For Organisations
Embedding Equity, Diversity and Inclusion into your Work Culture
I offer support and guidance in creating and embedding your EDI policy, practice, and culture. There is no single blueprint to follow or practice to adopt that works for everyone.
My support is tailored to your organisation and is based on nearly 4 decades of experience in changing organisational culture, developing innovative services, delivering bespoke training, implementing best practices, and resolving tensions and conflicts.
I have extensive interest in developing mindful and compassionate approaches to addressing discrimination, power, and privilege. I recently completed a yearlong paid fellowship focused on researching and developing trauma-aware, embodied tools for this purpose.
Influential practitioners for my work include Resmaa Menakem, Rae Johnson, Bell Hooks, Robin DiAngelo, Gabor Mate, Christine Caldwell, Trica Hershey, Jennifer Mullan, among others.
While I do not claim to be an ‘expert,’ my long-standing engagement with this work includes ongoing professional development, keeping up with the literature on inclusion, listening to the latest podcasts on belonging, and discussing aspects of privilege with peers who share similar interests.
Let’s have a conversation to discuss potential collaboration. It is free and always welcome. This is about discovering what works for you, and fostering mutual learning and growth.
Here are some of the ways we could collaborate:
-
We will work together to evaluate your current EDI status, set priority action plans, and establish effective mechanisms for monitoring progress.
-
I can assist in working with senior leaders and key staff to enhance their skills in intervention and support, enabling them to act as role models and champions for creating safer working environments.
-
Let’s create safer and braver spaces where everyone feels comfortable. By integrating EDI into daily practices, we can eliminate the apprehension of saying or doing the wrong thing.
-
I offer support in collecting equality data, goal setting, and monitoring. This includes helping staff understand the importance of this data and how to communicate it effectively to the public.
-
Ensuring all staff have the confidence and skills to recognise discrimination incidents, report them, and provide appropriate support, fostering an environment of learning and growth.
-
Embedding EDI into your workplace culture through consistent messaging, promoting diversity within the organisation, and supporting the communities you serve.
-
Building trust with minoritised and highly excluded communities is crucial. We will explore ways to make your services accessible and trustworthy to these communities.
-
Enhancing your existing EDI initiatives with external training and consultation, whether for entire teams or through regular opt-in sessions. Set sessions include an Introduction to Equity, Diversity, and Inclusion.
Set Sessions Include:
-
Introduction to Equity, Diversity and Inclusion
In this session we come to a shared understanding of the key concepts behind Equity, Diversity and Inclusion; current legislation; and introduce the neurobiology behind bias and stereotyping. Working in a safe(r) environment we explore ideas and assumptions and ask questions without judgement. We will practice recognising discrimination and compassionate interventions.
-
Hate Incidents and Hate Crimes – reporting and supporting systems
An introduction to Hate Crime and Hate Incidents with a legal framework. Robust reporting and supporting mechanisms for staff, clients and the communities we work with. A toolbox for interventions. Feel confident in taking reports and providing support.
-
Walking on Eggshells - addressing the worry of 'getting it wrong'
The starting point for this session is the times when we worry about unintentionally causing offence. We want to ‘get it right’ but sometimes the fear of ‘getting it wrong’ can cause freeze and inaction. We start by appreciating that making mistakes is human and recognise the key elements required to support those facing discrimination, particularly at first disclosure. The session provides two models to interrupt microaggressions, unintentional or overt discrimination with compassion and confidence and my one golden rule for when something goes wrong.
-
Having those Challenging Conversations
How to stay calm, confident and clear in sensitive conversations that challenge colleagues or friends on discrimination and microaggressions.
For this session it is best to have attended Walking on Eggshells first as it is designed to be a direct follow on. The invitation is to bring your own real-life examples of situations you have been in or witnessed and wished you had had access to a bigger choice of responses or needed to talk to a client, colleague, trustee or stakeholder when their actions may have breached your inclusion policy.
This session has opportunities for roleplay and scenario work to build confidence through practice.
Or meet your specific EDI needs with my bespoke training that can cover:
Key Definitions in EDI
History and Context of Racism in Britain and Current Issues
How Racism and Discrimination Manifests – with Staff, Clients, and Others
Intersectionality and its Application Across All Principles
Encouraging Reporting - Disclosure and Reporting Systems
Toolkit for Supporting Clients Facing Discrimination
Legal Framework and Business Case for Charities and Others
The Neurology and Impact of Unconscious Bias, Cultural Values, and Microaggressions – We’re All Human
Identifying, Challenging, and Disrupting Discriminatory Behaviour and Microaggressions - Case Studies and Practice
The Reality of Zero Tolerance Policies and How to Make Them Work in Practice
Using a Trauma Lens to Create Safer, Braver, More Inclusive Working Environments, Disrupting Discrimination, and Creating Learning and Bridging Moments
From Bystander to Allyship
Where Are We Now? Anonymous Snapshot of Workplace Culture, Inclusion, and Belonging, and EDI Action Planning
Embedding EDI Policy from the Paper to the Personal
Building on Organisation Strengths – Improving the Way We Work and Support Each Other
Building from Individual Strength – Peer Support and Resilience
Support can include one-off consultations, regular attendance in working or task and finish groups, speaker or workshop facilitation at events, and policy development.
My work always begins with a free conversation to see if we are a good match.
Often, the best work starts when you know something is needed but you're not quite sure what.
Training feedback