Inclusion Bites: Recent Episodes
Joanne Lockwood
A podcast series where Joanne Lockwood chats to some pretty amazing people and simply has a conversation around the subject of inclusion, belonging and generally making the world a better place for everyone to thrive
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Lucy Butters to explore the nuanced art of leading with cultural intelligence. Together, they unpick how genuine inclusion requires far more than surface-level policies or token gestures. The dialogue underscores the importance of intentionality, self-awareness, and the motivation to bridge cultural differences. Joanne reflects on the lessons learnt from her own evolving understanding of inclusion, while Lucy articulates how cultural intelligence operates as an ongoing developmental tool, equipping individuals and organisations to navigate complexity, challenge assumptions, and foster authentic belonging.Lucy is the founder of Elembee Ltd, an author, and one of only ten Master Cultural Intelligence Facilitators worldwide. Her extensive career spans over a decade of supporting higher education, global business, and community-building, with a particular focus on inclusive leadership and strengthening intercultural competence. Lucy’s superpower lies in her ability to connect networks and nurture communities, always seeking to bring people together with clarity and empathy. Her book, Cultural Intelligence in Practice, is designed to inspire others to actively build their own capability, driving inclusive cultures and positive collaboration in a diverse world.Joanne and Lucy examine the four capabilities of cultural intelligence—drive, knowledge, strategy, and action—discussing how they must be consciously cultivated to avoid defaulting to comfortable biases. They challenge binary concepts of identity, delve into the complexity of micro-cultures, and argue that being inclusive is never a passive state but a continuous, intentional process. Through vivid anecdotes and practical reflections, they urge leaders to design systems for people, not just compliance, and highlight the value of holding space for multiple perspectives in difficult conversations.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Michelle Steiner to explore the realities and misconceptions surrounding learning disabilities, and the nuances of building belonging through self-expression. Michelle shares the impact of encountering limiting beliefs from an early age and how societal attitudes shaped her educational journey. The conversation delves into the lived experience of dyscalculia, visual perception issues, and dexterity differences, offering practical insights into the daily adjustments and technological aids that make both professional and personal life more accessible. Joanne and Michelle unpack how evolving attitudes towards neurodiversity, especially compared to thirty years ago, are gradually transforming environments for greater inclusion.Michelle is a writer, speaker, photographer, and paraeducator based in Pennsylvania. Drawing from her own experience with a learning disability, she advocates for people with and without disabilities alike, making her journey both relatable and inspiring. Her passions for writing and photography serve not only as outlets for personal empowerment but also as platforms for raising awareness. Michelle’s commitment extends to supporting students in finding their own voices and paths, while her blog and creative projects highlight often overlooked beauty and detail in the world. Her accessible approach and candid storytelling have resulted in published articles and a visible online presence where she continues to challenge stigma and foster a culture of belonging.Throughout the episode, Joanne and Michelle reflect on the value of transparency, patience, and self-advocacy, as well as the significance of kindness and being open to difference. Together, they consider how simple workplace adjustments and a trust in lived experience can nurture environments where everyone has the opportunity to thrive. The conversation concludes with Michelle’s powerful reminder that success does not always come in the form we expect; sometimes it arrives as something even better. Listeners are encouraged to subscribe, share their stories, and connect with the Inclusion Bites community as the journey toward genuine inclusion continues.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood has a deeply candid conversation with guest Nancy Ferraro about the realities of resilience, trauma parenting, and overcoming shame. Nancy discusses her experience of adopting George, a child from Romania with severe special needs, revealing how expectations quickly collided with unforeseen challenges such as fetal alcohol syndrome, attachment disorder, and institutionally acquired autism. Joanne and Nancy explore the relentless pressures, the grief of unmet expectations, and the isolation parents can face—particularly when society is swift to judge and slow to offer support. This conversation highlights the unspoken burdens that come with raising children with complex needs and rallies listeners to champion open, honest conversations over stigmatisation and silence. Nancy is an attorney, author, and special needs parent who shares her lived experience with an unvarnished authenticity both through her book "When the Bough Breaks" and in her advocacy work. Her journey began when she adopted George at the age of four, naively expecting only mild challenges, but quickly found herself navigating the exhausting realities of survival, violence, and profound misunderstanding from both professionals and the community. Determined to shed light on this often-hidden experience, Nancy has become a prominent voice for traumatised parents, speaking at major conferences and supporting families through virtual platforms and support groups. Her honesty about her own struggles, including coping with trauma and seeking help, positions her as a compassionate connector for others experiencing similar journeys. Together, Joanne and Nancy reflect on the importance of redefining resilience as courage without shame, the need for honest communication, and the impact of building supportive networks. Their conversation dismantles the illusion of the ‘perfect’ family, instead offering hope, realism, and practical understanding for anyone affected by trauma parenting—be they birth parents, adoptive families, or wider support networks.