Grey London’s Post

The Black Country ICS Equality, Diversity, and Inclusion (EDI) conference was a great event last week. Senior leaders in the system showcased why the Black Country is a great place to work in. Presentations and video pledges covered the six EDI objectives, which are an integral part of the EDI strategy for 2023–2027. We heard from colleagues not only about what the system has set out to do, but also about the progress made so far. The update was useful in gaining an appreciation of all the great work being done in the integrated care system. Objective 1: Collecting and analysing workforce data has progressed, and we now have data on ethnicity and gender. This data will help guide us to where the biggest impact can be made and allow us to monitor our interventions. Objective 2: Creating a diverse and inclusive senior leadership takes time, though it is acknowledged that the current make-up of the board is diverse. Further cultural ambassadors and EDI experts are being trained to provide assurance that recruitment is done equitably. Objective 3: By tweaking the appraisal practices, we can help colleagues reflect not only on performance and achievements over the year but also on examples we can showcase around improving people practices. It is a great way to ensure the EDI considerations are lived by by all colleagues. Objective 4: Some colleagues in the local authorities have implemented a Disability Health Inequality Passport to improve staff health and wellbeing. More about accessibility requirements later! Objective 5: As a privileged alumni of the Next Generation Senior Leadership pilot that was run within the system, I fully appreciate the importance of sufficient training opportunities. I shared with the audience in what aspect the programme has helped me. Objective 6: Staff networks play a pivotal role in bringing people together, facilitating communication, and encouraging staff involvement. Having understood the power of the network and the impact it can have, I put myself forward for consideration for the vice-chair role of the women’s network at Sandwell and West Birmingham NHS Foundation Trust. Nuggets too good to keep to myself: ▪ Ask people for accessibility requirements rather than requesting them to declare a disability. ▪ Debiasing processes rather than debiasing people. ▪ Look at the EDI agenda as a continuous improvement project rather than as compliance-based. Enjoyed touching base with some of the #NGSL alumni 💚

FSRSD celebrates the accomplishments and contributions of LGBTQIA-owned businesses, a cornerstone of the U.S. economy. They offer substantial contributions through job creation and economic activity. Here are some key points that highlight their significance: Economic Contribution: LGBTQIA-owned businesses profoundly impact the U.S. economy with an estimated $2 trillion annually, according to the National Gay & Lesbian Chamber of Commerce (NGLCC). This substantial figure underscores the economic influence of the LGBTQIA business community. B2B Growth: While LGBTQIA-owned businesses are most prevalent in the retail industry, NGLCC’s focus on B2B opportunities with Fortune 500 companies hit a significant milestone in growing the number of certified LGBTQ-owned businesses from 1,000 in 2017 to 2,000 in 2023. Job Creation: These businesses are vital for job creation, with NGLCC-certified LGBTQIA-owned businesses alone generating over 33,000 jobs. This highlights their role in reducing unemployment and fostering economic stability. Purchasing Power: According to SCORE, the LGBTQIA+ community in the U.S. holds an estimated purchasing power of $917 billion. This economic clout emphasizes the importance of inclusive business practices and market strategies. Robert Simpson T.J. Lewis Kevin Deese Lynn B. Reddrick Rosi Soriano Hasan Sally W. Teresa LeFevre Lissa Miller Bonnie Nijst Hope Jacoway Marsha Thornton David V. Susie Misevski Melodi Anderson WBENC National Minority Supplier Development Council (NMSDC) Disability:IN National LGBT Chamber of Commerce (NGLCC) U.S. Black Chambers, Inc. USPAACC NaVOBA National Veteran Business Development Council - NVBDC #DiversityandInclusion #SupplierDiversity #financeindustry #FSRSD

⭐️Ending the year on an EDI high⭐️ The annual #InclusiveAwards are the highlight of the corporate diversity calendar where organisations celebrate with their teams and thank them for the hard work they’ve done. It’s the chance to end the year on a high, recognising all that’s good about #EDI in the workplace. In harder times it may feel easier to dial back #EDI – but that’s exactly when you must step it up, celebrate your achievements, be inspired by others and keep the momentum going. National and international headlines seem to dominate the news with tragic and destructive tales of a world where there is mistrust, hatred and a very clear lack of inclusion. We have a duty to show the very many wonderful things which bring people together and highlight the true power of unity. Because it is in our communities and workplaces where seeds can be sown from which hope and a sense of belonging grow. This year’s #InclusiveAwards will be on 🗓️ Thursday, November 28th at The Midland Hotel in 📍Manchester. Please be part of this celebration of what is so good and why #EDI really is at the heart of successful, caring communities. You’ll also be witness to the The Inclusive Top 50 UK Employers being revealed. We hope to see you there! See more: https://lnkd.in/eDRc9kXc

