INvolve - The Inclusion People

Audeliss and INvolve's statement on the recent race riots in the UK. Our utmost solidarity with Black, Brown and Muslim communities across the country. We've listed some practical tips to drive change in business here: https://lnkd.in/erEXcc_b

Businesses need to be driving forward with ambitious actions for change that create equity and build inclusive cultures where ethnically diverse individuals feel safe, recognized, and able to perform. If progress has stalled at your organization or you are struggling with the vital next step in your journey, we can help. Over the last 11 years we have supported hundreds of global businesses with their inclusion journey; building and refining a set of solutions focused on driving practical action and creating impact. Here is an overview of some of the support we can offer tailored to business of all sizes: > Data & Insights What are the real lived experiences of employees within your organization? Creating an effective DEI strategy means starting with a true understanding of your culture and the key challenges to creating a more inclusive workplace. Our RADAR diagnostic tool enables organizations to set a benchmark from which to create strategy, monitor progress, and evaluate the effectiveness of programs and initiatives. > Talent Development Businesses and ally leaders who are committed to driving change across their organizations must be investing in and implementing targeted talent development programs. The Navigator Early Career Accelerator and The Mid-Career Talent Accelerator from TNON - The Network of Networks represent the leading edge in the promotion of racial minority talent. They aim to advance high-potential racial and ethnic minority professionals at mid-career and early career stages, and can form a vital part of your company’s commitments to progressing racial minority talent.  > Training Our essential DEI Trainings and Advanced Workshops provide organizations at every stage of their DEI journey with the tools for change. These sessions tackle bias, increase base knowledge and provide practical and applicable tools to enable leaders and future leaders to make ambitions for change a reality. We can also provide a Train-The-Trainer solution to upskill your internal teams to deliver effective DEI training. > Inclusive Leadership Leaders play a key part in the implementation of any effective DEI strategy and can become great role models for inclusive behaviors both inside and outside of the organization. Our Inclusive Leadership Program focuses on upskilling senior leaders by raising awareness, providing a strong level of base knowledge on what inclusive leadership looks like and equipping leaders with the practical tools to become drivers on inclusion. To learn more about any of these solutions, and how they can be tailored or built for your organization, get in touch at engagement@involvepeople.org #DEI #Diversityandinclusion #InclusiveLeadership #DEItraining #Diversityequityandinclusion #POC #peopleofcolor #globalbusiness

How do you create a strong framework for DEI impact measurement? DEI and culture change programs have long eluded consistent, accurate, and meaningful measurement. Even with the advent of ESG reporting and its continued impact on investment, business strategy and accountability, DEI’s place in it remains inconsistent. Measuring DEI can be challenging and poses questions that businesses need to be able navigate. - How does one measure how anti-racist your employees are being? - How do we keep track of the number of microaggressions middle managers commit before and after an inclusive management workshop? - How does the level of understanding and empathy a cis-man has for trans issues in the workplace change after you invited a speaker on trans-rights for a Pride event? - How authentic is our C-suite’s commitment to DEI initiatives?  In this article we discuss how to create a strong framework for DEI impact measurement. Get in touch with us at engagement@involvepeople.org for more information on how we can support and strengthen your organization's DEI goals - from measurement to strategy implementation and strong initiatives to support your diverse employees and allies. https://lnkd.in/ezskxbzs

This year marks 13 years of Audeliss! Since 2011, Audeliss has been at the forefront of redefining executive search and reshaping the landscape of leadership to embrace diversity, equity, and inclusion. Their principle is to level the playing field for leadership teams and boardrooms globally, ensuring that everyone has a fair chance to excel. For over a decade, Audeliss has stood above the crowd in the executive search industry, dedicated to reshaping leadership landscapes to embrace diversity, equity, and inclusion. Their commitment to transparency, thoroughness, and ongoing support sets them apart, ensuring that candidates not only fill roles but thrive within them. Learn more about the Audeliss way and get in touch with them to diversity your senior leadership teams, Boards and C-Suites: https://lnkd.in/eNYSeNiN #DEI #ExecutiveSearch #ExecutiveHiring #CSuites #Boardrooms #BoardRoles #Diversityandinclusion #Globalbusiness