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores the theme of resilience and identity with guest Misbah Gulzar. Against the backdrop of cultural expectations and the evolution of societal norms, Misbah shares her journey from a strict South Asian Muslim upbringing to forging her own path, both personally and professionally. Their conversation dives into the complex realities of arranged marriage, family expectations, and the arduous process of self-validation, with Joanne drawing parallels to her own experiences of seeking affirmation and acceptance. Together, they reflect on the transformation of tradition, the meaning of belonging, and the courage it takes to step beyond prescribed boundaries.Misbah is a resilience-driven inclusion advocate whose career spans nearly twenty years in the criminal justice system. Drawing deeply on her own lived experience, she has navigated significant personal and societal hurdles: leaving a traditional family environment, rejecting an arranged marriage, and building a new life as a single parent of five. Misbah is passionate about nurturing psychologically safe, inclusive workplaces, and brings a unique perspective as both a woman of faith and an ethnic minority in senior leadership. Her professional insights into rehabilitation and resettlement within prisons are underpinned by her belief in potential, empathy, and the importance of role models in systems often devoid of representation. Misbah’s advocacy is animated by her commitment to authenticity and her drive to ensure her children inherit the freedom she fought to secure.Throughout the episode, Joanne and Misbah examine the intersection of culture, gender, and societal systems—from the difficult decision to leave home and the weight of community judgement, to the challenges faced by those re-entering society after imprisonment. They highlight the power of self-determination, the need for honest reflection on cultural versus religious practices, and the critical role of resilience in the face of adversity, both at home and in the workplace.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Mary Lynn Parnell for an exploration into the real meaning and lived experience of cultural agility. The conversation weaves through Mary Lynn’s extraordinary multicultural upbringing—born in the US to Haitian parents, raised in Montreal, and now settled in Spain—unpacking how her identity has been shaped by embracing the nuance and depth of multiple cultures. Together, they examine the challenges and joys of forging a sense of belonging amidst constant change, grappling with everything from preconceived notions about American identity, to the realities of adapting to European perspectives on collectivity, race, and individuality. Mary Lynn brings an exceptional global perspective as a leadership development consultant, intercultural trainer, and relocation specialist. With roots in Haiti, formative years in Canada, and extensive experience navigating North America and Europe, she exemplifies what it means to bridge worlds through curiosity, empathy, and structure. Mary Lynn’s candid reflections reveal how moving between cultures has informed her adaptable approach to leadership and inclusivity. Her expertise lies in equipping leaders and organisations to build environments where difference is cherished, developing practical frameworks that foster trust and psychological safety in truly diverse teams. The discussion delves into the power of curiosity over defensiveness, the importance of holding space for conflicting emotions in national history, and the complexities of forming new cultural identities—especially for children growing up between worlds. Joanne and Mary Lynn dissect communication styles within multicultural teams, the pitfalls of overlooking cultural nuances during mergers and organisational change, and the importance of consciously cultivating environments where everyone has permission and confidence to contribute.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Celeste Warren about equity by design and what it takes to build truly inclusive workplaces. Celeste shares formative family stories, including her father’s experience as the first Black teacher and principal in his community, and uses those lessons to explain how trust, resilience, and persistence shape her approach to inclusion.The conversation explores the burden often placed on marginalised people to adapt in order to be accepted, and contrasts that with the responsibility organisations have to remove barriers and create fair access to opportunity. Joanne and Celeste discuss authenticity, dignity, affinity bias, and the common misconception that diversity and equity lower standards. They also examine why equity is not preferential treatment, but a practical way of meeting people where they are so they can thrive.A major thread throughout the episode is culture change: challenging ingrained habits, helping people understand the value of difference, and encouraging active allyship rather than passive awareness. Celeste uses accessible analogies to show how equity works in practice, why it matters for recruitment and progression, and how leaders can support both structural change and mindset shift.The episode closes with a clear message that equity benefits everyone when done well. Listeners are left with a call to action to question outdated assumptions, support inclusion in their own contexts, and help build workplaces where people are valued for who they are.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Andrea D. Carter about belonging as infrastructure and why it must be treated as more than a feel-good concept. The conversation draws a clear distinction between DEI as an accountability framework and belonging as the lived experience that enables people to thrive at work.Andrea explains her five indicators of belonging: comfort, connection, contribution, psychological safety, and wellbeing. She explores how clarity, predictability, trust, acknowledgement, speaking up, and sustainable working conditions all shape whether people can do their best work. The discussion also challenges “fitting in” cultures, highlights the limitations of engagement surveys, and stresses the importance of looking beyond averages to understand who is being left out.The episode closes on the idea that belonging is measurable, actionable, and inseparable from organisational performance. Joanne and Andrea argue that leaders who want better retention, innovation, and trust need to build the conditions for belonging rather than rely on initiatives alone.
