The Privilege Eruption

In this episode, Ishreen delves into the remarkable life and influence of Aisha bint Abi Bakr, a pivotal figure in early Islamic history. Ishreen highlights Aisha's profound emotional intelligence, courage, and exceptional communication skills, which allowed her to effectively transmit knowledge and foster inclusive environments. KEY TAKEAWAYS Effective leadership combines intellect with empathy, fostering genuine connections to influence and understand people better. Actively create spaces and opportunities for diverse perspectives and talents, moving beyond mere discussions of inclusion to tangible actions. Maintain integrity and commitment to truth, even in challenging situations, as this builds trust and credibility. Embrace mentorship and support for others as essential components of impactful leadership, rather than viewing them as secondary. Recognise that soft skills, alongside intellect, significantly enhance the ability to create meaningful and lasting change. BEST MOMENTS "Aisha holds this really prominent position. She's credited with transmitting over 2200 narrations hadith of the Prophet Muhammad." "That deep empathy allowed her to translate knowledge into something that really hit home for a diverse community, made it actionable in their daily lives." "Her expertise wasn't just religious scholarship. People sought her advice on a whole range of issues." "Aisha's commitment to truth during political turmoil is a powerful example here." "Reflect on Aisha's willingness to question norms, to elevate overlooked voices. How could that inspire your own approach to leadership?" VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen takes listeners on a deep dive into the life of Khadija bint Khuwaylid, a remarkable 7th-century businesswoman whose leadership principles offer timeless lessons for fostering inclusion and belonging in today's workplaces. She explores Khadija's extraordinary success in the male-dominated trading industry, her unwavering support for the early Muslim community, and her commitment to philanthropy and resilience in the face of adversity. KEY TAKEAWAYS Khadija bint Khuwaylid exemplified the ability to see potential in individuals and ideas that others might overlook, as demonstrated by her recognition of Muhammad's integrity and character. She showed unwavering support for Muhammad and the early Muslim community, emphasising the importance of standing up for one's beliefs and values, even in the face of adversity and personal sacrifice. Khadija prioritised hiring based on integrity and character rather than social status, highlighting the need for organisations to look beyond traditional qualifications when promoting diverse talent. Her philanthropy and support for the less fortunate, including feeding the hungry and providing dowries for women, illustrate the significance of creating support systems that foster belonging within organisations. Despite facing significant hardships, including financial loss during the Quraysh boycott, Khadija remained committed to her values and mission, serving as a reminder for leaders to maintain their dedication to inclusion and equity, even when faced with challenges. BEST MOMENTS "Khadija shows us that there's a different way to approach it. Are we doing enough to look beyond just the traditional qualifications and really consider someone's character?" "Khadija was the first person to embrace Islam. She believed him instantly. No hesitation, no doubt." "Her resilience wasn't just about gritting her teeth and bearing it. It was about staying true to what she believed in." "It's a challenge to all of us to make sure that their organisation's commitment to inclusion isn't just a fad." "Khadija's story shows us that real change is possible when we have the courage to lead with our values." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen reflects on the intersection of International Women's Month and Ramadan, exploring the historical empowerment of women in early Islam. Ishreen discusses the revolutionary rights granted to women by Islam, such as financial independence, property ownership, and the right to education, contrasting these with the limitations faced by women in many societies, including the UK until the 1970s. Ishreen highlights influential female figures in Islamic tradition, such as Lady Khadija and Aisha, and emphasizes the importance of creating inclusive workplace environments that honour women's contributions while accommodating diverse religious practices. KEY TAKEAWAYS This episode highlights the revolutionary changes brought about by Islam regarding women's rights, including the ability to manage finances, own property, choose marriage partners, and pursue education—rights that were often denied to women in many societies at the time. The discussion emphasizes the importance of female role models in Islamic history, such as Lady Khadija, Lady Fatima Zahra, and Aisha, who exemplified leadership, scholarship, and moral integrity, serving as inspirations for both women and men. Observing Ramadan while managing professional responsibilities presents unique challenges, such as maintaining productivity during fasting hours and finding time for prayer. The principles of self-discipline, mindfulness, and compassion during Ramadan are linked to the historical struggles of women for their rights, highlighting the resilience and vision required to achieve empowerment. Despite the advancements in women's rights within Islamic teachings, significant disparities remain in many Muslim communities due to patriarchal attitudes and cultural norms. BEST MOMENTS "Islam gave women unprecedented rights, rights like independently managing their own finances, something that was not available even in the United Kingdom fully until the 1970s." "The month teaches us self-discipline, mindfulness and compassion, qualities that have historically enabled Muslim women to overcome those obstacles and assert their God-given rights." "Despite the advances in women's rights within Islamic teachings, I recognize that there remains a substantial disparity between the ideal principles and the actual conditions in many Muslim communities." "Aisha narrated more than 2000 hadith... and she became remembered as a major scholar in the area of hadith." "I'm inviting you, my professional network, to join me in reflecting on how we can create more inclusive environments that honour the contributions of women while respecting diverse religious practices." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen explores the evolution of diversity, equity, inclusion, and belonging (DEIB) strategies in the modern workplace, introducing the concept of DEIB 3.0. Moving beyond the win-lose dynamics of DEIB 2.0, she emphasises the importance of creating a win-win culture where all perspectives are valued and everyone can thrive. Ishreen discusses the significance of integral thinking and the need for organizations to focus on building an inclusive environment that fosters authentic relationships through open conversations. KEY TAKEAWAYS Ishreen discusses the transition from DEIB 1.0, focused on compliance, to DEIB 2.0, which recognized business benefits, and now to DEIB 3.0, aimed at creating a win-win culture where everyone can thrive. DEIB 3.0 emphasises integral thinking, which involves understanding the interconnected benefits of diversity, equity, inclusion, and belonging rather than viewing them in isolation. This approach helps avoid a win-lose dynamic. The focus of DEIB 3.0 is on reshaping organisational culture to foster an environment where all individuals feel safe to be their authentic selves, leading to increased innovation and better decision-making. Building authentic relationships through open and judgment-free conversations is essential for addressing fears and finding common ground, which is a core principle of DEIB 3.0. While fostering a positive culture is crucial, DEIB 3.0 also stresses the importance of using hard data to measure progress and drive real change, ensuring that diversity is viewed as a strength rather than a threat. BEST MOMENTS "True diversity isn't about replacing one dominant group with another. It's about creating an environment where all perspectives are valued." "I think businesses are a lot stronger when all the perspectives are in the room." "Since I've done that, I've seen a significant impact on my team's dynamics." "Data does not lie. It gives you a picture to provide insight." "It's about fundamentally reshaping your organization's culture." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen explores her transformative journey from fear to understanding in the realms of diversity, equity, inclusion, and belonging (DEIB) within UK workplaces. Drawing on insights from members of the Pioneers Movement, Ishreen discusses the pervasive nature of fear that hinders authentic representation and inclusion, highlighting personal stories that illustrate the power of overcoming these barriers. The episode introduces the concept of DEIB 3.0, emphasizing the need for a holistic approach that fosters a culture of belonging and collaboration, rather than a win-lose dynamic. KEY TAKEAWAYS Ishreen emphasises the importance of moving from a mindset of fear regarding diversity and inclusion to one of understanding and collaboration. This shift is crucial for creating a workplace where diversity is celebrated and inclusion is a lived reality. Visual representation in the workplace is vital for fostering an inclusive environment. The experiences shared highlight that when individuals see others like themselves, it encourages authenticity and can help dismantle fears associated with standing out. The concept of DEIB 3.0 focuses on creating an environment where multiple benefits of diversity, equity, inclusion, and belonging can emerge naturally, rather than treating them in isolation. This holistic approach aims to foster a culture of belonging that drives business results. Developing cultural intelligence is essential for leaders to effectively engage with diverse teams. This involves understanding and responding to cultural nuances, which can enhance collaboration and innovation within the organization. The journey towards effective diversity, equity, inclusion, and belonging requires a long-term commitment. Leaders are encouraged to rethink their strategies, prioritize open conversations, and empower employees to bring their authentic selves to work, ultimately leading to improved business performance and employee engagement. BEST MOMENTS "This fear is often based on misconceptions. The reality is that they're actually operating in a bigger pool." "I started wearing a hijab at the workplace. I didn't see anybody similar to me, which didn't encourage me to wear my hijab." "Often our fears are more in our heads than in reality, but it also highlights the importance of representation." "Cultural intelligence education has to be a core part of working towards a win-win culture." "This journey is a long-term vision. Most visions that we come across around DEIB tend to be very short-term." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen reflects on the key insights and developments in Diversity, Equity, Inclusion, and Belonging 3.0 (DEIB 3.0) from 2024. She emphasises the transition from awareness to practical implementation of DEIB principles within organizations, highlighting the strong correlation between DEIB practices and employee well-being. Ishreen explores the importance of neurodiversity, the role of artificial intelligence in promoting fairness in recruitment, and the potential pitfalls of biased AI systems. She also addresses the challenges faced by companies in maintaining DEIB initiatives amidst changing legislation and stresses the necessity of integrating DEIB into core business strategies. Looking ahead, Ishreen shares exciting trends and encourages business leaders to embrace DEIB 3.0 as a fundamental driver for organizational success and innovation. KEY TAKEAWAYS The focus has shifted from merely raising awareness about Diversity, Equity, Inclusion, and Belonging (DEIB) to practical, everyday implementation within organizational structures and processes. There is a strong correlation between DEIB practices and employee well-being, with authentic self-expression leading to improved job satisfaction and performance. Recognizing and valuing different cognitive styles enhances problem-solving and innovation within organizations, demonstrating that diverse thinking can drive productivity and product development. Artificial intelligence can play a significant role in promoting fairness and inclusion in hiring processes, but it must be implemented carefully to avoid biases, as seen in the case of Amazon's recruitment practices. Embracing DEIB 3.0 is essential for organizational success, innovation, and talent acquisition, positioning companies to thrive in a diverse global marketplace rather than treating DEIB as a compliance or public relations issue. BEST MOMENTS "It's not just about talking the talk anymore. It's about walking the walk and making real changes in how our organizations operate day to day." "When folks can be themselves without pretending, they're much happier and they do better work." "DEIB needs to be a part of everything a company does all the time." "Embracing these principles is not merely a matter of compliance or public relations. It's a fundamental driver for organizational success, for innovation, and for talent acquisition." "It's not just about being nice. It's about building seriously successful, innovative companies." