In this episode, Ishreen introduces the groundbreaking DEIB 3.0 tool, designed to transform how organizations approach diversity, equity, inclusion, and belonging (DEIB). Ishreen emphasizes the importance of self-reflection and personal beliefs in shaping an inclusive culture, encouraging listeners to share their insights with others to foster collective understanding.

KEY TAKEAWAYS

• The integral DEIB 3.0 tool emphasizes the importance of individual self-perception and beliefs about diversity, equity, inclusion, and belonging (DEIB). Engaging in deep self-reflection is the first step toward fostering an inclusive culture.
• Sharing personal reflections with others is crucial for transforming individual perspectives into a collective understanding. This collaborative process allows for the evolution of beliefs and the creation of a shared reality.
• Integral thinking highlights that beliefs are interconnected and influence one another. Growth in DEIB is not linear but cyclical, requiring an understanding of past experiences while transcending them to create new insights.
• The tool acknowledges that not everyone is ready to engage with DEIB initiatives. It raises the need to recognize individuals or organizations that resist progress, emphasizing clarity over shaming.
• Unlike traditional approaches that focus on fixed goals and outcomes, the integral DEIB tool encourages organizations to create environments where positive changes can naturally emerge from collective action, fostering a culture of ongoing exploration and growth.

BEST MOMENTS

"This tool begins with you. It's designed to bring out your self-perception, your beliefs, your role, your expectations."

"The process of sharing is transformative. It's in the act of exchanging ideas that new beliefs and perspectives start to form."

"We need to consider that not everyone will come along for this journey."

"Imagine an organisation where everyone's role in DEIB is not defined by rigid policies or checkbox exercises, but by an ongoing collective journey of exploration and growth."

"If you're ready to take this leap, to not just talk about DEIB, but to live it, breathe it, and make it integral to everything you do, then this tool is for you."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. Ishreen highlights the importance of shifting mindsets and behaviours across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment.

KEY TAKEAWAYS

• Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations.

• An integral approach requires a fundamental shift in mindset, culture, and behaviours across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.

• Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.

• In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture.

• Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, and learning.

BEST MOMENTS

"Imagine a workplace where DEIB is as embedded in the fabric of daily operations as your mission statement or your profit goals."

"In an integral DEIB approach, we're no longer talking about diversity programs or unconscious bias training as separate from the rest of the business."

"The integral approach means constantly listening, learning and incorporating new perspectives to ensure the culture remains inclusive and adaptive to change."

"Pioneering organizations are choosing the integral path. They understand that a culture of belonging doesn't just benefit underrepresented groups."

"It's not just about how you do things. It's about how you think about them, how you feel about them, and how you live them."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this special highlights episode, Ishreen takes listeners on a compelling journey through the transformative landscape of diversity, equity, inclusion, and belonging (DEIB). She discusses the powerful benefits organisations can reap from embracing DEIB as an integral part of organisational culture, including enhanced creativity, employee loyalty, and cultural awareness. Ishreen also addresses the uncomfortable reality of organisations that actively oppose DEIB and poses challenging questions about accountability.

KEY TAKEAWAYS

• Ishreen emphasizes the need to shift diversity, equity, inclusion, and belonging (DEIB) from a compliance-driven checkbox to an integral part of organizational culture, promoting a mindset of shared responsibility.

• This new approach focuses on creating real opportunities and fostering community engagement, as exemplified by Metro Bank's partnership with the English and Wales Cricket Board, which aims to support women and girls in cricket.

• Organizations can gain ten powerful benefits from embracing integral DEIB, including improved creativity, decision-making, employee loyalty, and cultural awareness. However, many companies are still not fully utilizing these benefits due to outdated compliance-led approaches.

• The evolution of DEIB requires a cultural shift where every employee feels they belong, moving beyond mere targets for diverse hires to creating an environment of inclusivity and support.

• Ishreen raises the question of whether companies that actively oppose DEIB should be named and shamed, highlighting the importance of accountability in the pursuit of meaningful change in the face of resistance.

BEST MOMENTS

"What if we could reframe DEIB to benefit everyone?"

"It's not about avoiding getting caught. It's about fundamentally shifting mindsets and embracing a culture of shared responsibility and growth."

"DEIB isn't just good for humanity, it's good for business."

"Should we name and shame these companies? Should they be held to account for their retrogressive actions?"