In this episode of Inclusion Bites, Joanne Lockwood speaks with Dr. Gwen Patrone about fear, resilience and the process of living more authentically. Gwen describes how military training, professional experience and personal reflection helped her learn to slow fear down, analyse it and repurpose it into strength rather than letting it control her.The conversation also explores Gwen’s lived experience as a trans woman, including dysphoria, identity alignment, family support, social acceptance and the challenges of navigating legal and medical systems in Florida. Joanne and Gwen discuss the importance of authenticity, self-acceptance and refusing to live split lives, alongside the loneliness and social pressures that can affect trans people.A major thread throughout the discussion is the value of small acts of kindness, micro-validations and human connection. The episode closes with practical encouragement for people questioning their gender, and for those supporting them, to show tolerance, compassion and respect rather than judgement.
In this episode, Joanne Lockwood speaks with leadership advisor Susan Drumm about what it takes to make inclusion truly stick inside organisations. The conversation focuses on blind spots, patterns of thinking, and the way leaders can widen perspective through curiosity rather than resistance.Susan explains how tools such as the Enneagram can help teams understand differing motivations, balance cognitive diversity, and make better decisions. She also explores the role of language, psychological safety, and voice equity in helping people speak up and engage more openly across differences.The discussion moves into the impact of music, neuroscience, and self-awareness on shifting beliefs and rewiring unhelpful patterns. Susan shares examples of how people can recognise limiting narratives, reframe them, and create more empowering habits at work and in life.The episode closes with reflections on leadership, authenticity, AI bias, and the importance of staying grounded in one’s own judgement while remaining open to others. Overall, it is a practical and reflective conversation about inclusive leadership, team dynamics, and long-lasting culture change.
In this episode, Jo Lockwood speaks with sex and intimacy educator Xanet Pailet about what it takes to restore intimacy in long-term relationships. The conversation focuses on how emotional disconnection, shame, stress, and routine can cause sex and closeness to fade over time, and why expanding the definition of sex beyond penetration can open up new possibilities for connection.Xanet shares parts of her own experience of a long sexless marriage and explains how trauma, pain, and lack of communication contributed to that disconnect. She also offers a practical, sex-positive approach to helping couples talk about desire, fantasy, and changing needs without blame or judgment. A recurring theme is the importance of emotional safety: if people do not feel safe to speak honestly, intimacy is difficult to rebuild.The episode also explores flirting, playfulness, novelty, and making time for connection outside the bedroom as ways to sustain desire in long-term partnerships. Xanet highlights her Intimacy Equation quiz as a tool for helping couples begin conversations more gently and identify their intimacy style. The overall message is that lasting intimacy depends on communication, curiosity, and a willingness to keep learning about one another.