“Equality, Diversity and Inclusion (EDI) is best received when it is grounded in people’s everyday work and a shared sense of decency… EDI that is relevant and actionable, rather than at the level of abstract debates, is far more likely to land with the public.” – More In Common.   There are some very useful insights and practical guidance in the new More In Common report into EDI strategies and practice in the UK. In particular, the report outlines 10 recommendations for how to build and maintain support for EDI: - Tailor EDI activities to the employer or institution: Linking EDI to people’s day to day roles and how to do those roles well is the surest way to build support. - Focus on people not contested concepts: Utilise people’s real-world experience and stories and appeal to people’s shared sense of decency and fairness. - Build a culture of curiosity and generosity – not of criticism: EDI should create spaces where people can ask questions and not worry about making mistakes. - Distinguish between inside and outside the workplace/institution: The public are more likely to believe that codes of conduct should be enforced in work. - Embrace merit: Practitioners should build on the public’s conviction that EDI leads to fair outcomes by highlighting how it reduces barriers to opportunity. - Use inclusive framings: Avoiding ‘us vs them’ frames and showing how EDI activity benefits the whole of society, not just particular groups, is important. - Think about messengers and coalitions: Broadening EDI messengers to different parts of the ideological spectrum will expand support. - EDI and free speech go hand in hand: Britons want young people to be exposed to a range of voices, but also think extreme forms of speech can create dangers. - Where possible, retain and explain: Britons favour an approach that provides a ‘warts and all’ understanding of history. - Know when to intervene: Commentary and engagement on issues that are relevant to the institution will receive greater public support. https://lnkd.in/ec8gyPbF #edi #equality #diversity #inclusion #fairness #workculture

Fostering connections: An ED&I approach. This will be the topic of next week's webinar with The Association for Key Account Management - AKAM, which our very own Emma McLaughlin-Edwards, Executive Director ED&I will be leading on. The webinar will answer key questions on; what is the difference between equality and equity? What is allyship? How important are these concepts to supporting customers with their EDI agendas? What consequent insights you can expect to gain from the session: 💡 What is the significance of ED&I and why is it relevant to our customer conversations 💡 Taking the Lead: being an active Ally 💡 The impact of ignoring ED&I 💡 Where you are on your journey 🔗 Register now for your free ticket: https://lnkd.in/evZDdrra #equality #equalitydiversityinclusion #EMCORUK #ABetterWorldAtWork

How does your organisation handle EDI?? Is it just a tick box exercise or do you have an EDI plan?? Have a read of this... 👀👀👀 #blackhistorymonth #equality #smallbusinessowners

🚨Calling all Chief People Officer/People Director 🚨 Why not enter our inclusion in awards and get recognised for: 💫Continually driving the strategic delivery of EDI best practices 💫For investing in diverse talent 💫For creating a workplace where all employees can be their true authentic self Details below on how to enter ⬇️

Global Diversity Awareness Month is here! 🌍 At Acro Service Corporation, diversity is a crucial driver of innovation and success. We’re proud to be one of the nation’s largest minority-owned staffing firms, an NMSDC Corporate Plus® Member, and a recent MMSDC ACE Award recipient. With over four decades dedicated to supporting minority, women, disabled, and veteran-owned businesses, our commitment to inclusion runs deep. This month, we’re reaffirming our dedication to fostering an environment where diverse voices are heard and empowered. Whether through mentoring diverse suppliers or expanding our vendor base, we are committed to driving positive change. With more than 45% of our vendor network being diverse enterprises, we strive to create a more inclusive and equitable industry. Diversity is more than just representation; it’s the catalyst for excellence. Let’s celebrate the unique perspectives that strengthen our teams, communities, and organizations. #GlobalDiversityAwarenessMonth #Inclusion #Diversity #AcroCorp #SupplierDiversity #InclusiveWorkplace #PayItForward

Equality, Diversity and Inclusion (EDI) are three concepts that help to create a fair society, free from discrimination, where everyone gets equal opportunities and is treated with dignity and respect. This National Inclusion Week, check out this list of resources and useful websites to help you take action to create inclusive workplaces ⬇ https://lnkd.in/ed2EtzTz