"It's time to stop viewing DEIB as an optional add-on. It needs to be integral, unshakable."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen invites listeners to explore the concept of negative DEIB (Diversity, Equity, Inclusion, and Belonging) during a thought-provoking discussion from their inaugural research breakfast. Featuring insights from industry leaders across various sectors, she delves into the potential for organizations to receive a minus one rating for actively opposing DEIB initiatives. Examining the current landscape of DEIB, particularly in light of recent legislative changes in the U.S. that have led some companies to scale back their diversity efforts, the episode challenges listeners to consider the implications of a monoculture in organizational diversity and the necessity of fostering a more inclusive environment.

KEY TAKEAWAYS

• Making diversity, equity, inclusion, and belonging (DEIB) integral to an organization is crucial for its success. Once embedded, it becomes nearly impossible to remove, similar to how IT has evolved within businesses.

• Organizations are at different stages in their DEIB journey, with some potentially operating at a negative level (minus 1.0). This disparity can be influenced by factors such as industry, size, and organizational evolution.

• Recent legislative changes in the U.S. are causing some companies to scale back their DEIB initiatives. This trend is driven by a backlash from those with privilege and movements that oppose DEIB efforts.

• A focus on a single type of diversity (e.g., gender) without considering other forms (e.g., learning, technology) can lead to a lack of flourishing within organizations. A diverse approach is essential for innovation and growth.

• Leaders are encouraged to actively engage in discussions about DEIB, share insights, and implement practical steps to foster an inclusive culture that values all employees and drives business success.

BEST MOMENTS

"Is there such a thing as negative DEIB? ... should we drop below zero and give a minus one rating to those companies that demonstrate active opposition to DEIB?"

"I actually think some of the organisations are almost at minus 1.0."

"If you look at what's happening in America, there's legislation that came in at the government level that's now trickling into US-owned companies."

"When a supposedly serious party proposes removal of DIB legislation as part of their manifesto, you go, what could be the trigger for that?"

"I think there are organizations that are definitely at minus one. Totally."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen continues to discuss the Belonging Pioneers Framework for Diversity, Equity, Inclusion, and Belonging (DEIB 3.0). Ishreen discusses the evolution of DEIB practices, highlighting the transition from compliance-focused initiatives to a more strategic and holistic approach that fosters innovation and collaboration within organizations. Ishreen emphasizes the importance of creating psychologically safe environments where all employees feel valued and connected to a shared purpose.

KEY TAKEAWAYS

• The podcast discusses the progression of Diversity, Equity, Inclusion, and Belonging (DEIB) from a compliance-focused approach (1.0) to a more strategic and goal-oriented phase (2.0), and now towards a holistic and adaptable framework (3.0).

• Creating a psychologically safe environment is crucial for employees to feel accepted and to foster a sense of belonging within the organization.

• Leaders should align their purpose with the organization's purpose, promoting a culture where individual and collective goals are congruent.

• The DEIB 3.0 framework emphasizes the importance of cultivating a culture of emergence, where the focus is on creating an environment that allows for innovation and collaboration.

• Business leaders are encouraged to take an active role in driving change within their organizations by implementing the Belonging Pioneers Framework.

BEST MOMENTS

"The legacy of change needs to be driven by you."

"When you're in compliance, the maximum benefit you can get is some form of stability."

"We need to take a holistic approach... everybody has an experience of winning."

"You're starting to build your reputation in this area, and you've got certain minimum standards that are being met."

"When you're up here, you're agile, you're innovative, ideas are coming out, and they're being implemented."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen introduces the DEIB 3.0 Pioneers Movement, a transformative initiative aimed at fostering diversity, equity, inclusion, and belonging in the workplace. She highlights the need for action-oriented strategies to break the cycle of talk without action that has plagued DEIB efforts, leading to budget cuts and backlash. Ishreen and her team delve into the concept of relative privilege, exploring how it impacts workplace dynamics and the effectiveness of DEIB programs.

KEY TAKEAWAYS

• The DEIB 3.0 Pioneers Movement aims to shift the conversation around diversity, equity, inclusion, and belonging from mere discussion to actionable strategies that create real change in organizations.

• The concept of relative privilege is central to understanding the barriers to achieving DEIB goals. It emphasizes that every individual has varying degrees of privilege based on their circumstances, which can impact their experiences in the workplace.

• The podcast highlights ongoing research into privilege and its effects on workplace dynamics, with a commitment to refreshing this research annually to provide updated insights and strategies.