In this episode, Joanne Lockwood speaks with learning and development specialist Nikie Forster about how playful methods can make training more inclusive and effective. The conversation centres on LEGO Serious Play, custom activities, and other hands-on techniques that help participants feel comfortable, contribute in their own way, and engage more deeply with learning.Joanne and Nikie explore the limits of traditional one-size-fits-all training and discuss the importance of designing for different learning styles, pacing, and levels of confidence. They talk about setting adult expectations in the room, creating psychological safety, using pre-workshop preparation to understand participants’ needs, and adapting facilitation in the moment based on what the room needs.The episode also reflects on Nikie’s career journey into learning and development, her experience of using creative tools to encourage discussion, and her belief that inclusion is not just about content but about how people are treated in the learning experience. The overall message is that inclusive facilitation can help people feel valued, connected, and able to learn more effectively.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Fredrik Härén about how difference fuels creativity, innovation and better problem-solving. The conversation ranges from cross-cultural travel and multicultural parenting to the value of questioning inherited assumptions and making up your own rules.Fredrik shares stories from living across Asia, returning to Sweden, and noticing how being outside his own cultural defaults helped him see more possibilities. He argues that curiosity comes before knowledge, that openness to other ways of doing things expands thinking, and that creativity is often less about self-expression in the abstract and more about understanding who you are at a deeper level.The discussion also explores how communities of interest connect people across borders, why administrative systems can stifle creativity, and how technology and AI can remove low-value work. The episode closes with a call to look beyond local habits, learn from other cultures and remain open to better ideas wherever they come from.
In this episode, Joanne Lockwood speaks with bushcraft instructor and life coach Tom Gold about men’s wellbeing, identity, and the pressures that shape how men show up in the world. The conversation centres on the idea of moving beyond performative toughness and creating spaces where men can be present without having to fix, explain, or always speak.Tom shares how his work outdoors, especially with men in recovery, uses practical wilderness skills, fire-making, and shared activity to build confidence, resilience, and belonging. He describes how campfire settings can make it easier for men to connect, listen, and speak when they are ready, while also offering a healthier alternative to isolation or harmful influences.The episode also explores masculinity, male friendship, emotional expression, and the limits of advice-giving when someone simply needs to be heard. Joanne and Tom reflect on the importance of community, support, and understanding in helping men thrive, and on the need for inclusion work to recognise groups who may feel overlooked by broader conversations.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Nena Gilreath, co-founder of Ballethnic, about redefining ballet through African dance concepts, cultural truth, and community inclusion. The conversation explores how the company emerged from a desire to move beyond the traditional ballet mould and create a form that feels more expressive, accessible, and representative of a wider range of bodies and backgrounds.Nena shares the history of Ballethnic, including its roots in Atlanta, its creation of works such as The Leopard Tail and Urban Nutcracker, and its commitment to centring Black excellence and cultural relevance. She discusses the company’s approach to storytelling, choreography, costume, and live drumming, as well as the way these elements invite audiences and performers to participate more fully in the experience.The episode also covers the barriers Ballethnic has faced, from funding inequities and prejudice to being treated as a diversity-only option rather than a valued artistic institution. Nena reflects on resilience, succession, community-building, and the importance of creating space for older adults, younger dancers, and people whose bodies or abilities are often excluded from traditional ballet. The result is a conversation about art, identity, and the power of reimagining tradition so more people can see themselves reflected on stage.
Joanne Lockwood is joined by HR consultant and keynote speaker Solveiga Jaskunas to explore what “belonging beyond borders” looks like when you build a life and career in a new country.Solveiga shares her journey from Lithuania to the United States, including the early shock of navigating hiring processes, interviews, and everyday communication while being judged through the lens of accent and assumptions about competence. They unpack how language barriers and stereotypes can crush confidence, and how imposter feelings can follow even after years of success.The conversation moves from personal experience into practical workplace realities: what organisations get wrong about immigrant and expat talent, how recruiting practices can exclude people before they’re even heard, and why visibility matters—especially when few people in HR and leadership roles “sound like” the communities they claim to include. Solveiga reflects on mentoring, building community outside familiar circles, and intentionally stepping into rooms where discomfort becomes a catalyst for growth.They also touch on the current climate of political polarisation and how it can make it feel less safe to speak openly, particularly for people without citizenship status. The episode closes with a call to amplify immigrant voices, reframe difference as value, and take deliberate action to create workplaces where more people can belong and thrive.
Joanne Lockwood is joined by business strategist and creative catalyst Janet Tanguay for a wide-ranging conversation about turning dreams into action through visioning, connection, and inclusive practice. Janet shares how her work as a “super connector” grew from years of supporting aspiring entrepreneurs, and how creating a safe, welcoming space helps people be more authentic about what they really want.Together they explore what vision boarding is, how it can be done physically or digitally, and why it works as a practical focus tool—especially when paired with other approaches like journalling, coaching questions, AI tools, sound, and creative collaboration. They discuss the realities of leaving employment for self-employment, breaking out of routine, building belief, and shifting from working in a business to working on it.The episode also looks at what inclusive empowerment requires in practice: knowing your audience, enabling choice and privacy in sharing, and ensuring people can see themselves reflected in the materials and imagery used. Janet shares lessons from working with a wide range of groups, highlighting how people’s dreams differ depending on their circumstances, and how creativity and community can help people move from surviving to thriving.
