experience of higher education as a late-starter aka mature student and hopes her experience would serve to inspire others.

I am 46 years old and in my second year of an MSc degree in Social Work. I was one of 5 children raised by both parents who struggled financially due to unemployment. I left school at the age of 16 with two standard grades- Music and Art. I then went onto work in a shoe shop under the Youth Training Scheme (YTS). At the age of 17 in 1988 I started working in a electronics factory, this led me to working in international companies. However, as the electronic industry began to decline, with many people facing redundancies, I decided to take the step and go to college where I achieved a national certificate and higher national certificate (HNC) in social care in 2005.

Navigating a #Career as a Makeup Artist – Lessons Learned

It’s near spring and this year has been busy so far but we are very pleased to be back with our readers. In this article, Christelle Pellecuer, expert make-up artist with tremendous experience and high many high profile clients and events across the UK shares her experience as a make-up artist and lessons she learnt along the way 

Did you know? –  In 2015 alone, the beauty industry generated $56.2 billion in the United States, with hair and skincare growing very fast and projected to generate revenues of near $11 billion by 2018.

Christelle was born in Madagascar, raised in South of France and now lives in the UK. Christelle has been working as a makeup artist specialised in the fashion and editorial since 2010. Christelle has worked on many different aspects of the fashion industry including music videos, TV shows, magazine shoots, product launch and fashion shows. Her work has been published in several magazines for example The Resident, a South West London magazine.

#CareerChat – 4 Ways to Kickstart your Productivity in 2017!

productivityHappy New Year! It’s the second week of January and we are;
on our detox diets, #wholefoodchallenge, cringing when we look at our credit card statement, waiting for a treadmill at the gym (give it a few weeks) etc. We are also being bombarded by a plethora of adverts about the latest books, articles, podcasts etc. teaching us how we can lose weight, get a better job, find love etc. in 2017!
In the spirit of our tradition in the Hub of starting every year on a reflective note, I started thinking about how I would like 1 January 2018 to look like. Then I worked back to what I would need to get done in 2017 to ensure I hit my target(s). This ‘Beginning with the end in mind’ exercise was a great reminder that to have different outcomes in 2017, I would need to do things differently. In the words of Maya Angelou, ‘Do the best you can until you know better, then when you know better, do better.‘ In this article, I’ll share four things I am determined to do differently in 2017.
1-computernotepad‘Not resolutions but determinations!‘ – I have no problems with making resolutions at the beginning of the New Year because it indicates at least an exercise in reflection! I didn’t make any resolutions this year because sometimes my list of resolutions ends up looking like a wish list. I decided to change my verb from ‘resolve’ to ‘determine.’ If you have a list of resolutions, try adding ‘I am determined to…’ in front of every action. Making it personal is a reminder that we have an important responsibility in ensuring we get the outcomes we want.
How many people start each year with a resolution to find another job? If January 3 was a tough day for you because it took everything to drag yourself out of bed to a job you hate, why not make 2017 the ‘I am determined to get a new job’ year. There is a way using the word ‘determined’ forces one to set realistic goals. Make a list of 3 things you are determined to do this year and set at least two Specific, Measurable, Achievable, Relevant and Time-Bound goals underneath them.
For example, for someone determined to start a new job in 2017, some goals could be,
a. Update CV and LinkedIn profile by January 31 2017.
b. Upskill by attending x number of training workshops.
c. Send x number of job applications off each month.

Be #Healthaware in 2017 – Save a Life, Learn Basic CPR

It’s that time of the year when we all try to set new goals and new targets for the year. There are many ideas that people have at the beginning of the year usually packaged as New Year’s Resolutions. Some things people want to stop, change or add to their lives or activities in the New Year. In 2016, on the Aspiring Professionals Hub, it was our target to get to our one year anniversary, then continue the growth of the Hub…we have now as a result seen a rise in global readership to near 170 countries.

To start the New Year, we would like to get our readers to start the year with a health focus. There is a popular saying “health is wealth” and in line with that, staying healthy or keeping a healthy lifestyle in 2017 would be paramount to achieving any plans or targets for this year.

So what’s the health focus to start the year with? Learn CPR to save a life in 2017!

What exactly is CPR?

Cardiopulmonary resuscitation (CPR) has been defined by the as a procedure to support and maintain breathing and circulation for an infant, child, or adolescent who has stopped breathing (respiratory arrest) and/or whose heart has stopped (cardiac arrest)1. To the lay man or woman, CPR is usually known as mouth-to-mouth or chest compressions usually due to cardiac arrest.

#CareerChat – 7 Steps for preparing your first lecture

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This was the statement made by a friend of mine who was invited to deliver her first lecture on an important but sensitive lecture topic. This feeling is not uncommon amongst early career academics. Unlike professionals developing their careers in primary and secondary school teaching who tend to be more prepared having gone through teacher training, for those going into lecturing in academia, your training comes on the job, usually after you have started teaching!  In many cases, after completing a Masters degree or a PhD/postdoc,  you could land your first lecture invitation. So what should you keep in mind if you find yourself in this situation? The handy tips below will give you a good starting point.

STEP ONE – Find the guidebook: The first bit of research you’ll need to do if you are about to teach at University, college or school is the curriculum. At University, this will the course/module specification. Here it will  be important for you to know what the anticipated learning outcomes are for the students within the year group. What type of assessment(s) have been designed for the course? How does the topic you are about to lecture on connect with the learning outcomes and assessment? Do you have the skills to deliver this material?

#MyUniStory – The Dilemma of an African International Student

11669993-collection-of-african-flags-with-continent-stock-vectorRecently the APH met up with two vibrant individuals Brian and Belinda, recent graduates from a higher education institution in the UK. They are both passionate about supporting issues around global health and about Africa. In their two part opinion piece, they share their experiences as African students  as well as of interning in Africa (Part II). Enjoy reading and do share your opinions in the comments section.

Many Africans can only “dream” of the opportunity to pursue  quality training overseas at  Ivy league and Russel Group Universities of this world. Institutions to which the local education system that has nurtured our knowledge and skills through years of learning, contribute to the almost blind belief that there is no better source for top quality education and I dare say, developed intellect. It doesn’t help that our African education systems have hardly changed for decades, left behind by colonial masters whose teachings of everything from the alphabet to our understanding of African borders in geography and scientific discoveries of Alexander Fleming we still cling to. An archaic system that still equates learning with memory and teaches the partition of Africa, the prairies of Canada, and for some of us, a grid by grid map of New York City.