Decolonize Your Workplace

Did you know that you’re 74% times more likely to be invited for interview if you have a white sounding name?

Did you know that all 25 female executive directors for FTSE 100 companies are white? and 97 per cent of the female executive directors of FTSE 250 companies are white?

Albeit more women are being hired for senior level roles, black women, and women belonging to ethnic minorities are few are far between when it comes to representation at the top. “progress!” you say? for who exactly?


This is a short post really to share a little tool I’ve pulled together to help get people and organisations reflecting on the different dimensions when it comes to an inclusive workplace, what should it look like and bring to attention any glaringly obvious gaps. I’ve pulled this together purely out of sheer frustration. Frustration that in all my 17 year career history I haven’t once worked for an organisation where there was a single BIWOC on the Board of Directors. Frustration that compared to my white counterparts I had to double down on the knowledge and mastery so I could never make a mistake. Frustration that if I was presenting to an audience I knew my whole race was on trial, and one falter would leave a chasm for overly keen criticism to come pouring in.


HOW TO USE THE TOOL

  1. Look across each area and reflect on which level of maturity is satisfied

  2. Make a note of what actions and ideas that come to mind which would aid in increasing maturity

  3. Use it to ask necessary questions of your place of work, wield your privilege to hold your organisation to account

  4. If you are running a business, it may not be wholly applicable depending on the size of your business but you can still reflect nonetheless

A downloadable pdf version is available when signing up to my mailing list here

the inclusive workplace maturity assessment

InclusiveWorkplaceMaturityAssessment.jpg


My hope is that this get us reflecting and talking about the gatekeepers in our worlds, and who is influencing these dimensions. Do they represent society? Or we seeing more the same singular narrative here too? And if so, what can you to prompt change and #influenceinclusivity

A downloadable pdf version is available when signing up to my mailing list here

Sources:

“A test for racial discrimination in recruitment practice in British cities” Martin Wood http://natcen.ac.uk/our-research/research/a-test-for-racial-discrimination-in-recruitment-practice-in-british-cities/

“Board diversity push leaves out women of colour” by Ahmed Sule https://www.ft.com/content/409ae838-1040-11e9-b2f2-f4c566a4fc5f

“Your Guide To Contextual Recruitment” Henry Morris https://pic.is/Your%20Guide%20to%20Contextual%20Recruitment%20by%20PiC.pdf

“Championing Inclusion: Lessons learnt from leaders who nurture inclusive workplaces that value diversity” Cordelia Osewa- Ediae https://www.inclusiveemployers.co.uk/sites/default/files/documents/sept_2016_clore_research_c._osewa-ediae_-_full_report_final.pdf

“When He Doesn’t Mean You: Gender-Exclusive Language as Ostracism” Jane G. Stout Nilanjana Dasgupta http://gap.hks.harvard.edu/when-he-doesn%E2%80%99t-mean-you-gender-exclusive-language-ostracism