Joanne Lockwood is joined by Silvia Causo and Adrianne Arendse, co-founders of Lead and Belong, to explore how healing happens through human connection—and what that means for workplaces.They share the personal roots of their work: Silvia’s experience supporting a mentally ill family member and her path into trauma-aware coaching, and Adrianne’s lived experience of mixed heritage and growing up in South Africa under apartheid’s legacy. From these stories, the conversation moves into how trauma shows up in everyday work life: disconnection, fear responses, and the ways people “leave parts of themselves at the door” to get through the day.Together they unpack the difference between inclusion and belonging, and why belonging can’t be prescribed, performed, or forced—it emerges as a felt, embodied state. They discuss empathy as more than information, the importance of nervous-system awareness, and how leaders can create space without acting as therapists. The episode also challenges compliance-first organisational approaches and makes the case for rehumanising work so people can contribute with greater safety, connection, and creativity.
Joanne Lockwood is joined by Dr Khutso Madubanya for a wide-ranging conversation about difference, identity, and what it takes to reclaim self-worth when the world keeps trying to define you.Khutso reflects on growing up in apartheid-era South Africa, the power and meaning of her name, and how patriarchal expectations around women, marriage, and motherhood shaped a fierce drive for independence. She shares how labels like marital status and assumptions about single mothers can become a constant form of social boxing-in, and how credentials and titles can feel like a shield even when they don’t address the deeper question of innate worth.The discussion moves into the personal cost of hyper-independence, including fear of asking for help, perfectionism, and the burnout that can follow from proving yourself through performance. Khutso explains how a period of upheaval—relocation, job loss, legal stress, single parenting, and career change—pushed her to build a practical mindset framework she now teaches: PIVOT (Pause, Introspect, Vector, Overcome fear of mistakes, Travel forward). Together, they explore how letting go of identities that no longer serve you can create freedom, resilience, and momentum through change.
Joanne Lockwood is joined by wisdom speaker and coach Bobbi Barrington for a candid conversation about resilience, reinvention, and the cost of living an inauthentic life.Bobbi shares her lived experience of transitioning later in life and the profound changes that followed—losses alongside new freedom, joy, and a renewed sense of possibility. Together they explore how self-trust is built, how fear and grief show up during major life shifts, and why emotional intelligence and emotional vocabulary can be a gateway to healthier relationships and stronger communities.They also discuss practical realities that come with being a trans woman, including navigating healthcare, self-acceptance, and moments of doubt, alongside the power of supportive women’s spaces and connection. The episode leaves listeners with an invitation to challenge limiting beliefs, “tell a better story,” and choose a life that is truly their own.
Joanne Lockwood speaks with Amrit Dhaliwal, CEO of Wolfinch, about what it takes to scale high-quality home care without losing the human connection that makes care work effective. Amrit shares how he entered the sector, what he learned from running a franchise as an “outsider”, and why he believes home care can be redesigned through a purpose-led franchising model.Together they unpack the structural barriers that keep care provision unstable, including how local authority commissioning and short visits undermine consistency for families, providers, and care workers. Joanne brings the discussion to life with personal experiences of navigating domiciliary care for family members, highlighting the real-world gap between what is commissioned and what people actually need.The conversation also explores what it means to professionalise and rebrand care work: recruiting for values, retaining and upskilling staff, and building systems that make quality sustainable. They widen the lens into prevention and “healthspan”, arguing that supporting independence earlier can reduce downstream pressure on hospitals and help people live well for longer.