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen invites listeners to envision a transformative future of work, inspired by the spirit of Christmas. Drawing parallels to the story of Scrooge, the episode explores a world where diversity, equity, inclusion, and belonging are at the forefront, allowing everyone to learn and grow regardless of their background. With the help of AI and technology, workplaces become collaborative environments where knowledge is shared across generations, and personalized learning is accessible to all. KEY TAKEAWAYS Ishreen envisions a future where everyone has equal opportunities to learn and grow, supported by technology that enhances rather than replaces human roles. There is a call for schools and workplaces to collaborate in creating engaging learning programs that cater to diverse needs and backgrounds, fostering a sense of belonging. Emphasising a humanity-centric perspective means prioritizing the well-being of all individuals and communities, rather than focusing solely on individual success. The future includes the use of AI and robots as supportive tools that handle mundane tasks, allowing individuals to focus on their passions and strengths. The message highlights that change is possible and encourages collective action to ensure that everyone has access to learning and growth opportunities, ultimately creating a brighter future for all. BEST MOMENTS "Imagine a world where everyone, no matter where they're from or how old they are, has a chance to learn and grow." "AI and robots are our helpers, not our replacements. They're like high-tech elves, making our work easier and more fun." "In this future, we need to focus on being humanity-centric rather than just human-centric." "Create workplaces where everyone's voice is heard, like a perfect Christmas carol where every note matters." "It's never too late to change and create a better future for everyone." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode Ishreen Bradley explores the current landscape of diversity, equity, inclusion, and belonging (DEIB) in the workplace, likening it to the bustling spirit of Christmas. Ishreen discusses the integration of new technologies, such as artificial intelligence and virtual reality, into training programs, while also addressing the challenges of ensuring equitable access to these resources for all employees. KEY TAKEAWAYS Workplaces are integrating new technologies like AI and virtual reality while also fostering diverse teams, creating an environment where everyone feels included and valued. Companies are developing creative training programs that utilize modern tools, such as virtual reality, to enhance skill development and engagement among employees. There is a significant challenge in ensuring that all individuals have equal access to educational resources and technology, highlighting the need for strategic planning to provide fair opportunities for growth. While technology can enhance efficiency, there is a risk of over-reliance on it, which may lead to a decline in critical thinking and problem-solving skills. It's essential to maintain a balance between using technology and exercising human wisdom. As workplaces evolve, there is a pressing need for leaders to actively work towards creating inclusive environments that prepare all employees for future changes and challenges in the workforce. BEST MOMENTS "We're diving into DEIB 3.0, a visionary research-led approach that will create and deliver inclusive cultures where employees feel valued as individuals." "Some companies are creating innovative training programs, using new technologies like virtual reality experiences, to help workers learn new skills." "The challenge is, sometimes it feels like these new technologies are racing ahead faster than Rudolph on Christmas Eve." "Not everyone has equal access to these opportunities. Some people don't have fast internet at home, or their schools might not have the latest technology." "The present is a gift, but it's up to us to unwrap its potential for a better future." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOST Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen takes listeners on a reflective journey through the evolution of industry, drawing parallels between the past and the present. She highlights the transition from Industry 3.0 to Industry 4.0, emphasizing the rapid technological advancements and the challenges they pose, particularly the digital divide that has become more pronounced during the pandemic. Ishreen underscores the importance of inclusive progress as we move towards Industry 5.0, advocating for a future where technological advancements benefit everyone, not just a privileged few. KEY TAKEAWAYS As technology evolves rapidly, it is crucial to ensure that everyone has the opportunity to participate in and benefit from these advancements, rather than leaving marginalized groups behind. Ishreen draws parallels between the evolution of industry—from Industry 3.0 to Industry 4.0—and the lessons learned from past experiences, emphasizing the need for timely responses to technological shifts. The disparity in access to technology and education has been highlighted, particularly during the pandemic, where many children faced challenges in accessing online schooling, underscoring the need for equitable access. Business leaders are encouraged to take an active role in fostering diversity, equity, inclusion, and belonging (DEIB) within their organizations, shaping a legacy of change that benefits all employees. IShreen emphasises the need to create inclusive cultures in the future, where employees feel valued as individuals and connected to a shared purpose, moving beyond the privileges of the few. BEST MOMENTS "Your colleagues matter, and as a leader in your company, the legacy of change needs to be driven by you." "Technology is progressing much faster than our education systems can adapt." "The uneven distribution of technological privileges means that some people have access to the latest gadgets while others are left out in the cold." "We have learned that when technology moves fast, we need to make sure everyone has the chance to join in." "Progress must be for all, not just a privileged few." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOST Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this special holiday episode, Ishreen introduces a festive miniseries titled "A Christmas Carol for the Future of Work." Drawing inspiration from Charles Dickens' classic tale, Ishreen invites listeners to explore the transformative landscape of the industry through the lens of diversity, equity, inclusion, and belonging (DEIB 3.0). The episode reflects on a recent panel discussion at the Thought Leadership Forum, where experts discussed the future of work and the necessary governance, learning, and innovation to prepare the workforce for upcoming changes. KEY TAKEAWAYS Ishreen emphasises a research-led approach to Diversity, Equity, Inclusion, and Belonging (DEIB) that aims to create inclusive workplace cultures where all employees feel valued and connected to a shared purpose. Industry 5.0 is presented as a significant update in the world of work, highlighting the collaboration between humans and machines to create efficient and sustainable workplaces that benefit both people and the planet. Ishreen is inspired by a panel discussion at the 4th Thought Leadership Forum, focusing on preparing the workforce for the future through governance, learning, and innovation. The podcast is designed for a diverse audience, including students, workers adapting to new technologies, and anyone interested in understanding the evolving landscape of work. Listeners are encouraged to engage with the podcast by sharing it within their networks, leaving reviews, and submitting questions for future discussions, fostering a community around the themes of DEIB and the future of work. BEST MOMENTS "This podcast is where progressive, forward-thinking business leaders come together and start shaping a better future for diversity, equity, inclusion, and belonging in the workplace." "Industry 5.0 is all about humans and machines working together in harmony, creating a workplace that's not just efficient, but also good for people and the planet." "We talked about the kind of governance, learning and innovation that we need to get ready in order to maximize the value and make Industry 5.0 workable for everybody." "We're diving into DEIB 3.0, a visionary research-led approach that will create and deliver inclusive cultures where employees feel valued as individuals." "This podcast is for you, whether you're a student wondering about your future career or just someone curious about how our world is changing." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen synthesizes insights from the previous three episodes, focusing on the transformative potential of DEIB (Diversity, Equity, Inclusion, and Belonging) 3.0. Ishreen emphasizes the importance of self-awareness as a starting point for collective growth, highlighting that true openness requires vulnerability and a willingness to engage with discomfort. They also address the necessity of engaging with resistance, framing opposition not as a barrier but as an opportunity for deeper understanding and dialogue. KEY TAKEAWAYS Transformation in diversity, equity, inclusion, and belonging (DEIB) begins with self-reflection and confronting personal biases. This self-awareness is crucial for collective evolution and creating a shared understanding of inclusion. True openness involves stepping out of comfort zones and engaging in vulnerable listening. It is not merely about accepting different viewpoints but actively seeking unfamiliar perspectives and embracing the discomfort that comes with it. Real progress in DEIB requires engaging with those who oppose it. This engagement should focus on dialogue and understanding rather than winning arguments, allowing for a collective narrative that includes diverse perspectives. The insights gained from self-awareness and openness should be applied in real-world settings. This includes bringing personal reflections to collaborative spaces and actively seeking ways to engage with differing viewpoints. The goal is to create workplaces where DEIB is not just a checklist but a dynamic reality. This involves transforming conflict into opportunities for growth and ensuring that every voice is heard and valued within the organization. BEST MOMENTS "Self-awareness isn't just about personal growth. It's about collective evolution." "True openness is not comfortable. It's not safe. It requires a willingness to step beyond what you know." "Real progress demands engaging with resistance. It's easy to talk to those who already agree with us." "Openness is a practice, not a concept. It's about actively seeking out what's unfamiliar." "Imagine a workplace where DEIB isn't a box to be ticked, but a lived experience where every voice is heard and valued." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen delves into the transformative power of openness, curiosity, and vulnerable listening within the realms of diversity, equity, inclusion, and belonging (DEIB). Ishreen emphasizes the importance of stepping into unfamiliar spaces with a genuine desire to learn and connect, highlighting how this approach can foster empathy and collaboration. Ishreen also invites listeners to a groundbreaking breakfast meeting on December 4th in Central London, aimed at pushing the boundaries of DEIB thinking.   KEY TAKEAWAYS True openness in the context of diversity, equity, inclusion, and belonging (DEIB) involves stepping into unfamiliar spaces with curiosity and a willingness to learn, even when it feels uncomfortable. Cultivating curiosity can transform leaders and drive sustainable change, turning DEIB from abstract principles into lived experiences that enrich workplace culture. Listening to understand rather than to respond is crucial for building connections and transforming conflict into collaboration, allowing for a deeper understanding of diverse perspectives. Real change occurs when individuals engage in conversations with those who hold opposing views. Encouraging open discussions with sceptics about DEIB can transform resistance into curiosity, ultimately leading to collaboration and a more inclusive workplace environment.   BEST MOMENTS "True openness goes beyond simply accepting diverse viewpoints. It means stepping into unfamiliar spaces where you don't have all the answers and then allowing yourself to be vulnerable there." "Curiosity is the gateway to empathy, and empathy is what allows us to turn conflict into constructive dialogue." "It's about evolving together, not by pushing the agenda, but by nurturing an environment where everyone's voice is heard." "Imagine a workplace where conflict becomes collaboration, where diverse perspectives aren't just tolerated, but celebrated." "This is how we build bridges, how we transform skepticism into curiosity and curiosity into collaboration."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen introduces the groundbreaking DEIB 3.0 tool, designed to transform how organizations approach diversity, equity, inclusion, and belonging (DEIB). Ishreen emphasizes the importance of self-reflection and personal beliefs in shaping an inclusive culture, encouraging listeners to share their insights with others to foster collective understanding.  KEY TAKEAWAYS The integral DEIB 3.0 tool emphasizes the importance of individual self-perception and beliefs about diversity, equity, inclusion, and belonging (DEIB). Engaging in deep self-reflection is the first step toward fostering an inclusive culture. Sharing personal reflections with others is crucial for transforming individual perspectives into a collective understanding. This collaborative process allows for the evolution of beliefs and the creation of a shared reality. Integral thinking highlights that beliefs are interconnected and influence one another. Growth in DEIB is not linear but cyclical, requiring an understanding of past experiences while transcending them to create new insights. The tool acknowledges that not everyone is ready to engage with DEIB initiatives. It raises the need to recognize individuals or organizations that resist progress, emphasizing clarity over shaming. Unlike traditional approaches that focus on fixed goals and outcomes, the integral DEIB tool encourages organizations to create environments where positive changes can naturally emerge from collective action, fostering a culture of ongoing exploration and growth. BEST MOMENTS "This tool begins with you. It's designed to bring out your self-perception, your beliefs, your role, your expectations." "The process of sharing is transformative. It's in the act of exchanging ideas that new beliefs and perspectives start to form." "We need to consider that not everyone will come along for this journey." "Imagine an organisation where everyone's role in DEIB is not defined by rigid policies or checkbox exercises, but by an ongoing collective journey of exploration and growth." "If you're ready to take this leap, to not just talk about DEIB, but to live it, breathe it, and make it integral to everything you do, then this tool is for you." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. Ishreen highlights the importance of shifting mindsets and behaviours across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment.   KEY TAKEAWAYS Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations. An integral approach requires a fundamental shift in mindset, culture, and behaviours across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought. Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power. In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture. Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, and learning.   BEST MOMENTS "Imagine a workplace where DEIB is as embedded in the fabric of daily operations as your mission statement or your profit goals." "In an integral DEIB approach, we're no longer talking about diversity programs or unconscious bias training as separate from the rest of the business." "The integral approach means constantly listening, learning and incorporating new perspectives to ensure the culture remains inclusive and adaptive to change." "Pioneering organizations are choosing the integral path. They understand that a culture of belonging doesn't just benefit underrepresented groups." "It's not just about how you do things. It's about how you think about them, how you feel about them, and how you live them."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com   ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this special highlights episode, Ishreen takes listeners on a compelling journey through the transformative landscape of diversity, equity, inclusion, and belonging (DEIB). She discusses the powerful benefits organisations can reap from embracing DEIB as an integral part of organisational culture, including enhanced creativity, employee loyalty, and cultural awareness. Ishreen also addresses the uncomfortable reality of organisations that actively oppose DEIB and poses challenging questions about accountability.  KEY TAKEAWAYS Ishreen emphasizes the need to shift diversity, equity, inclusion, and belonging (DEIB) from a compliance-driven checkbox to an integral part of organizational culture, promoting a mindset of shared responsibility. This new approach focuses on creating real opportunities and fostering community engagement, as exemplified by Metro Bank's partnership with the English and Wales Cricket Board, which aims to support women and girls in cricket. Organizations can gain ten powerful benefits from embracing integral DEIB, including improved creativity, decision-making, employee loyalty, and cultural awareness. However, many companies are still not fully utilizing these benefits due to outdated compliance-led approaches. The evolution of DEIB requires a cultural shift where every employee feels they belong, moving beyond mere targets for diverse hires to creating an environment of inclusivity and support. Ishreen raises the question of whether companies that actively oppose DEIB should be named and shamed, highlighting the importance of accountability in the pursuit of meaningful change in the face of resistance. BEST MOMENTS "What if we could reframe DEIB to benefit everyone?" "It's not about avoiding getting caught. It's about fundamentally shifting mindsets and embracing a culture of shared responsibility and growth." "DEIB isn't just good for humanity, it's good for business." "Should we name and shame these companies? Should they be held to account for their retrogressive actions?" "It's time to stop viewing DEIB as an optional add-on. It needs to be integral, unshakable." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen invites listeners to explore the concept of negative DEIB (Diversity, Equity, Inclusion, and Belonging) during a thought-provoking discussion from their inaugural research breakfast. Featuring insights from industry leaders across various sectors, she delves into the potential for organizations to receive a minus one rating for actively opposing DEIB initiatives. Examining the current landscape of DEIB, particularly in light of recent legislative changes in the U.S. that have led some companies to scale back their diversity efforts, the episode challenges listeners to consider the implications of a monoculture in organizational diversity and the necessity of fostering a more inclusive environment.  KEY TAKEAWAYS Making diversity, equity, inclusion, and belonging (DEIB) integral to an organization is crucial for its success. Once embedded, it becomes nearly impossible to remove, similar to how IT has evolved within businesses. Organizations are at different stages in their DEIB journey, with some potentially operating at a negative level (minus 1.0). This disparity can be influenced by factors such as industry, size, and organizational evolution. Recent legislative changes in the U.S. are causing some companies to scale back their DEIB initiatives. This trend is driven by a backlash from those with privilege and movements that oppose DEIB efforts. A focus on a single type of diversity (e.g., gender) without considering other forms (e.g., learning, technology) can lead to a lack of flourishing within organizations. A diverse approach is essential for innovation and growth. Leaders are encouraged to actively engage in discussions about DEIB, share insights, and implement practical steps to foster an inclusive culture that values all employees and drives business success. BEST MOMENTS "Is there such a thing as negative DEIB? ... should we drop below zero and give a minus one rating to those companies that demonstrate active opposition to DEIB?"  "I actually think some of the organisations are almost at minus 1.0." "If you look at what's happening in America, there's legislation that came in at the government level that's now trickling into US-owned companies." "When a supposedly serious party proposes removal of DIB legislation as part of their manifesto, you go, what could be the trigger for that?" "I think there are organizations that are definitely at minus one. Totally." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen continues to discuss the Belonging Pioneers Framework for Diversity, Equity, Inclusion, and Belonging (DEIB 3.0). Ishreen discusses the evolution of DEIB practices, highlighting the transition from compliance-focused initiatives to a more strategic and holistic approach that fosters innovation and collaboration within organizations. Ishreen emphasizes the importance of creating psychologically safe environments where all employees feel valued and connected to a shared purpose.   KEY TAKEAWAYS The podcast discusses the progression of Diversity, Equity, Inclusion, and Belonging (DEIB) from a compliance-focused approach (1.0) to a more strategic and goal-oriented phase (2.0), and now towards a holistic and adaptable framework (3.0). Creating a psychologically safe environment is crucial for employees to feel accepted and to foster a sense of belonging within the organization. Leaders should align their purpose with the organization's purpose, promoting a culture where individual and collective goals are congruent. The DEIB 3.0 framework emphasizes the importance of cultivating a culture of emergence, where the focus is on creating an environment that allows for innovation and collaboration. Business leaders are encouraged to take an active role in driving change within their organizations by implementing the Belonging Pioneers Framework.   BEST MOMENTS "The legacy of change needs to be driven by you." "When you're in compliance, the maximum benefit you can get is some form of stability." "We need to take a holistic approach... everybody has an experience of winning." "You're starting to build your reputation in this area, and you've got certain minimum standards that are being met." "When you're up here, you're agile, you're innovative, ideas are coming out, and they're being implemented."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com   ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen introduces the DEIB 3.0 Pioneers Movement, a transformative initiative aimed at fostering diversity, equity, inclusion, and belonging in the workplace. She highlights the need for action-oriented strategies to break the cycle of talk without action that has plagued DEIB efforts, leading to budget cuts and backlash. Ishreen and her team delve into the concept of relative privilege, exploring how it impacts workplace dynamics and the effectiveness of DEIB programs.  KEY TAKEAWAYS The DEIB 3.0 Pioneers Movement aims to shift the conversation around diversity, equity, inclusion, and belonging from mere discussion to actionable strategies that create real change in organizations. The concept of relative privilege is central to understanding the barriers to achieving DEIB goals. It emphasizes that every individual has varying degrees of privilege based on their circumstances, which can impact their experiences in the workplace. The podcast highlights ongoing research into privilege and its effects on workplace dynamics, with a commitment to refreshing this research annually to provide updated insights and strategies. The movement advocates for a win-win approach to DEIB, moving beyond compliance and competitive advantage to foster a more integral and inclusive organizational culture. Organizations that implement effective DEIB programs can experience a range of benefits, including improved creativity, decision-making, employee loyalty, and brand reputation. However, many organizations have yet to explore the full spectrum of potential benefits. BEST MOMENTS "Diversity, equity, inclusion and belonging has got itself stuck in a loop of talk with not enough action, leading to a backlash and cuts in budgets." "We think privilege is the root cause for why we've got a lack of diversity, equity, inclusion and belonging in the workplace." "The decisions that were being made to access those benefits were being driven by leadership inside organisations that were potentially divisive rationale." "If you could get the productivity and the sickness and absence, why not the cultural awareness benefits?" VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOST Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen introduces the concept of DEIB 3.0, a transformative approach to diversity, equity, inclusion, and belonging in the workplace. Highlighting a collaboration with Metro Bank, she shares insights on their purpose-led partnership with the England and Wales Cricket Board, aimed at increasing female participation in cricket through the Women and Girls Fund. KEY TAKEAWAYS Ishreen introduces DEIB 3.0, a new approach to diversity, equity, inclusion, and belonging that aims to create inclusive cultures where employees feel valued and connected to a shared purpose. The current backlash against DEIB initiatives is attributed to resistance from existing power structures, particularly among white men who perceive these initiatives as biased against them. A shift in focus is needed to move towards a win-win dynamic. Metro Bank is highlighted as a collaborator in the DEIB 3.0 movement, showcasing their partnership with the England and Wales Cricket Board to promote women and girls in cricket through a co-developed Women and Girls Fund. The partnership between Metro Bank and the ECB is structured as a six-year commitment, emphasizing the importance of time in making meaningful and lasting changes at the grassroots level. DEIB 3.0 emphasizes collaboration, innovation, and a data-led approach to identify focus areas, ensuring that initiatives deliver social benefits while also achieving return on investment (ROI) targets for all stakeholders involved. BEST MOMENTS "We wanted to make sure we were taking the time on how we develop the Women and Girls Fund." "We didn't want just any sort of traditional sponsorship. We were really looking for a partnership that was centered around true purpose." "To really make any meaningful impact at a grassroots level, it takes time." "An over-focus on representation at the cost of equity, inclusion, and belonging is what set up this win-lose dynamic." "DEIB 3.0 aims to move DIB from a conversation that has a win-lose dynamic to a win-win approach." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOST Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen discusses the critical importance of fostering a more inclusive and equitable workplace through the newly launched Pioneers Movement. She explores the challenges organizations face in implementing effective diversity, equity, inclusion, and belonging (DEIB) initiatives, particularly the tendency for these programs to create a win-lose dynamic. Ishreen highlights the need for a mindset shift rather than merely policy changes, emphasizing the benefits of an integral approach to DEIB that engages everyone in the organization. KEY TAKEAWAYS Current diversity, equity, inclusion, and belonging (DEIB) initiatives often create a win-lose dynamic, where the majority feels threatened. A successful approach should foster a win-win environment that benefits everyone in the organization. The concept of relative privilege is crucial in addressing DEIB challenges. Organizations must raise awareness about how privilege operates within their culture to prevent damaging eruptions that can harm reputation and integrity. Embedding DEIB into the core operations and mindset of the organization for holistic improvement. Organizations are encouraged to adopt an emergent approach to DEIB, focusing on changing mindsets rather than just policies. This can lead to many benefits, including improved creativity, productivity, and employee loyalty. There is an invitation for organizations to engage in ongoing research and discussions about DEIB 3.0, emphasizing the importance of collective effort in creating a more equitable workplace. BEST MOMENTS "The challenge with today's diversity, equity, inclusion, and belonging initiatives is that they set up a win-lose dynamic where the majority group experiences being threatened rather than benefit from the opportunity of being more equitable and inclusive." "The only way you can combat relative privilege is with effective DEIB programs, right? What other tools have you got against it other than raising people's consciousness about how they're behaving?" "What we're announcing today is some new research into what we're calling privilege 2.0... Is there an upside to tackling privilege? How can we look at this differently?" "Integral DIB is the effort of everyone for the benefit of everyone." "We're excited and I think you might be as well. Our first Practitioner Collaboration Breakfast is on the 1st of October, so it's not too late for you to join us." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