Business leaders need to step up to support their ethnically diverse employees. Without leaders who advance inclusion and are cognizant of the challenges that people of color face, ambitions for change won’t result in meaningful progress. Until businesses can resign racism and discrimination to a thing of the past, leaders cannot become complacent in the need for inclusion in business. To help leaders become strong, active advocates, we have designed a four-stage Inclusive Leadership program that focuses on upskilling senior leaders, raising awareness and providing a strong level of base knowledge on what inclusive leadership looks like. This program enables change by equipping leaders with the practical tools and industry-leading guidance to become drivers of inclusion. Modules in this program include: - Advancing Inclusive Leadership - Leaning into Allyship & Advocacy - Purposeful Sponsorship - A facilitated Roundtable discussion facilitated by INvolve's DEI strategy experts. Learn more about our Inclusive Leadership program here: https://lnkd.in/dP7vP8x3 Get in touch with us at engagement@involvepeople.org to find out more. Inclusion requires investment and should be viewed as more than a tick-box exercise. Your ethnically diverse employees deserve a workplace that is conducive to their success, which in turn, elevates an entire business' growth, engagement and innovation. #DEI #Diversityandinclusion #InclusiveLeaders #InclusiveLeadership #Inclusion #Diversityequityandinclusion #POC #peopleofcolor #ethnicallydiversetalent #globalbusiness #businessdevelopment

On Tuesday, 30 July 2024, racist, Islamophobic, and xenophobic rioting by supporters of the far-right, erupted in different areas in England and Northern Ireland. This followed a mass stabbing in Southport that resulted in the tragic murder of three children. False allegations proliferated social media platforms, accusing the attacker of being a Muslim asylum seeker. This cemented brown and black people, Muslims, and other racialised minorities as the targets of violent attacks. I am very aware that many of you are “preparing the children to go back to school”. You must also turn up to work and demonstrate focus and team spirit “to finish the year strong”. You shoulder additional responsibility as a people leader and culture career with a specific focus on driving high performance and racial equity in your company. You are an employee network leader, executive sponsor, line manager, ally, or human resource specialist. Following recent events, the corporate world is urged not to conveniently simply regard this social unrest as “working-class thuggery on the streets”. We must consider how social unrest like this impacts employees, employee relations, communications, culture, performance and productivity in the workplace. On behalf of our team at The Black British Business Awards, TNON - The Network of Networks and INvolve - The Inclusion People, we invite you to join me, Suki, Rob, Harvinder, Azzedine, Victoria, Tim, Fatima and Christos to practically address the following complex concerns at this time:: 1. How do you deal with employees that are “a little bit racist” at work? 2. How do you promote inclusion and also create psychological safety for opposing views? 3. What do you do when you are suffering from hypervisibility as the black or brown colleague? 4. How do you manage requests from senior people to speak up when you are yet to make sense of your feelings? 5. How do you effectively lead a race equity employee network during crisis? 6. What are the practices and attributes of highly effective race equity executive sponsors and allies today? 7. What are the rules about what employees can and cannot say on social media platforms, and what can you do if those rules are broken? 8. What can you do as an employee network leader focused on race equity if you were underwhelmed by your company’s responsiveness? 9. How can your company pull together an effective race equity strategy in the current context? 10. How do you explain your company’s continued investment in race equity programs when you sense that there are “important” invisible dissenters? 11. What can you do to help your employees and their families to get ready for “back to school” where hurtful things may be said or done in class? Please register by clicking https://lnkd.in/eruhvBx3 and extend this invitation to others who need this opportunity. We look forward to your contribution.

We still have so much work to do. Role Models in business are crucial not just to motivate the next generation of leaders to strive to the top, but in setting the benchmark for progress. They provide us with best practice that is impactful, innovative to really change our global organizations for the better. The Enable Role Model List sponsored by Dow amplifies Role Models in business with personal experiences of disability, neurodiversity and mental health and the work being done within these spaces. These Role Models are changing the game by making businesses more inclusive. Does this sound like someone you know? Or maybe that Role Model is you? Nominations and submissions for the 2024 Enable Role Model List are now open! It is free to take part, global so that we can showcase the work being done across the globe and you can nominate as many role models from your network as your like. Make your nominations here: https://lnkd.in/edeV2_T9 Send in your submission here: https://lnkd.in/eMguUbuE Deadline day: Wednesday 18 September. Let's celebrate Role Models who are driving tangible change for disability, neurodiversity and mental health inclusion! #ENRoleModels24 #DEI #Diversityandinclusion #RoleModels #Disabilityinclusion #Disabilityawareness #Neurodiversity #Mentalhealth #Mentalhealthmatters #WellbeingatWork #Globalbusiness