Hannah Cohen joins Joanne Lockwood to unpack what it means to navigate life with a visual impairment that many people don’t immediately see. Hannah shares how her sight loss developed, what “blindness as a spectrum” looks like in practice, and the constant recalibration involved in work, travel, shopping, and social situations when the world assumes you can see what everyone else sees.Drawing on her background as a solicitor and her current work as an inclusion coach, Hannah describes the practical barriers that show up in workplaces and everyday systems: inaccessible software, interfaces that don’t work with screen readers, missing descriptions and alt text, and environments that require people to self-advocate repeatedly just to participate fully. Joanne and Hannah explore the tension many people with hidden disabilities experience—wanting independence and not wanting to be patronised, while still needing timely, respectful support.The conversation also widens to conscious inclusion more broadly, including examples from transport and public services, and reflections on how leaders and colleagues can respond better by asking straightforward, supportive questions like “What do you need to do your job?” The episode closes with a reminder that inclusion isn’t about minimum standards—it’s about creating day-to-day conditions where people are genuinely supported, understood, and able to thrive.
Joanne Lockwood is joined by Maria Gallucci, a multi-award-winning realtor and author of Raised in Silence, to explore the realities of growing up as a hearing child of Deaf adults. Maria shares how American Sign Language shaped her family life, how she often became the bridge between Deaf and hearing worlds, and what it taught her about being seen, understood, and included.Together they unpack common misconceptions and everyday moments that can exclude Deaf and hard of hearing people—from speaking to an interpreter instead of the person, to assuming lip reading or “fixing” through devices is the default. They also reflect on Deaf identity and pride, the emotional weight of child interpreting, and the ways technology such as video relay and captioning has improved access while not eliminating stigma.The conversation closes with practical guidance for listeners: make the effort, learn a few basic signs, use respectful ways to get attention, and focus on genuine connection. The central message is simple but powerful—trying matters, and small acts of communication can create real belonging.
Joanne Lockwood is joined by learning and development leader Amanda Van Der Heiden to unpack what it really means to “organise chaos” and spark belonging at work. They explore why belonging is more than a DEI policy line—it’s a felt experience of being seen, heard, and valued—and how that feeling can be created (or undermined) through everyday communication, leadership habits, and organisational choices.Amanda shares how growing up between Kentucky and New York shaped her ability to navigate different worlds, connect across perspectives, and translate complexity into people-centred momentum. She also reflects on being visibly different due to piebaldism and what that taught her about empathy, assumptions, and inclusion.Together, they discuss practical approaches for bridging divides in polarised times: balancing authenticity with respect, adapting communication styles to different audiences, asking “why” to get to root causes, and supporting people through change. The conversation also touches on post-COVID shifts such as return-to-office expectations, the importance of trust, and how leaders can set people up for success by focusing on autonomy, intent, transparency, and strengths.
Joanne Lockwood is joined by speech-language pathologist, author, and inclusive fashion founder Denise Cesare for a wide-ranging conversation about self-love, resilience, and what it means to be seen and heard when your voice and body don’t match social expectations.Denise describes living with spasmodic dysphonia after a car accident, the impact of years without a reliable speaking voice, and what it took to advocate for herself in medical settings and at work. From that difficult period, she explains how her creative energy became a route back to confidence and connection, ultimately leading to the creation of T Suit: swimmable, versatile garments designed to help people feel comfortable and empowered in and out of the water.The discussion broadens into body image and the damage caused by size-based fashion norms, the lasting mental-health effects of COVID-era isolation (especially for young people), and why mindfulness is a practice rather than a slogan. Throughout, Denise and Joanne return to a consistent message: resilience grows when self-worth is protected, community is nurtured, and compassion becomes practical action in everyday life.
Joanne Lockwood is joined by AJ Hannah, founder and creative director of FWDIO Studios, to talk about what it takes to build an indie animation studio committed to unapologetically queer, more representative storytelling. AJ shares why “a gayer and more colourful Disney” isn’t just a tagline, but a response to mainstream decisions that dilute or censor LGBTQ+ narratives and limit who gets to lead creative work.They explore how authenticity is created not only through characters on screen, but through who writes, storyboards, directs, and voices them. AJ describes casting choices that match lived experience, the value of collaboration and cultural consultation, and the responsibility that comes with representing communities well.The conversation also gets practical: the realities of funding animation through sponsorships and Kickstarter, paying artists fairly in an industry where unpaid work is common, and building a sustainable model without giving up creative control. Alongside the business and craft, AJ reflects on identity, safety, resilience, and the determination to keep making work in the face of political backlash and anti-DEI sentiment.