This episode features an insightful conversation between Ishreen and Chandrika Bandaranaike Kumaratunga (CBK), Sri Lanka's first female President. In this special mini-series celebrating extraordinary women of Sri Lankan heritage, they discuss gender equity, inclusion, and the systemic changes needed in organisations to ensure fairness at work. CBK shares her personal journey, highlighting the importance of education, skills, confidence, and practical leadership training for women. Overall, the conversation provides valuable insights and practical steps for creating a culture of inclusion and equity in the workplace. KEY TAKEAWAYS The importance of education and skills training for women in leadership positions. The need for confidence and self-belief in women to break through barriers in the workplace. The significance of implementing laws, regulations, policies and procedures to ensure gender equity and prevent abuse in organisations. The value of communication, democratic means, and empathy in leadership to address systemic issues. The role of family support, practicality, determination, and resilience in the success of female leaders. BEST MOMENTS "I was thrown into it in the circumstances prevailing at the time in my country."  "The rules and regulations have to be there first, the laws that will have to be at the national level." "I do appreciate this conversation. People normally take me for granted as a woman leader and don't ask, how did you get there?" "The courage to stick with your decisions, whatever may come, whatever criticism and all that you get, to be convinced that you are right." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this heartwarming episode, Ishreen reminisces on the deep and enduring friendship between her mother and Dr. Indra Angunawela, which has spanned from childhood to their eighth decade. Dr. Indra shares cherished memories of their early years, highlighting the strong bond they formed and the efforts they made to stay connected over the years. The episode also explores Dr. Indra's remarkable career in the medical field, touching on her experiences as a pioneering woman in elderly psychiatric health and the importance of cultural sensitivity in healthcare practices.  KEY TAKEAWAYS Shared interests are essential for forming and maintaining long-lasting friendships. Making an effort to stay in touch and communicate regularly is crucial for sustaining relationships. Having multiple points of contact, such as shared family connections, can strengthen bonds. Reconnecting through shared activities, like enjoying food together, can help maintain friendships. Understanding and respecting each other, without misunderstandings or conflicts, is key to a lasting friendship. BEST MOMENTS "Women have a hard time making hard choices at the outset, in order to balance your career as well as the family." "I think I have had the best of both worlds in the sense, researching clinical. So I think when I look back, I think I was really lucky."  "Food always brings us together." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen speaks to Dr. Marlene Abey-Wardner, an internationally recognised Consultant Obstetrician & Gynaecologist. Dr. Marlene shares her remarkable journey in the medical field, highlighting her passion for women's health and her significant contributions to various medical organizations. Her insights on menopause and women in the workplace shed light on the need for awareness and support for women experiencing menopausal symptoms.  KEY TAKEAWAYS St. Bridget's Convent provided an inclusive environment where students of different nationalities and religions coexisted peacefully, fostering lifelong friendships and global citizenship. Hard work, honesty, sincerity, and building relationships through friendship were highlighted as key factors contributing to career success in the medical field and professional associations. Dr. Marlene emphasized the importance of addressing menopause symptoms and providing support for women in the workplace, advocating for education, medical check-ups, and psychological support. Loyalty, sincerity, and being available to help friends in need were identified as essential qualities for maintaining lifelong friendships and contributing to personal happiness and success. BEST MOMENTS "I think the secret of anyone's success in life is the way you handle life and the person that you are internally." "You asked me what is the secret of my success? Well, I think probably part of what I'd tell you would be because I've always worked hard in my profession and in whatever I do." "Many women have struggled through work with hot flushes and mind freezes and, almost not realized that it was due to menopause. And their colleagues had no idea and just thought that they were having a nervous breakdown or something." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE GUEST Dr. Abeyewardene has held the post of Resident Obstetrician & Gynaecologist in the Ministry of Health in various hospitals across the world, in addition to serving as a Consultant. She has spent significant time teaching undergraduate, postgraduate students and training of midwives. Dr. Abeyewardene is a Fellow of the Sri Lanka College of Obstetricians & Gynaecologists, and the Royal College of Obstetricians & Gynecologists of the UK. She has been an active member of several professional associations and medical bodies holding various key positions in the capacities of president, council member and board member and has represented Sri Lanka in a large number of international forums. In addition to many initiatives she has pioneered, she takes the credit of being a founder member of the Menopause Society of Sri Lanka, Founder Member of the Gynaecology Endoscopic Working Party and Prenatal Society of Sri Lanka. For her role in assisting the women of Sri Lanka, Dr. Abeyewardene was awarded the FIGO – International Federation of Gynaecology and Obstetric award of distinction for services rendered in improving the Reproductive Health of Women. She also received a special service award from the Aids Foundation of Sri Lanka for delivering pregnant mothers with HIV. Dr. Abeyewardene joined Zonta Club One of Colombo as a member in 1989 and continues as an active Zontian to date. She enjoys this work as it provides her with an opportunity of being of service to women in spheres other than health. ABOUT THE HOST Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Today, we continue the insightful conversation between Ishreen Bradley and Kate Janssen, Director of Organizational Design and Learning at Wilmot Dixon. The episode delves into the challenges and successes of achieving gender balance in the construction industry, highlighting the efforts of Wilmot Dixon in striving for equal gender representation. Kate shares personal insights and tips for women navigating change in male-dominated industries, emphasizing the importance of building a support network, investing in others' growth, and prioritizing family amidst career demands.  KEY TAKEAWAYS The podcast highlights the challenges faced by women in the construction industry, such as stereotypes, gender biases, and lack of visibility, making it difficult for them to envision successful careers in this male-dominated field. Wilmot Dixon, a top family-owned construction company, set a goal of achieving equal gender representation across all roles in their business. The leadership team, led by chairman Rick Wilmot, successfully implemented this goal, breaking new ground in the industry. Kate Janssen emphasizes the importance of building a supportive network, normalizing challenges, and investing time in helping others to create change. She also highlights the significance of prioritizing family and not being a "ladder grabber" in career growth. Kate shares a personal anecdote where she had to choose between attending her daughter's nativity play and her job, showcasing the challenges faced by working mothers in balancing work and family responsibilities. Kate emphasizes that the ultimate resource for creating an equitable organization is not just about money or resources but stems from a shared vision, passion, and drive to create change among individuals who are invested in realizing that vision. BEST MOMENTS "Women still earn up to a third less than their male counterparts and additionally 72% of women in the sector have reported experiencing gender discrimination at work." "You can't do it on your own. You can't do it on your own. So that's really key." "I think it is the worst quality in us when we're growing our career is that we think it's all about our career and it's just not." "It's not about going to the ends of the world to find the people. Because for me, that comes from your heart."  VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

This episode of the Privilege Eruption podcast discusses the evolution of breakthrough thinking around power, privilege, and purpose in the workplace. It highlights the challenges faced by women in the construction industry, with historical context and recent statistics showing progress towards gender parity. The episode aims to inspire leaders to create a culture of inclusion and belonging for all employees. KEY TAKEAWAYS The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation. Setting bold goals and having genuine leadership support are crucial for driving systemic change towards diversity and inclusion. Creating a culture of collaboration and inclusivity requires not only focusing on individual women but also on transforming the entire organisational ecosystem. Having sponsors who advocate for and support women's career growth is essential for achieving gender balance in leadership roles. Embracing flexible and agile working practices can help attract and retain diverse talent in traditionally male-dominated industries like construction. BEST MOMENTS "You want to create success through connection and belonging, and you're unsure about how to make it happen." - Ishreen Bradley "The big driver for the business was having the best talent around the table, to have cognitive thinking around the table, and encouraging the best talent to come through the door." - Kate Jansen "One woman on a board can be more destructive than no women at all if I'm honest." - Kate Jansen "The beauty of a complementary team is where you don't have the skills, you build the people around you that do." - Kate Jansen "It doesn't take a lot for them to be able to step back, gain the confidence and let go." - Ishreen Bradley VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE GUEST Kate Jansen, FCIPD, Director of Organisation Development & Learning for Willmott Dixon Ltd. Kate has been with Willmott Dixon for over 18 years, always in a people focused role, developing and protecting the culture that evolves from the deeply laid roots of the company's family values. In her latest role, Kate is responsible for developing a learning environment that supports technical advancements and modern leadership methods, developing talent and succession for the future. In 2022, Kate led the campaign that awarded Willmott Dixon as the ‘Best Large Company' to work for in the UK and introduced the Willmott Dixon University. Kate has a passion for early careers and women in construction, both of which she leads as an Industry advocate and mentor. ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode Ishreen speaks with Kate Jansen, the Director of Organisational Design and Learning at Wilmot Dixon, a top 10 family-owned construction company in the UK. Kate discusses her career journey, starting from her early days as an apprentice to her current role where she has played a pivotal role in achieving gender balance within the male-dominated construction industry. She shares her experiences of facing challenges as a woman in leadership positions within the construction sector and discusses the significant milestone Wilmot Dixon reached in 2023 with 15.8% female representation in the workforce. KEY TAKEAWAYS The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation. Setting ambitious goals, such as aiming for 50-50 gender equality in every role, can drive meaningful change and push organizations to work towards a more inclusive environment. Women in male-dominated industries like construction often face stereotypes, biases, and discrimination, making it crucial to actively work towards creating a more supportive and inclusive workplace. Creating a support network of senior women within the organization can be instrumental in driving change and breaking down barriers for other women to advance into leadership roles. Having the strategic leaders of the organization fully support diversity and inclusion goals is essential for driving meaningful change and creating a culture of equality and belonging. BEST MOMENTS "I think the big turning point was probably only about five years ago, four or five years ago, when the business came forward and set a big audacious goal." "It wasn't an ambition that was wholeheartedly embraced. And even I questioned it a little bit at the start." "What we did, we took the seven, as it was, senior women in the business and we got together and I said, right, what are we going to do here to really make a change?" "You want to create success through connection and belonging, and you're unsure about how to make it happen."