South Asian Heritage Month may be coming to an end soon, but your efforts for inclusion shouldn't. Now more than ever it's critical for advocates to step up and actively support, enable and dismantle barriers to progress for their South Asian employees. What does that look like in practice? Hear from two of our Empower Role Models Param S. MBE and Jignasha Kanani and our Founder & CEO Suki Sandhu OBE on why active advocacy is vital for change and the ways in which allies can set in motion ambitious goals for the year ahead. What would you add? We'd love to hear in the comments! #DEI #Diversityandinclusion #SouthAsianHeritageMonth #SouthAsian #Antiracism #Allyship #Advocacy #RoleModels #BusinessDevelopment #TalentDevelopment

We are so thrilled to share the newest addition to our INvolve Hall of Fame - Louis Vega, President, North America; Vice President, Government Affairs and Advocacy, Dow. INvolve’s Hall of Fame, spotlights Role Models who have featured in the top 10 of any of our Role Model Lists for three consecutive years. Louis’ incredible work advancing LGBTQ+ inclusion has seen him feature in the top 10 of our Outstanding Role Model Lists in 2021, 2022 and 2023.   Louis' holistic approach to inclusion in the workplace is best illustrated through his involvement with Dow's employee resource group for LGBTQ+ and ally employees, GLAD, where he serves as the global advisor. Louis is also an active member of Dow's President's Inclusion Council, Operations Team, leads Dow’s Social Justice Council and advocates intersectionally for inclusion across the company. Congratulations to Louis and thank you for all of the amazing, innovative work that you do for inclusion in business.   Our Outstanding Role Model Lists supported by YouTube celebrate LGBTQ+ leaders and advocates across global organizations who are doing incredible work for inclusion. If you, or someone you know, is doing this impactful work, you can be in with a chance to feature in our 2024 Outstanding Lists alongside incredible Role Models like Louis and set the tone for LGBTQ+ inclusion in business.    Submissions and nominations for our 2024 Outstanding Lists are now open and close on 20 August. Send in your submission here: https://lnkd.in/eiaaBFMK Nominate your inspiring role model(s) here: https://lnkd.in/eariNtun #OUTRoleModels23 #OUTRoleModels24 #Globalbusiness #RoleModels #DEI #LGBTQInclusion #Diversityandinclusion #LGBTQPlus

Are you actively supporting your ethnically diverse employees? The race riots of the last week have once again bought to light a deep-seated racism that exists across the UK. Businesses need to ensure the safety and progress of their ethnically diverse employees. While organizations shouldn't be waiting for hyper-visible events to commit to change, the most recent display of racism in the UK provides a springboard for change that can't be ignored. For those who need help with refining and improving their DEI approach, INvolve can help. Here are a few ways that we can enable your organization to become more anti-racist. 1. Trainings and workshops The onus of change lies with business leaders who have the power to make decisions at a top level, and allies across the business who can harness their own privilege to advocate for others. Rather that asking your Black, Brown and Muslim employees to advance anti-racism, focus on investing in trainings and workshops to ensure allies are up to speed and able to actively change your organization for the better. Equipping them with knowledge on specific, local contexts and histories on issues that ethnically diverse employees have historically faced is key to contextualise the challenges they face and drive practical action. https://lnkd.in/eZzJtYph 2. RADAR Do you know how your Brown, Black and Muslim colleagues really feel? Do you know whether your current infrastructure supports them, whether they feel valued or even if they have suffered instances of racism within your organization? This data is vital to unearth where improvements to your business need to be made. Our RADAR tool provides you with the quantitative and qualitative data that you need to set data-driven benchmarks for progress. https://lnkd.in/e9qh-WFm 3. Effective Networks Your organization's race ERGs are under huge pressure right now and are vital for providing support to staff and leadership. However, where ERGs are under-resourced and not supported, these pressures will mount and ERG leads risk burnout and not being able to support everyone who needs it. Our Effective Networks can support and enable ERGs to be both effective and sustainable business resources. Our Effective Networks workshop puts impact, sustainability and growth at its heart, and supports these networks to become powerful drivers of change. https://lnkd.in/egSUzkXx Ignoring issues and waiting for recent events to simmer down so that we can resume 'business as usual' is not a solution. Time and time again we witness the impact of not investing in anti-racism and businesses must hold themselves accountable for change. Ethnically diverse employee deserve safety as a standard and opportunity in abundance and businesses that don't commit to change will lose out in the long run too. DM us or get in touch at engagement@involvepeople.org if you need support at your organization.