How do I ensure that I cater to the unique needs of different clients, while keeping diversity and inclusion in mind?
I was recently asked this question as part of a procurement process, and I want to emphasise that this area of leadership practice is of critical importance, one that I take very seriously. I believe that fostering diverse, inclusive, and equitable workplaces is one of the most effective ways to enhance organisational intelligence and drive excellence.
While I acknowledge the limitations of my own lived experience as a white women who has lived with temporary disability, I also recognise the invaluable skills and lived experiences of my EDI specialist colleagues, who I work alongside as trusted advisors and associates. Together, we bring a diverse range of perspectives and expertise, ensuring a comprehensive and inclusive approach in our work.
Here’s how I answered that question:
I ensure my work is aligned to my Equality Diversity and Inclusion policy.
I continuously educate myself on evolving EDI practices and incorporate these insights into my work to ensure that my strategies are not only effective but also inclusive and equitable for all clients. To do this, I:
am a member of a Diversity in Practice group, led by the D’Rose Academy
have an EDI mentor, who I meet monthly for thinking and reflection sessions
the learning I gain from these sessions on effective allyship I use to inform the education I share through my work.
I am a trustee on the Board of a women’s sector charity, Zero Tolerance, and have undergone feminist governance and feminist leadership training.
I support clients on EDI policy from a Human Resource Development (HRD) perspective, and I actively engage with an HRD mentor to further enhance my knowledge and expertise in this area.
I recognise that as a white woman who has encountered temporary disability I have certain exposure to marginalisation but do not and cannot speak to all aspects of intersectional marginalisation. Therefore, where a client requires specialist EDI intervention, I have a network of associate consultants who I would bring in to deliver that work to ensure depth, detail and quality at the right time with the right specialist.
All of my work is customised to meet the unique needs of each client. I employ a proprietary methodology to diagnose barriers to effective leadership within their specific context before recommending and implementing any actions. I then incorporate monitoring and evaluation to track impact, transfer of learning, and return on investment (ROI).
The underpinning framework for my education programme is informed by ethical leadership, equity, equality, diversity and inclusion.
My proprietary training programme emphasises the importance of personalised approaches and attunement within the leadership-employee relationship.
I graduated with distinction in Community Education (PgDip), which focuses on promoting awareness, understanding, and respect for diverse identities, backgrounds, and experiences within a community setting. It aims to empower individuals by providing knowledge and tools to recognise and challenge discrimination, bias, and systemic inequalities.
A focus of my specialist area is emotional intelligence, unconscious processes, including bias, and attunement. I work with clients in a highly tailored way to explore these aspects of self within their leadership practice, encouraging open conversations about diversity and inclusion, providing a safe space for individuals to share their thoughts and concerns.
As a DISC-certified practitioner, I use this tool to provide clients with a deeper understanding of personal preferences and tendencies, which supports individual growth and team relationship development.
The benefits to equality, diversity and inclusion within the workplace are tangible:
Infographic highlighting 10 benefits of Equality, Diversity, and Inclusion (EDI) in the workplace, including improved creativity, better decision-making, enhanced employee satisfaction, and increased innovation.