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In today's eipsode, Kathy Morrissey, the Director of Planning and Insights at Stansted Airport, discusses the importance of attracting more women to science and engineering fields. Kathy shares her insights on creating a supportive organizational culture to empower women in these industries. She emphasizes the need for measuring diversity, providing mentoring and coaching tailored to women's needs, and taking chances on potential. Kathy also highlights the significance of showcasing successful women as role models and building peer support networks.  KEY TAKEAWAYS The importance of measuring and understanding gender diversity within organizations to promote equity and inclusion. Highlighting the significance of tailored mentoring and coaching programs to support women in overcoming confidence barriers and showcasing their abilities. Encouraging organizations to take chances on individuals based on their potential rather than just their current skills, fostering growth and diversity. Emphasizing the value of peer-to-peer support and showcasing successful women as role models to inspire and empower others. Suggesting the value of providing opportunities for secondments and diverse experiences to enhance skill development and career progression. BEST MOMENTS "I think having mentoring and coaching is really important in programmes. And also having those programmes and how they can be tailored more towards where women perhaps are less confident in their abilities." "I think the other thing is, you know, really taking a chance on women the same that we would do with men. If somebody has the potential but not the skills, why don't you give them a shot?" "Use your talents, and use your women's networks, your male networks and take the support." "To create a six month secondment into another department or another role that you may not have actually done, or you might have been supporting externally, can you justify providing that experience?" VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen and Kami continue their conversation with Kathy Morrissey, the Director of Planning and Insights at Stansted Airport. Today's discussion delves into the challenges and opportunities surrounding gender balance in the field of engineering, particularly focusing on attracting and retaining women in science and engineering careers. Kathy shares initiatives she has implemented to promote gender diversity in the workplace.  KEY TAKEAWAYS Privilege is a conundrum that dilutes the culture of fairness at work, and leaders need to recognize the need for more inclusivity. Encouraging more girls to pursue careers in science and engineering requires creating a supportive organizational culture and addressing systemic barriers. Providing role models and early exposure to STEM fields can inspire young girls to consider careers in science and engineering. Organizations can support gender balance by establishing women's networks, offering professional development opportunities, and addressing the gender pay gap. Structural and systemic issues in the engineering field, such as lack of credibility for women and limited access to affordable childcare, need to be addressed to create a more inclusive environment. BEST MOMENTS "Women shouldn't have to adjust their behaviors and adjust the way they act to suit the environment. The environment needs to change." "I think there's a number of different levels of ways in which we could make the engineering world more inviting to women." "I think there's the kind of cultural piece as well around how the environment that you work in is conducive to succeeding." "I think it's so important to have role models and to amplify women who have done well in the science arena." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Kathy Morrissey, the Director of Planning and Insights at Stansted Airport, shares her inspiring journey from the oil sector to environmental management and eventually landing in her current role at the airport. As one of the most senior female engineering directors in the country, Kathy discusses the challenges and successes she has encountered in balancing the scales of gender in science and engineering. The episode delves into Kathy's advocacy for women in engineering, her experiences in male-dominated environments, and the importance of planning ahead in the airport industry. KEY TAKEAWAYS Kathy Morrissey, a senior female engineering director at Stansted Airport, has made significant progress in balancing gender in engineering, showcasing the benefits of diversity in financial and social aspects. Kathy's journey from the oil sector to environmental management and eventually to her current role at Stansted Airport highlights the importance of purpose-driven career transitions. Stansted Airport is working towards a more planned focus, aiming to be proactive in their operations rather than reactive, which can lead to a less stressful environment for both staff and passengers. Kathy's advocacy for women in engineering stems from her experiences as the only female in male-dominated environments, emphasizing the need for more women in the field to bring diverse skills and perspectives. BEST MOMENTS "We need more women in science and engineering." "I was often the only woman out there, generally the only technical woman they did have for the bigger rigs." "I quite liked being the only woman because you were treated with a lot more respect and you were more special."  "I was really fortunate to get a position of director to kind of move up into the director of engineering and facilities role."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Kami and Ishreen continue their discussion about the positive role having a clear purpose and being true to it plays in how organisations work. Including how their culture evolves. They also talk about the danger of taking things too far and inadvertently creating a “culture fit” environment. Trying to get everyone to think and work in the same way and not allowing people to question decisions. KEY TAKEAWAYS Don´t fall into the trap of pushing everyone to be the same.  In today's challenging world, being able to tap into different perspectives brings huge benefits. A diverse organisation will find it easier to develop and sell the products and services people really want. Everyone is different. They will, therefore, contribute in different ways to fulfilling the company's purpose.   BEST MOMENTS  “You can have a purpose statement and people will align with it from different places.” “We want cultural diversity, we want to add to our culture, not take away from it.” “A diverse organisation will improve its performance.” VALUABLE RESOURCES Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers   ABOUT THE HOSTS Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours and authentic leadership.  She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.  https://www.linkedin.com/in/ishreenbradley/ Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up.  She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In today's episode, we revisit one of Kami & Ishreen's golden episodes on the need to create a diverse talent base within your workforce.  Hear about how, when you begin by exploring and understanding your own privilege and recognise and own it on a conscious level, you have the ability to then work with your organisation by applying the same principles and processes. When you move into a position where your team is diverse your organisation will have the creativity, value, and ability to lead in your sector. KEY TAKEAWAYS Organisations that are committed to creating a fair playing field will use introspection to help them achieve this Ask ‘what structures are in place that stop it from being fair?' You need a range of skills in your organisation that will bring diversity When everyone thinks the same you are not in a position to cope with any change Explore and learn about your own privilege and the impact it has on others You need to own your privilege at a conscious level to move from invisibility and denial People who have privilege want to learn about what makes them privileged Privilege can be a block to progress in an organisation but it also has the power to transform when put to good use and can cause a privilege eruption Your organisation can lead in its sector with a diverse team who bring huge  value and creativity These are hard conversations so compassion for yourself and others is a vital part of the process BEST MOMENTS ‘The structures have typically worked for white men ‘Create a diverse talent base in your organisation' ‘Once you know who you are you can speak from a place where people will listen'   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/   Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up.  She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In part 3 of Balancing the Scales of Gender in Mining, Ishreen and Stacey Hope continue their conversation on gender inequality in the mining sector. Today, they delve into the topic of underrepresentation in various roles and barriers to obtaining mining-specific skills. Stacey shares insights on how organizations can address these issues, emphasizing the importance of using one's voice to address discrimination and advocating for systemic change within companies. The episode highlights the need for education, allyship, and structural readiness within organizations to promote equity and inclusion.  KEY TAKEAWAYS The conversation emphasizes the crucial role of the board in driving organizational change towards equity and inclusion. It suggests that starting with the board and executive leadership sets the tone for the entire organization. Encouraging employees to use their voices to address issues of discrimination, harassment, and bias in the workplace is essential. Companies should provide mechanisms for employees to raise concerns and advocate for the implementation of such systems if they are lacking. Men should be educating themselves on gender and racial biases, and actively participating in conversations to understand different perspectives.  Organizations are advised to assess their structural readiness to accept diverse employees and ensure that their systems promote a sense of belonging for all individuals. This proactive approach can help companies prepare for future workforce diversity. BEST MOMENTS "Sexist attitudes, violence, harassment and gender-based discrimination are prevalent in mining." "Everyone knows it. It's just who is willing to work against it, raise the issue, raise the alarms, address it."  "It's not the woman's job or an organization's job to educate you. It's your job to want to be educated."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Today, Ishreen continues her interview with Stacy Hope, the Managing Director of Women in Mining UK. In this episode, they discuss the historical colonial roots of mining, the exclusionary design of mining companies, and the slow progress towards inclusivity. Stacey highlights the burden placed on women to overperform compared to men and the need to change narratives and language to achieve equity. The episode delves into the importance of listening to marginalized voices, understanding cultural nuances, and working collaboratively to address disparities in the mining sector.  KEY TAKEAWAYS The mining sector exhibits significant gender disparities, with women being underrepresented in various positions such as technicians, professionals, and leadership roles. The mining industry's systemic issues are rooted in a colonial history, shaping the current landscape of resource extraction and division of nation states. The design and institutional legacy of mining companies have historically favored male perspectives, leading to exclusion of women, racial minorities, and ethnic groups. Women in the mining industry face a disproportionate burden of overperformance, where a single failure can lead to exclusion, unlike their male counterparts who may continue to fail without consequences. The language and narratives surrounding failure differ for men and women in the industry, highlighting the need for equal treatment and opportunities for all genders. BEST MOMENTS "Mining, the extraction of resources, has a very colonial history to it. Even from the way in which Africa is carved out, it's based on colonial powers and resourcing." ) "The burden placed on women to over perform, that drives disparity and drives the dwindling number of women in the industry." "We have to actually have our language and our narratives equal before we can even talk about equity and positions and pathways forward." "Mining has been defined, it's been designed, it's been driven by the male point of view. The design of mining itself has meant to exclude." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/  https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Today's episode is the first of a series focused on a conversation between Ishreen and Stacy Hope, the Managing Director of Women in Mining UK. Throughout this series they focus on the impact of power, privilege and purpose in the mining sector, particularly regarding gender and race. Stacy shares her journey from working in international development to advocating for women in the mining industry. She delves into the challenges faced by women in mining, such as underrepresentation in leadership positions and barriers to obtaining mining-specific skills, and highlights the initiatives being undertaken by Women in Mining UK to address these issues, KEY TAKEAWAYS This episode highlights the prevalent gender-based discrimination in the mining sector, emphasizing the need for a more equitable and inclusive workplace for women. Research conducted by Women in Mining UK shows a significant correlation between having women on boards in the mining sector and positive business outcomes, such as return on investments and EBITDA. Women in Mining UK is actively involved in initiatives like school competitions, scholarships, internships, and professional development events to support and encourage women in mining-related fields. Stacy Hope's journey from volunteering to becoming the Managing Director of Women in Mining UK showcases the importance of being actively involved in advocating for gender equity and social justice. BEST MOMENT "Work in very complex, contentious jurisdictions with some of the more challenging sectors, because there is room for growth and improvement and change." "We saw significant correlation between women on boards, and especially particular number of women on boards, and return on investments, EBITDA, you name it." "It's about giving young women the opportunity to get that experience on their CV. And oftentimes they do the internship and then they're asked to stay on, which is also valuable impact that we're able to have by creating these pathways in." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In today's episode, we revisit one of Kami & Ishreen's golden episodes on the impact of privilege in the workplace.  Privilege is a very emotive term but if you want to move beyond invisibility and denial for yourself then you need to explore and learn about your own privilege. When you own the privilege you have you are more able to understand the privilege in your organisation and take steps to make positive change Privilege can be a block to progress but it also has the power to transform and can lead to a privilege eruption KEY TAKEAWAYS You can begin to see the world in a different way. Positive power in a positive way can positively shape our purpose If privilege isn't equable then fairness can't exist. The experiences you have are the basis for your values and are part of who you are. Privilege is a special advantage or entitlement that a person uses to their own benefit or the detriment of another. You have to learn to own the  privilege you have and know you are not your privilege. History may have given you privilege it's what you choose to do about it that matters. We can assume that everyone entering an organisation comes in with the same level of capacity, privilege and resources. There need to be reasonable adjustments to ensure that everyone starts at the same point. We are in an uncertain, volatile, complex and ambiguous world so the skills required in an organisation mean a truly diverse workforce. We need to create safe spaces for people to discuss and learn. BEST MOMENTS ‘Some of us are not ready to acknowledge and accept that we have privilege' ‘We should be talking about privilege and how has impacted and shaped our society' ‘You want to cause a privilege eruption in your organisation because it will ensure your organisation's sustainability and longevity'   VALUABLE RESOURCES Don't miss out on sharing your valuable insights on privilege in the workplace! Our survey is still open, and we'd love to hear from you: https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

This episode, Kami, Ishreen and Emma delve into the impact of power, privilege, and purpose in organizations. They highlight the importance of investing in initiatives aligned with values and passion, such as supporting women's cricket and promoting diversity in sports. Emma shares insights on never giving up on ambition, trying new things, and supporting women's sports. The discussion emphasizes the need for organizations to align their values with their actions and the significance of creating purpose-built facilities to support women's sports.  KEY TAKEAWAYS Organizations should invest in initiatives that align with their values and passion, rather than just for financial gain. Organizations and individuals should define their goals and values to guide their actions towards social purpose and financial gain. Seek partnerships where values align, creating a mutually beneficial relationship that supports shared goals. Persistence and determination are key to achieving goals, even if the path may not be straightforward. Encouraging support and participation in women's sports can lead to positive social impact and commercial opportunities. BEST MOMENTS "I think what it boils down to for me is investing in something that people are passionate about or that you're passionate about." "Values-driven commercialisation is so important." "I think the work that they have done in cricket is incredible." "The atmosphere and the tone and the environment of the women's game is very different from the men's game." "Just give it a go. What's the worst that can happen? Go out, be active, participate in as much or as little as you want to." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In today's episode, Ishreen and Kami interview Emma Calvert from the Surrey Cricket Board. Emma discusses the efforts that have been made to increase participation and investment in cricket for women and girls. Her journey from investment banking to sports leadership adds a unique perspective to their conversation, emphasizing the importance of taking chances and following one's passion.  KEY TAKEAWAYS This episode highlights efforts to increase participation and investment in cricket for women and girls, emphasizing the importance of providing opportunities for all to engage in the sport. Emma underscores the evolving role of commercial sponsors in women's sport, moving beyond token gestures to genuine support and investment.  This episode advocates for diverse leadership in sports, emphasizing the value of age diversity and different perspectives in driving change and innovation within the industry. The professionalization of women's cricket has enabled players to pursue the sport full-time, leading to significant improvements in performance and opportunities for growth.  BEST MOMENTS "I originally started my career in investment banking, so I spent six years at Morgan Stanley, worked my way up to director level." "I think growing up I was super fortunate that my next door neighbour was an incredible cricketer and I just used to play about in the back garden with him." "I hope that I can be a good demonstration of how you might not be good enough to be professional at the sport that you love, but actually you can find a way to work in it and make a difference." "Metro Bank has a really clear strategy around cricket, which is driven by a business need." "People want to grow and support women's sport for what it is." VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website:https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In today's episode, Kami and Ishreen continue their delve into the explosive impact of power, privilege, and purpose in the recent scandal involving the post office and Fujitsu. Through a series of insightful discussions, they analyze the intricate power dynamics and relative privilege that allowed this situation to unfold over 24 years. Kami and Ishreen share personal experiences and observations, shedding light on the emotional and financial trauma experienced by innocent sub-postmasters.  KEY TAKEAWAYS The post office and Fujitsu scandal highlights the consequences of unchecked privilege and power dynamics. Postmasters' refusal to sacrifice integrity for financial gain showcases the importance of values and community standing. Ego-driven decisions can poison organizations and lead to damaging outcomes, emphasizing the need for humility and ethical leadership. Organizations must prioritize integrity, authenticity, and social purpose to create inclusive and equitable work environments. Leadership development programs with a DEIB focus are crucial for sustainable change. BEST MOMENTS "Why have innocent sub-postmasters had to go through the emotional, reputational and financial trauma that the way Fujitsu and the post office behaved has caused them to suffer?" "It's about their standing in the community, and their belief in themselves more so. They're people with integrity." "Ego is the thing that puts, you know, can poison people into behaviors that are just totally inappropriate."  "This is something that's really of vital importance for shareholders of public limited companies to know that the people that they're investing in have taken action to prevent this kind of disaster." "Most of our work now is not a DEIB program. It's a leadership development program that has a strong impact around diversity and inclusion."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/  https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Welcome to today's episode of the podcast, where we explore the complex dynamics of power, privilege, and purpose in the workplace. Roger and Ishreen delve into the scandal involving the post office and Fujitsu, analyzing the impact of relative privilege on the sub-postmasters affected by the long-standing issues. Through a conversational and engaging dialogue, the duo dissect the power struggles and information suppression that allowed the situation to persist for over two decades. Roger and Ishreen's authoritative and knowledgeable voices provide valuable insights into the systemic flaws and governance failures that perpetuated this injustice.  KEY TAKEAWAYS The post office and Fujitsu scandal highlights the impact of power dynamics and relative privilege in the workplace. The delay in addressing the issues faced by sub-postmasters raises questions about accountability and responsibility. The intersection of power, privilege, and information suppression played a significant role in perpetuating the scandal. The emergence of a chief information officer role post the year 2000 crisis signifies a shift towards greater accountability for IT systems. The episode underscores the importance of addressing privilege and power dynamics to create a more inclusive work environment. BEST MOMENTS "It was like playing poker with someone where you're playing blind and the person you're playing with has all the cards." "They depended on the fact that you believed that you were the only one this was happening to. That was a breakthrough point." "He overcame some of the relative power privilege that the post office had by using his knowledge of information." "There's a relative privilege issue here. It's not only between Fujitsu and the postmasters, but there's a potential relative privilege issue between Fujitsu and the post office itself." "The privilege conundrum, this ticking time bomb that suddenly exploded, not." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Welcome to season six! Today, Kami & Ishreen discuss the recent explosion of a ticking time bomb in the post office and Fujitsu organizations in the UK. They explore the impact of power, privilege, and purpose in these organizations and question why it took so long for the truth to come to light. Kami & Ishreen delve into the three intersecting elements of relative privilege that allowed these organizations to perpetuate their harmful behavior for so long: power, information, and wealth. Listeners gain insights into the consequences of unchecked privilege and the importance of creating a culture of inclusion and fairness in the workplace. KEY TAKEAWAYS The Privilege Eruption podcast explores the impact of power, privilege, and purpose in the workplace and aims to create a culture of inclusion for all. This episode discusses the ticking time bomb that has exploded in organizations like the post office and Fujitsu, highlighting the emotional, reputational, and financial trauma caused to innocent sub-postmasters. The explosion of the ticking time bomb in organizations has been long overdue and is a result of power and privilege being used to dominate and neglect the well-being of staff, associates, and the supply chain. Kami & Ishreen identify three intersecting elements of relative privilege that enabled the post office and Fujitsu to prolong the trauma experienced by sub-postmasters. The post office case highlights the relative privilege of power, information, and wealth, which were used to maintain control, deny wrongdoing, and protect the interests of those in positions of authority. BEST MOMENTS "The privilege eruption is happening, it's causing massive change, and the ticking time bomb has exploded for those organizations that have chosen to sweep it under the carpet." "This stands out as a one-off example of a privilege eruption actually happening right in front of us, and we're seeing it, and it's been erupting for some time." "The interesting thing from a power perspective is just think about it. Think about the individuals and the types of people, the personas, if you like, of people who apply to become sub-postmasters." "The power thing was no win. And the only way to proceed with that argument is if you were then entering into that discussion with no integrity or moral obligations." "The people with the power said, yeah, we're the judge, so we have the power to judge you as wrong. I mean that in itself. And we have the relative privilege of having our own reality." