Carmen Morris’ Post

Equity, Diversity, and Inclusion (EDI) initiatives do not entail a departure from maintaining high-quality standards. Instead, they are fundamentally about crafting a framework that guarantees equitable access and opportunities for every segment of society. This approach recognises the diverse backgrounds and experiences of individuals. It aims to ensure fairness and equal chances for success for everyone, ensuring everyone can excel and contribute meaningfully. By embracing EDI, organisations and institutions affirm their commitment to recognising and nurturing the potential in all, thereby enriching the collective human experience with a broad spectrum of perspectives and innovations. #EDI

I remember when I started EDI work, feeling frustrated when some didn't grasp its importance. It can feel so disheartening. 🔴 Frustration looms when key stakeholders resist change. 🔴 Sometimes, winning hearts and minds seems intangible. 🔴 Frustration can arise when not everyone grasps EDI's significance. 🔴 Embracing EDI means navigating complex terrain daily Yet, true success lies beyond individual opinions. 🌱 Cultivating inclusive environments is paramount. 💬 Bold conversations and inclusive policies catalyse change. 🚀 Normalising social justice work reshapes organisational culture. 💪 Each step forward fosters a more inclusive workplace. 💥 Nothing wields more power than a truly inclusive environment. 💡 Educating and fostering dialogue can bridge gaps. 💬 Patience and persistence are essential in promoting understanding. 🌍 Remember: Culture change is the ultimate game-changer. #EDI #Inclusion #Understanding

#TrainingTuesday Diversity Champions can be invaluable for organisations wanting to promote and improve EDI. By having champions operating at ground level, a ‘ripple effect’ can be produced across the organisation. Find out what we can offer yours: https://lnkd.in/e_9hmX3p

Does your role as a Equality, Diversity and Inclusion (EDI) professional feel hidden? We recognise that those that work as EDI professionals provide a platform to educate organisations about the different dimensions of diversity. The initiatives they implement will undoubtably assist in enhancing organisation performance. We all need support in our roles, help with ideas for initiatives and sometimes just a different viewpoint. We want EDI professionals to be able to grow and develop and that is why we host the EDI Peer Network event. Our next online event is on Tuesday 16th July. Our topic for the sessions is "Understanding Your Multigenerational Workforce" In many organisations, where leaders and staff can’t relate to each other because of generational gaps, they resort to using stereotypes, and blame each other for the poor culture, instead of working to understand, and value their differences. How are you managing the priorities, expectations and experiences of age diverse teams? We want to explore this topic on the 16th July and we really hope that you will join us. You can use the link below to register. https://zurl.co/k7Zd Phil Newman

Join this free webinar and discover effective EDI strategies.

I am thrilled to have spoken at our recent staff conference about why I became an EDI champion and the positive changes we can bring about by fostering a more inclusive workplace. My passion for EDI is rooted in the understanding that a diverse workforce brings varied perspectives, experiences, and talents. I believe that by championing EDI, we can create a workplace where every individual feels valued, heard, and empowered to contribute their best. As I shared with my colleagues, our differences are our greatest strength, and together, we can create a workplace that reflects the richness of the world around us. In taking up the role of an EDI champion, I am committed to fostering an inclusive environment beyond mere representation. I aim to: Amplify Voices: * to ensure that all voices, regardless of background, orientation, or beliefs, are not just heard but amplified. By actively seeking and promoting diverse perspectives, we can make more informed decisions and drive positive change. Educate and Advocate: **EDI is not just a buzzword; it's a continuous learning journey. We aim to advocate for ongoing education and awareness, fostering a workplace culture where everyone is equipped to contribute to a more inclusive environment. Implement Inclusive Practices: ** I am dedicated to working with our teams to implement inclusive practices that break down barriers and create equal opportunities for growth and success. Outward Housing is not a workplace that not only talks the talk but also walks the walk. 👣✨ #EDIChampion #InclusionMatters #DiversityandInclusion #WorkplaceCulture #PositiveChange #Leadership

