'We're going to bring them into this later'. This is a common response we get when we ask what role the CEO of an organisation is going to play in the inclusion work we are being asked to support with, or if they are going to be part of the discussion or training.

'We're going to bring them into this later', is a bad idea. In this blog we explore why.

Given the amount of information in the public domain about the benefits of creating a diverse and inclusive working environment, it would be understandable if you have the impression that creating such a place is easy and nirvana like. However, we as EDI professionals need to be careful that we don’t make this work appear to be simple and friction free.

After a visit to Jamaica, Shonagh Reid reflects on what it is to belong and we can use this to inform our working and personal lives.

Assumptions can have a huge impact on how safe we feel in a space or group of people. In this blog, Kate Lawrence-Lunniss explains how a recent experience led them to interrogate assumptions in a range of spaces and how safe spaces can be created for all.

As equity, diversity and inclusion leaders, we need to look after ourselves.

How do we do that?

How do arts organisations continue to prioritise equity, diversity and inclusion in the current climate?

This blog outlines why it’s important to keep going with this work, and tips on how to do it.

How do we handle microaggressions or discrimination in the moment?

Four people standing with their backs to the camera and with their arms around each other.

Whenever I start to work with an organisation, the first question I ask is, ‘So, how do you think you are doing?

Imagine the scene: you are talking to the people you work with about diversity, equity and inclusion. You tell them that you want to make sure the organisation better reflects the society we live in.

It is really pleasing to see a large number of organisations bringing diversity, equity and inclusion to the fore. Those of us who already work in this area know how important it is for individuals, groups of people and organisations. I support a number of DEI Leaders through coaching, bespoke packages and networks, and there are several themes and experiences that we share.

When I work with organisations on exploring their current position with regard to Diversity, Equity, and Inclusion, or if I am creating a strategic plan for them, leaders are keen to take action NOW. They often know there needs to be change and either want to make that change quickly, or want to be seen to be making change quickly.

In my Diversity, Equity, and Inclusion consultancy, the idea of language comes up regularly. It might be people telling me they don’t know what to say- what words to use to describe people without causing offense. It might be teams of people discussing what words to use to accurately convey their thoughts and values regarding DEI issues.

As a consultant for Diversity, Equity and Inclusion I join organisations at a range of different points on their journey. When creating a leader’s toolkit for Diverse Educators it was important to me that it would be useful for DEI leaders and also for organisation leaders so that they know what is entailed in this specialist area of work.

Equity, diversity and inclusion (ED&I) work is popular at the moment. Lots of organisations and leaders recognise that something needs to be done about the lack of diversity and representation in their organisations.

As a Diversity, Equity and Inclusion Consultant, I am often asked by organisations to help facilitate conversations with groups of people to learn more about their personal experiences. Examples of this include leading a conversation with black and global majority employees to discuss their experiences of racism within an organisation

I’m a Diversity, Equity and Inclusion Consultant therefore I take a huge interest in the subject. I read a lot on the subject and I go to many webinars to learn more and ensure I am staying fully abreast of current topics, understanding and events.

After the awful events of last summer where systematic and institutional racism where laid bear with the murder of George Floyd, organisations have become more acutely aware of their approach to diversity, equality and inclusion. It is easy to believe that people of colour have become more outraged by systematic and institutional racism because of George Floyd, but this is not the case.