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this final episode of season 5, Ishreen Bradley and Roger Williams reflect on the year 2023 and the many topics covered in their podcast. They consider the various topics they've covered such as social justice, authenticity, digital privilege, ableism, neurodivergence, language privilege and equality in sport. Together, they discuss the importance of creating a culture of inclusion and belonging in the workplace and highlight some of the inspiring guests they have had on the show. Kami and Ishreen also express their optimism for the future and the positive changes that can be achieved through embracing diversity and inclusivity. They announce their upcoming survey on privilege and invite listeners to join them at the Balancing the Scales event in February. This episode provides a comprehensive overview of the podcast's themes so far, and sets the stage for future discussions on power, privilege, and purpose at work. KEY TAKEAWAYS The Privilege Eruption podcast has covered a range of topics related to power, privilege, and purpose at work. The podcast features interviews with inspiring guests who share their experiences and insights. The year 2023 was described as a year of highs and lows, with challenges and tough times for many people. The podcast episodes explored various forms of privilege, such as ableism privilege, citizenship privilege, and digital privilege. The conversations highlighted the importance of inclusivity, diversity, and embracing different perspectives in organizations. BEST MOMENTS "If you're going to have diversity work, if you're going to create an inclusive environment, everybody's got to have the opportunity to be themselves at work."  "Be inclusive to people's particular issues. Who knew? In terms of citizen privilege, when you talked about your particular story, as well as other examples from Gracie, around freedom to travel, for instance, and how we're so privileged in Britain with a British passport."  "It is absolutely impossible to say that it goes better when it's polarised around a particular type of person or a particular set of ideas."  "None of those, no industry, retail, heavy industry, chemicals, no industry does not benefit from the inclusion of diverse perspectives."  "So let's see that as a closing door on the stories that rotate around the negativity of privilege and now look forward to the survey that we're going into next information to show how positive it can be when you reverse the impact of privilege inside your organisation."  VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/  https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen Bradley interviews Flo Williams, a Welsh international rugby player, about breaking the wheel of power and privilege in sport. Flo shares her journey from playing rugby as a young girl to representing Wales at the elite level. She discusses the challenges faced by women in rugby, including the lack of respect and recognition compared to the men's game. Flo emphasizes the need for equal promotion and support for women's rugby at all levels, and encourages listeners to challenge assumptions and become allies for women in sport. This insightful conversation sheds light on the barriers faced by female athletes and the importance of creating a more inclusive and equitable sporting environment. KEY TAKEAWAYS Women's rugby faces challenges in terms of perception and respect, with the sport often being seen as an add-on to the men's game. Female athletes in rugby often have to balance multiple responsibilities, such as careers, family life, and the fight for equality in the sport. The women's game needs to be promoted and celebrated on an equal level to the men's game, with equal opportunities for sponsorship and recognition. Allies can support women in sport by challenging assumptions and biases, asking questions about gender equality in sports, and actively attending and supporting women's games. The growth of women's rugby relies on increasing fan support, which can lead to more opportunities, better quality teams, and increased financial investment in the sport. BEST MOMENTS"It's that unfortunate story that even when female athletes do reach the pinnacle of their sport, they're seen as women first." "The people who make it to the top of their game in rugby and football are not necessarily the best rugby players or footballers. It's the people who can jump the most hurdles and overcome the most barriers."  "It's really tough to see that cycle carry on and then not do anything about it."  "We need to carve our own space and stop trying to be men's rugby and just be unashamedly women's rugby." "Just keep asking those questions because the more we challenge it, it breaks down the idea that that's the norm and that's the default."  VALUABLE RESOURCESPrivilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0vWebsite: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTSIshreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/  https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen Bradley and guest Flo Williams, a Welsh international rugby player, discuss the challenges and barriers faced by women in the sport. They explore the lack of recognition and respect for women's rugby, both at the elite level and grassroots level. Flo shares her experiences and highlights the need for women's rugby to be celebrated and promoted as its own entity, rather than constantly being compared to the men's game. They also discuss the importance of challenging societal norms and assumptions, and how individuals can be allies for women in sport by attending games, asking questions, and supporting women's teams. Overall, this episode sheds light on the power dynamics and privilege within the world of rugby and offers insights on how to create a more inclusive and equitable environment. KEY TAKEAWAYS Women's rugby faces challenges in terms of perception and recognition, with the men's game often being seen as the default and more celebrated. The professionalization of women's rugby is still in progress, with contracted international players earning a salary, but many club players receiving minimal financial support. There is a need to balance the scales of power and privilege in women's rugby by carving out its own space and promoting it as a version of rugby equal to the men's game. Allies can support women in sport by challenging assumptions and biases, asking questions about gender representation, and actively engaging in women's sports events and stories. Increasing the fan base and investment in women's rugby can contribute to its growth, leading to more opportunities, quality, and success in the sport. BEST MOMENTS"Rugby is a brutal and violent sport and women should not relish its physical challenge."  "It's tough at the moment, like even the most recent World Cup that's happened, there's lots of stats that have come out. People said, oh, this is the first player ever to play in four World Cup finals. It's like, no, it's the first male player ever."  "I think there's two ends of the scale that needs to be balanced. At the elite level, I think we need to carve our own space and stop trying to be men's rugby and just be unashamedly women's rugby." "I think we need to stop sort of feeling like lucky to be there, like lucky that we've got a changing room, lucky that we've got kit, lucky that we've got a team, like it should be seen as actually women's rugby is the biggest opportunity for local clubs to grow in the future."  "I also think just turning up, watching it, going to the games, following the stories, becoming more invested in any way that we can really helps the growth and it increases the fan base, which then increases the amount of people who want to play, which then increases the amount of quality in the team, and then you win more successful and then there's more money." VALUABLE RESOURCESPrivilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0vWebsite: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTSIshreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/  https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen Bradley interviews Flo Williams, a Welsh international rugby player, about breaking the wheel of power and privilege in sport. Flo shares her journey from playing rugby as a young girl to representing Wales at a national level. She discusses the challenges faced by female athletes, including the lack of support and recognition compared to their male counterparts. Flo also highlights the societal perceptions and stereotypes that women in sport have to overcome. The episode explores the importance of advocating for equality in sport and the need for change to create a level playing field. KEY TAKEAWAYS Flo Williams, a Welsh international rugby player, has broken stereotypes and challenges in the sport, proving that women can excel in rugby and relish its physical challenge. Privilege and power imbalances exist in the sport of rugby, with the male game often receiving more resources, support, and recognition compared to the female game. Female athletes in rugby often have to overcome numerous barriers and hurdles, both on and off the field, in order to succeed and be celebrated for their achievements. The societal perception of women in sport, particularly in physically demanding sports like rugby, still needs to change, as women continue to face prejudice and stereotypes. BEST MOMENTS"It's still they're seen as women first, it's that the elephant in the room becomes more relevant, that actually, we're seen as sort of guests in the house of sport, rather than just great athletes." "The people who make it to the top of their game in rugby and football are not necessarily the best rugby players or footballers, it's the people who can jump the most hurdles and overcome the most barriers and have the most resilience." "Even when you are trying to battle these things, I even feel like, God, this is hard work. There's always something that's frustrating. Why can't we just be celebrating?" "You're still battling against all of these prejudice and ideas that women shouldn't do sport and they definitely shouldn't be doing a really masculine and physical sport like rugby." VALUABLE RESOURCESPrivilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0vWebsite: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers ABOUT THE GUESTFlo Williams is a Welsh international, with her international cap meaning a lot to her and her family, with her father being born in Merthyr Tydfil. Having started playing rugby as a junior in Aylesford, Williams progressed through and played for their first team, before playing for Loughborough Lightning in the first season of the Premier15s. Whilst at Wasps, Williams cemented herself as one of the best kickers in the league. Williams works as a women's sports lead for sports marketing agency MATTA, where she helped create the recent brand identity for the Red Roses, as well as the new brand identity for Premiership Women's Rugby. ABOUT THE HOSTSIshreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Ishreen and Kami continue to explore the concept of privilege and how it impacts and influences workplace culture Privilege is a very emotive term but if you want to move beyond invisibility and denial for yourself then you need to explore and learn about your own privilege. When you own the privilege you have you are more able to understand the privilege in your organisation and take steps to make positive change Privilege can be a block to progress but it also has the power to transform and can lead to a privilege eruption KEY TAKEAWAYS You can begin to see the world in a different way. Positive power in a positive way can positively shape our purpose If privilege isn't equable then fairness can't exist The experiences you have are the basis for your values and are part of who you are Privilege is a special advantage or entitlement that a person uses to their own benefit or the detriment of another You have to learn to own the  privilege you have and know you are not your privilege History may have given you privilege it's what you choose to do about it that matters We can assume that everyone entering an organisation comes in with the same level of capacity, privilege and resources There need to be reasonable adjustments to ensure that everyone starts at the same point We are in an uncertain, volatile, complex and ambiguous world so the skills required in an organisation mean a truly diverse workforce We need to create safe spaces for people to discuss and learn BEST MOMENTS‘Some of us are not ready to acknowledge and accept that we have privilege' ‘We should be talking about privilege and how has impacted and shaped our society' ‘You want to cause a privilege eruption in your organisation because it will ensure your organisation's sustainability and longevity' VALUABLE RESOURCESWebsite: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTSIshreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours and authentic leadership.  She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy. https://www.linkedin.com/in/ishreenbradley/ Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up.  She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