💡 If we're comfortable calling out behaviours that impact someone's health & safety, why don't we call out discriminatory behaviours in the same way? 👂 A thought-provoking question was raised at a fantastic session I had the pleasure of attending, with Men for Inclusion led by the charismatic, supportive, and knowledgeable Gary Ford & Mark Freed at the offices of LGT Capital Partners in London. The talk from Samantha Stimpson FRSA who gave us so much insight about the good, bad, and the ugly of EDI in terms of Data, Culture, People, and Strategy was a particular highlight, as was the sharing of ideas, thoughts, ideals and best practice of the wider group. The key takeaways for me were; 👉 Measuring the success of our EDI initiatives through both qualitative and quantitative methods will help us to drive change and demonstrate its value and impact for EVERYONE. 👉 Ensuring accountability is driven through EVERYONE, and rewarding leaders for delivering more diverse teams, should be authentic and not a tick-box exercise. Aligning to the purpose, mission, vision, and values of the organisation, makes this more real and believable. 👉 EVERYONE has the chance to call out behaviour. 👉 Backlash is occurring right now, and so getting the balance of messaging is really important to continue the right level of engagement for change, including how we're ensuring EVERYONE understands the value for themselves and future generations to come. Thank you again for hosting Gary Ford - I'm looking forward to the next one. The more conversations, and sharing best practices, we do as HR, People, or Talent professionals the more chance we have of making our workplaces 'environments where EVERYONE can be themselves' (one of the Gattaca principles!) #inclusivecultures #inclusion #EDI

Why do #EDI efforts #fail? Is it because the political #narrative about them is #correct? Obviously, I categorically deny that is the case. The #work is #valuable in all the ways you can think of. The issue is not the work, but it's efficacy and implementation and this rises from six key issues: ⬇️ Leadership think it's someone else's job - normally a volunteer group, and led by someone whose main job is another function in the organisation. ⬅️ Those who are doing the lead role are supposed to do it on their own and possibly in lunchtime, after work, and even on the weekends. ⤵️ There is little access to good comparative data, training materials and courses in ongoing learning to develop and maintain the right knowledge. 🔽 Any effort expended is not necessarily on priority areas, and there is no trained professional who leads or is brought into help with the work. ⏪️ The people who lead the work are not given access to the highest paid person's opinion, to influence and persuade. ⏹ There is no budget set aside to deliver on this critical business function. We need for all of these things to be in place. I call this STREAM-ing your EDI. ▶️ #Support: Leadership demonstrative and vocal about EDI in thought, behaviour and practice ⏩ #Time: People given the opportunity to change and EDI team/leads given the time to reflect and support comprehensively ⏭️ #Resource: Facilities made available to allow for the full implementation of inclusive changes ⬆️ #Effort: EDI expertise and enough people to manage the workload effectively ➡️ #Agency: The EDI lead (the expert) to have visible support from Leadership and, if applicable, regular opportunities to gain formal approval from the Board ⏫ #Money: Budget implications met as EDI work requires delivery. Especially in larger organisations, all the elements of #STREAM need to be observed, otherwise the success of any policy or proposed action, measure or outcome, will be limited. Effective EDI doesn’t exist in a vacuum. The behaviours, relationships, management, structures and environment have to work together to embed the right culture. To learn more about this #skill pre-order Building Inclusion - The Book www.buildinginclusion.info To get help with the #work contact Unheard Voice www.unheardvoice.co.uk

Let's give a warm welcome to our panel of local experts in Equality, Diversity, and Inclusion! On the 6th of March 2024 at Lewes Town Hall, they will contribute to our Annual Conference titled 'EDI – A Tick-box Exercise? Embedding Equality, Diversity and Inclusion to Transform Organisational Culture’. Over the past decade, there's been considerable pressure on UK businesses and organisations to prioritise EDI training and policies. However, for some, EDI becomes merely a checkbox, limiting its impact. Following a revealing YouGov survey in March 2023, a stark reality emerged – only two out of five employees believe their workplace genuinely values diversity and inclusion. Surprisingly, three-fifths of this group reported the presence of active EDI policies or initiatives. ❓ Share in the comments: what are your thoughts on the current state of Equity, Diversity, and Inclusion (EDI) in organisations? During the conference, the speakers highlighted below will offer their insights and propose strategies to authentically embed a culture of diversity, equity, and inclusion beyond formal training programmes. If you would like to join us, please confirm your attendance on Eventbrite: https://lnkd.in/e_GCkB35 #diversityequityandinclusion #inclusion #leadership