A EDI consultant helps leaders and their organisations dismantle harmful and limiting barriers through diversity training and practices. Ensuring that an organisation is equitable for all, whether internally or externally, is our main objective as EDI consultants. Positive changes that last can be made when we challenge and question our current perspectives.

Here's a list of the different types of diversity in the workplace:

Cultural diversity.
Racial diversity.
Religious diversity.
Age diversity.
Sex / Gender diversity.
Sexual orientation.
Disability

I would like to emphasise that creatives, participants, and audience members within the art community may have more than one protected characteristic. This can lead to individuals experiencing a layering or intersection of discrimination. My approach as a EDI consultant is holistic and all-encompassing. I prefer to address discrimination for all rather than embed a hierarchy of disadvantage.

Please contact me if you wish to discuss how you can help implement diversity, equity, and inclusion practices within your group or organisation.

I believe that representation matters. When we highlight the uniqueness of each individual, especially in a self-expressive field like the arts, we reveal the beauty of difference and diversity. I strive to help organisations to implement EDI practices to support not only their teams and staff, but also to help their audience feel connected to the organisation. There are many benefits of expanding diversity in the workplace!

Speaking up in general can be a challenging feat for many. I understand that some organisations may not immediately take requests for diversity training or EDI consultancy. I believe the first step is to bring awareness to your team leader or organisation leader.

Here are some questions to consider when creating a report to your supervisor to consider:

→ What have you noticed is lacking within your group or organisation?

→ What do you see that can be improved on to reduce disparities and discrimination?

→ Is it difficult for some or many of your fellow colleagues to speak up about the existing barriers or obstacles within the organisation?

→ Can you gather support, colleague anecdotes (with consent to release and share with your supervisor), surveys, and other evidence to help support your request for EDI education and training?

I hope this helps! Please reach out to me if you have any other questions.

Yes, I provide consultancy services and training for organisation leaders. I believe that effective and positive change in regards to diversity, equity, and inclusion in the workplace starts with the leader.

Due to my extensive background in the arts, I work with performing arts and theatre organisations in the UK. I understand the intricacies, the unique challenges, and where boundaries can be pushed in this profession. I am open to hearing about your organisation and goals to broaden diversity, equity, and inclusion efforts, so please contact me for more information.