How deeply have you thought about the concept of power? Maybe it's situation specific so sometimes it's there and sometimes not. What is this thing called power? On this episode, the impact of power both in the community and the workplace is explored, how to recognise it in all its guises and use it for the common good. KEY TAKEAWAYS Power can be achieved in many ways. Positional power can be the most dangerous and unethical type of power. It's important to be aware of your power and a great responsibility is placed on you to recognise it and not abuse it. BEST MOMENTS“You don't want an organisation of yes people.” “ The Peter Parker Principle.” “What are we taught as children when we look at family structures and family dynamics?” VALUABLE RESOURCES Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable difference, inclusive behaviours and authentic leadership.  She advises, consults, trains and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.  https://www.linkedin.com/in/ishreenbradley/ Kami Nuttall is a culture at work expert, derived from 20 years of experience of working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, psychologically safe and enable people to safely speak up.  She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode of the Privilege Eruption podcast, Ishreen Bradley and Hannah Curran-Troop discuss the challenges of maintaining a focus on diversity, equity, inclusion, and belonging in the face of multiple disruptions. They share insights from their work with organizations in the cultural sector, including the impact of events such as COVID, Brexit, and the murder of George Floyd. They also discuss the importance of building a culture of equity and inclusion, the need to address systemic issues, and the achievements they have seen in transforming organizational cultures. Overall, this episode offers valuable insights and strategies for creating a culture of inclusion in any organization. KEY TAKEAWAYS: The podcast focuses on the impact of power, privilege, and purpose in the workplace, specifically in relation to diversity, equity, inclusion, and belonging. The podcast discusses the challenges faced by leaders in maintaining a focus on diversity, equity, inclusion, and belonging amidst multiple disruptions, such as COVID, Brexit, and anti-racism movements. The podcast features an interview with Hannah Curran-Troop from the City University of London, who is conducting research on gender and work in the cultural sector. The interview highlights the importance of building a culture of equity and inclusion in organizations before focusing on recruitment and diversification efforts. The podcast emphasizes the need for organizations to address systemic and structural issues in order to create lasting change and foster a sense of belonging for all employees. BEST MOMENTS:"The biggest challenge is getting the structural and systemic issues right."  "Culture eats strategy for breakfast."  "It's about everybody in the organization getting excited about the new exhibitions and being able to speak about them with passion." "The talent's there, you know."  "It's not a great use of their time, really, is it?" VALUABLE RESOURCESPrivilege Survey: https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers  ABOUT THE HOSTSIshreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode of the Privilege Eruption podcast, Ishreen Bradley and Gracie Williams dive into the concept of language privilege and its impact on the workplace. They discuss how individuals who do not speak estuary English, or have a more typical English accent, often experience prejudice because of their language. This leads to their voices not being heard, respected, or listened to in the same way. Through engaging conversations with guests, Kami and Ishreen explore the hidden barriers to achieving diversity, equality, and inclusion. Tune in to gain insights and inspiration on creating a culture of inclusion for all. KEY TAKEAWAYS: Language privilege is a hidden form of privilege that often goes unnoticed, but it can have a significant impact on how individuals are heard, understood, and respected in the workplace. English privilege exists, as English speakers often have the advantage of being understood and catered to in many parts of the world. It is important to make a conscious effort to learn about language privilege and its impact in order to break the cycle of power and privilege. Developing patience and tolerance when listening to individuals who speak differently can help create a more inclusive and understanding environment. If someone experiences linguistic discrimination, it is crucial to persist, build resilience, and find alternative ways to communicate effectively. BEST MOMENTS: "Language privilege is a conundrum that dilutes the culture of fairness at work.""You want to create success through connection and belonging, and you're unsure about how to make it happen.""Are you aware of language privilege? Do you even know what it means?""Just because somebody looks different, doesn't mean that they were born somewhere else.""If you've suffered from linguistic discrimination, be persistent and build your resilience to actually find out what it is that they haven't understood." VALUABLE RESOURCESPrivilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0vWebsite: https://belongingpioneers.com/privilege-research-and-podcastEmail: equitychampions@belongingpioneers.comUseful links: https://linktr.ee/BelongingPioneers  ABOUT THE HOSTSIshreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode of the Privilege Eruption podcast, hosts Ishreen Bradley and Gracie Williams delve into the topic of citizenship privilege and its impact on individuals and organisations. They explore why people go to extreme lengths to obtain multiple citizenships, the barriers and enablers of citizenship, and the fear and misconceptions surrounding immigration. Ishreen and Gracie discuss the implications of citizenship privilege in the workplace, including access to talent, mobility of staff, and the potential economic benefits. They also highlight the importance of valuing diverse experiences and skills in creating a more inclusive and equitable work environment. Overall, this thought-provoking episode sheds light on the complexities of citizenship privilege and encourages listeners to challenge their assumptions and biases. KEY TAKEAWAYS Citizenship privilege can have a significant impact on individuals' ability to travel and access certain benefits and services. It can enable freedom of movement and ease of travel, but it can also create barriers and limitations for those without certain citizenship privileges. Brexit has brought attention to the privilege of having citizenship and the potential challenges and uncertainties it can create. Some British citizens have sought citizenship in multiple countries to maintain flexibility and protect themselves from the consequences of Brexit. The impact of citizenship privilege extends to the workplace. Access to the best talent, mobility of staff, and cost-effectiveness in transferring employees between countries can be influenced by citizenship privileges. Stewarding citizenship privilege in the workplace can lead to increased diversity, different skills and experiences, and overall organizational and economic benefits. Fear and misconceptions often surround citizenship privilege, such as concerns about cultural dilution, access to basic services, and job competition. These fears can contribute to hostility and misunderstandings between different groups of people. The process of gaining citizenship can be challenging and costly, creating barriers for individuals who wish to obtain citizenship privileges. The UK, in particular, has been noted as one of the countries with more stringent requirements for citizenship. Opening up more opportunities for legal application and reducing financial barriers could help individuals gain citizenship privilege. BEST MOMENTS "I've always sort of had that privilege of being from here, not having to worry about whether I need to pay extra to be here or to fight for my spot."  "There are privileges we have around the benefits we have access to… So they can't even come here unless they've already got the visa."  "So, maybe the UK could do more to at least open up the opportunity to apply in a legal way… People might get rejected, but at least they can apply."  "I think the main thing that people fear is their culture will be diluted and overtaken… their way of life will be affected by different cultures coming in and having different wants and needs."  "Diversity isn't just about making sure that everyone is like, 'we've got people from this background, this from that background', it's looking into 'why', it's looking into the different experiences that these people have from these different backgrounds."  VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v  Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers  ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/ishreenbradley/ https://www.linkedin.com/in/gracie-williams-6b8860231/ Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Get ready for another exciting episode with Ishreen, Roger, and our special guest, Reena Anand! In part 3 of our series, Reena opens up about her journey as a parent of a neurodivergent child and shares some fantastic insights on making the world a more inclusive place for neurodivergent folks. We'll dive deep into topics like education, flexibility, and the power of being an ally in knocking down barriers and promoting fairness and inclusion. So, grab your headphones and get ready to be inspired! Remember, it's all about doing your own research, questioning biases, and actively championing a culture of acceptance and understanding. KEY TAKEAWAYS Don't expect neurodivergent individuals to be responsible for educating others about their condition. Take ownership and educate yourself about neurodiversity, including understanding the right language and terminology. Be flexible and accommodating in the workplace, especially when working on group projects or setting deadlines. Recognize the specific needs of neurodivergent colleagues and avoid making assumptions about their capabilities or commitment levels. Check your language and avoid using ableist language or making assumptions about neurodivergent individuals. Educate yourself on inclusive language and be mindful of the impact of your words. Familiarize yourself with the specific needs of different neurodivergent conditions, such as autism, ADHD, and dyslexia. This knowledge will enable you to be a source of support and understanding. Be an ally for the neurodivergent community. In meetings and discussions, consider how decisions and actions may impact marginalized groups, including neurodivergent individuals. Advocate for their needs and ensure their voices are heard and considered. BEST MOMENTS "For a start, don't say that everyone's on the spectrum, because fundamentally ableist thing to say." "You have to take ownership to learn a bit yourself and as a minimum learn what is the right language, what is a neurotype, what is the difference between neurodivergence and neurodivergent." "If you don't know what the barriers and struggles are of other groups, you're never going to be able to empathize and be able to be an ally in a room where things are being discussed." "I told him he was autistic when he was six, he didn't quite get it. I told him again when he was seven, it made sense. And I think it was the age of eight, he did a presentation to the year group around what it means to be autistic and how proud he is of it." "When you're in a room, when meeting schedules are being circulated, when programs are being designed, ask yourself consciously, who might this impact? Who can we check in with to make sure that marginalized groups are not inadvertently disadvantaged by what we're proposing to do?" VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Ishreen and Roger return with their guest Reena Anand. They'll explore the unique challenges that neurodivergent individuals face and why it's so crucial to foster an inclusive workplace culture. Tune in as they chat about the importance of customizing support for neurodivergent employees and why an ongoing, personalized approach is key. Plus, they'll shed light on the systemic hurdles and societal biases that neurodivergent individuals often encounter. KEY TAKEAWAYS The importance of creating a culture of inclusion for all: The podcast emphasizes the need for organizations to recognize the impact of power, privilege, and purpose at work and strive to create a culture where everyone feels a sense of connection and belonging. The value of getting it right: When organizations prioritize inclusion and make efforts to accommodate the needs of neurodivergent individuals, they can experience benefits such as increased loyalty, out-of-the-box thinking, and improved mental health and well-being among employees. The need for a two-way conversation: Instead of assuming the needs of neurodivergent individuals, organizations should engage in open and ongoing dialogue to understand their unique requirements. This approach allows for a more personalized and effective accommodation process. The importance of psychological safety: Organizations must create an environment where individuals feel safe to disclose their neurodivergent status and ask for support. This requires fostering a culture of trust, vulnerability, and acceptance. The impact of systemic barriers: Neurodivergent individuals, particularly those from global majority backgrounds, face systemic barriers such as stigma, lack of representation, and limited access to resources. Organizations need to address these barriers and provide equal opportunities for all individuals, regardless of their neurodivergent status. BEST MOMENTS "There's no such thing as, well, I'm okay because I'm in this group. That's just your problem." "So if you are from a global majority background and you're a divergent and in work, wow, you have overcome some serious issues, societal stigma, you've probably had parents who were huge advocates." "I was so relieved because it explained so many things about my life and my history and even the ways I was feeling about things right at that point and right at that moment." "So few organizations promote it and push it and make the most out of that change." "You're firing so many thoughts in my head as you say all this, you know, I'm thinking particularly for a person who's neurodivergent, giving them a massive list will be really scary." GUEST BIO Reena, a solicitor and former ombudsman, specializes in the Equality Act and consumer vulnerability. Her journey began with her son's autism diagnosis, highlighting the lack of tailored support for global majority parents. She uses evidence-based research to tackle cultural biases affecting global majority individuals' access to autism support. Reena engages in discussions on policy impacts, collaborates with organizations, hosts the "Unpacking Autism" podcast, and serves as a co-production board member at Aubilities, a Trustee at the Race Equality Foundation, and a participant in an autism assessment digitization pilot at the Institute of Child Health. She fosters inclusivity as an Inclusion Governor and Chair of the Governing Body at her local primary school. VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com Useful links: https://linktr.ee/BelongingPioneers ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust. https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/ https://www.linkedin.com/in/ishreenbradley/Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com