The technological-based demise of Retail Banking signals the end of the last bastions of uniqueness within our global financial institutions. This poses a potentially fatal D&I dilemma for banks and regulators wrestling with their resistance to change and outdated perceptions of the value of difference.
We see ineffective Diversity, Equity and Inclusion strategies everywhere. In this Real Estate sector focused analysis, learn how we assess the costs of a failing DE&I strategy on a business and what you can do to avoid the most common pitfalls.
Bringing people and teams together is the most fundamental purpose of a workplace, and yet all too often they can serve to achieve the exact opposite.
By emphasising social justice, inclusion and the equality of human rights in all that you do, you can create the ultimate working environment for creative ideas, perspectives and opinions to thrive. That means taking a naturally and actively anti-oppressive stance on conversations and matters concerning all areas of diversity from age, race, gender, ability, nationality, religion, sexuality and more.
Look around you. Look at the people you work with, the environment you have created, the atmosphere that drives you. Whether you love it or loathe it, the chances are that these things are a huge part of not just your life but those who work for you. You have the ability to make or break their day, their careers, hopes and dreams.
Like many things, customer service protocols are mostly still written by white people, for white people. But this doesn’t equip service teams with the full array of customer dimensions and situations they’re likely to be faced with. Consider having the breadth and terminology of protocols regularly reviewed by a diverse set of eyes to ensure they remain current, inclusive and broad enough to cover multi-cultural matters without any unwelcome discomfort.
“The target is not men, it is sexist patriarchy. It is not the elite, it is the ignorant. It is not heterosexuals, it is homophobia. It is not the old, it is those who disregard the young. The target is not white people, it is white supremacy.”
Active inclusion aims to retain diverse talent by creating an environment where the differences that define oppressed people are genuinely valued, appreciated and ultimately integrated into the very fabric of a business. This ensures everyone is treated fairly and feel able to raise their concerns and can perform at their best.
With none of the FTSE 100’s current CEOs, Chairs or CFOs embodying any black ethnicity whatsoever, race inclusion today is in reverse, now at its lowest level since 2013. In our complacency, the far right (or alt right) are visibly succeeding at working to remove uniqueness from our societies and businesses.
After a year watching and listening to the efforts of operators across the D&I industry and beyond, our Founder shares some frank words and uncomfortable truths about the state of the industry entrusted to deliver meaningful change that got stuck on meaningless talk.
In this Volume 1 of a new series for Change Makers - as in, those looking to drive more meaningful authentic change across their organisations (and not just talk) - our Founder shares 16 quick wins, top tips and big ideas to help move the dial.
Today, Humanity hates itself as people en-masse begin to reject the very things that define our Humanity. The D&I industry emerged to help turn things around but instead became part of the problem. Find out why all is not lost.