Diversity in Leadership

Every year, people around the world celebrate International Women’s Day. Often, this day is used to highlight issues and remember the challenges that blight the lives of women globally.

Yet, it should also be a time when we celebrate the strengths, achievements and changes women are bringing to difficult problems facing our world. This years’ theme was why BWHR was created to “Break The Bias”. 

At our panel discussion on Friday, Arun Batra cited that there has been a movement to address proportionality and executive chairs, but it is tending towards tokenism instead of making an impact. To combat this, the main intention of diversity must be understood.

Watch the full conversation by clicking on the link below

Patricia Galloway said, “ instead of rushing off to employ diverse workers, organization should first have the genuine conversation of why there is no diversity in the organization in the first place. It’s also very important to speak to the diverse employees on ground in order to understand their experiences and by doing this, a psychologically safe environment can be created for new diverse employees to come in board.

Most times, lack of inclusion is observed at workspaces and one of the biggest for Dr. Marcel Moncrieff is micro aggressions. She says,“when an employee complains of micro aggressions or bullying, there is a whole process of distrust. This starts with the senior manager; staff second guess the trauma they experienced and are described as too sensitive. To address this, is to take the complaint as face value. There needs to be anti-racism training for HR and line managers”.

There are so many things to be done if the bias is to be broken at the workplace. Christina Briggs recommends liaising with recruitment companies that champion the true diversity purpose.

Having conversations that really matter is what we do best at BWHR, please click the link below to watch the whole conversation.

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