• The movement advocates for a win-win approach to DEIB, moving beyond compliance and competitive advantage to foster a more integral and inclusive organizational culture.

• Organizations that implement effective DEIB programs can experience a range of benefits, including improved creativity, decision-making, employee loyalty, and brand reputation. However, many organizations have yet to explore the full spectrum of potential benefits.

BEST MOMENTS

"Diversity, equity, inclusion and belonging has got itself stuck in a loop of talk with not enough action, leading to a backlash and cuts in budgets."

"We think privilege is the root cause for why we've got a lack of diversity, equity, inclusion and belonging in the workplace."

"The decisions that were being made to access those benefits were being driven by leadership inside organisations that were potentially divisive rationale."

"If you could get the productivity and the sickness and absence, why not the cultural awareness benefits?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOST

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen introduces the concept of DEIB 3.0, a transformative approach to diversity, equity, inclusion, and belonging in the workplace. Highlighting a collaboration with Metro Bank, she shares insights on their purpose-led partnership with the England and Wales Cricket Board, aimed at increasing female participation in cricket through the Women and Girls Fund.

KEY TAKEAWAYS

• Ishreen introduces DEIB 3.0, a new approach to diversity, equity, inclusion, and belonging that aims to create inclusive cultures where employees feel valued and connected to a shared purpose.

• The current backlash against DEIB initiatives is attributed to resistance from existing power structures, particularly among white men who perceive these initiatives as biased against them. A shift in focus is needed to move towards a win-win dynamic.

• Metro Bank is highlighted as a collaborator in the DEIB 3.0 movement, showcasing their partnership with the England and Wales Cricket Board to promote women and girls in cricket through a co-developed Women and Girls Fund.

• The partnership between Metro Bank and the ECB is structured as a six-year commitment, emphasizing the importance of time in making meaningful and lasting changes at the grassroots level.

• DEIB 3.0 emphasizes collaboration, innovation, and a data-led approach to identify focus areas, ensuring that initiatives deliver social benefits while also achieving return on investment (ROI) targets for all stakeholders involved.

BEST MOMENTS

"We wanted to make sure we were taking the time on how we develop the Women and Girls Fund."

"We didn't want just any sort of traditional sponsorship. We were really looking for a partnership that was centered around true purpose."

"To really make any meaningful impact at a grassroots level, it takes time."

"An over-focus on representation at the cost of equity, inclusion, and belonging is what set up this win-lose dynamic."

"DEIB 3.0 aims to move DIB from a conversation that has a win-lose dynamic to a win-win approach."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOST

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, Ishreen discusses the critical importance of fostering a more inclusive and equitable workplace through the newly launched Pioneers Movement. She explores the challenges organizations face in implementing effective diversity, equity, inclusion, and belonging (DEIB) initiatives, particularly the tendency for these programs to create a win-lose dynamic. Ishreen highlights the need for a mindset shift rather than merely policy changes, emphasizing the benefits of an integral approach to DEIB that engages everyone in the organization.

KEY TAKEAWAYS

• Current diversity, equity, inclusion, and belonging (DEIB) initiatives often create a win-lose dynamic, where the majority feels threatened. A successful approach should foster a win-win environment that benefits everyone in the organization.
• The concept of relative privilege is crucial in addressing DEIB challenges. Organizations must raise awareness about how privilege operates within their culture to prevent damaging eruptions that can harm reputation and integrity.
• Embedding DEIB into the core operations and mindset of the organization for holistic improvement.
• Organizations are encouraged to adopt an emergent approach to DEIB, focusing on changing mindsets rather than just policies. This can lead to many benefits, including improved creativity, productivity, and employee loyalty.
• There is an invitation for organizations to engage in ongoing research and discussions about DEIB 3.0, emphasizing the importance of collective effort in creating a more equitable workplace.

BEST MOMENTS

"The challenge with today's diversity, equity, inclusion, and belonging initiatives is that they set up a win-lose dynamic where the majority group experiences being threatened rather than benefit from the opportunity of being more equitable and inclusive."

"The only way you can combat relative privilege is with effective DEIB programs, right? What other tools have you got against it other than raising people's consciousness about how they're behaving?"

"What we're announcing today is some new research into what we're calling privilege 2.0... Is there an upside to tackling privilege? How can we look at this differently?"

"Integral DIB is the effort of everyone for the benefit of everyone."

"We're excited and I think you might be as well. Our first Practitioner Collaboration Breakfast is on the 1st of October, so it's not too late for you to join us."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com