Joanne Lockwood is joined by coach and leadership specialist Sile Walsh to unpack what it means to go beyond performative inclusion in organisations. They explore how inclusion shows up in everyday leadership practice, and why psychological safety and a well-designed environment often matter more than surface-level gestures.Sile shares how identity, culture and lived experience shape how we are perceived and how we belong, reflecting on growing up between Ireland and the UK and the ways people adapt—or translate—themselves to be understood. The conversation also examines gender and labels, highlighting the tension between how individuals relate to identity and how workplaces and societies categorise people.Together, they challenge common workplace mantras such as “bring your whole self to work,” discuss the risks of moral certainty and polarisation, and consider how leaders can create boundaries for dialogue without shutting it down. They emphasise curiosity, compassionate accountability, and practical leadership behaviours that reduce harm and support performance, rather than inclusion that is framed as simply “being nice.”
Joanne Lockwood speaks with author and speaker Naseem Rochette about what it means to survive a life-altering traumatic event and consciously choose a different story afterward.Naseem recounts being hit and run over by a car three times in a pedestrian crosswalk, the physical aftermath (including ongoing effects of a traumatic brain injury), and the emotional impact of navigating other people’s reactions—especially the driver’s lack of remorse. She shares how that experience pushed her into a period of instability and the need for additional support, including trauma therapy and medication.Together, they explore the practical power of reframing: naming the anniversary “Unbreakable Day,” choosing words and energy intentionally, learning to accept help, and allowing vulnerability to deepen relationships. They also discuss how showing the “whole picture” (rather than a curated perfection) can create more genuine connection and belonging.The conversation leaves listeners with a grounded message: difficult moments can become turning points, not by denying pain, but by meeting it with kindness, perspective, and deliberate choices about what to carry forward.
Joanne Lockwood is joined by Dr Cedric Howard to explore how leadership, learning, and belonging intersect in higher education and beyond. Cedric reflects on the formative crisis that shaped his career: the Rodney King verdict and the racialised unrest it triggered on his campus, where his instinct to de-escalate and protect community became a turning point into educational leadership.From there, the conversation moves into what inclusive leadership looks like in practice—grounding decisions in context, translating policy into human stories, and ensuring the people most affected (students) are at the heart of decision-making. Cedric discusses how institutions often mirror the societies they sit within, and why clarity comes from combining content with context.Alongside insights on systems and leadership, Cedric shares personal lessons about breaking cycles of poverty through education and skill-building, including the family expectation set by his grandmother that transformed generational outcomes. Joanne and Cedric also unpack why failure, grit, and resilience matter, challenging “everyone gets a trophy” thinking and offering practical ways to build capability and confidence over time.
Joanne Lockwood is joined by holistic health advocate Dariya Krasnova to explore what it means to “raise vibrations” through authenticity, self-responsibility, and more conscious approaches to wellbeing.Dariya shares her migration journey from Vladivostok to Munich and then Glasgow, reflecting on integration, belonging, and the importance of genuine human connection. Together they discuss how identity labels can shape assumptions, and why finding aligned relationships and communities can be essential when you start living more authentically.The episode also tackles health and wellbeing in modern society: over-reliance on Western medicine for chronic issues, the impact of ultra-processed food, stress, and lifestyle on physical and mental health, and the role of complementary approaches. Dariya outlines practical first steps—being more intentional about food, time in nature, stress reduction, and self-awareness—and emphasises that lasting change comes from curiosity and personal accountability rather than waiting for a crisis to force a reset.
Joanne Lockwood is joined by New York-based actor and multi-hyphenate creative Sam Turlington for a wide-ranging conversation about what it means to live authentically. Sam reflects on how curiosity and empathy shaped their path into performance, and how acting created unexpected routes into self-understanding, identity exploration, and more truthful storytelling.Together they talk about representation in creative spaces, including when the arts feel welcoming and when they don’t. Sam shares experiences of bringing their identity to roles across genders, collaborating with directors and writers on the narrative implications of casting, and even adapting scripts and pronouns to make nonbinary identity visible and coherent within a production.The discussion also touches on the lived realities of being visibly different—through gender expression and body size—and how everyday environments can be built without some bodies in mind. Against a backdrop of political pressure on queer communities in the US and UK, Sam describes “joy as resistance” and the importance of community connection, resilience, and finding places where people can both challenge and celebrate together.
Joanne Lockwood is joined by personal development coach Jared Karol to explore what it means to bring equanimity to difficult conversations—and why inner healing matters for sustainable social change. Together they unpack how people often respond to pressure and marginalisation by either shutting down or fighting back, and what it can look like to stay present, open, and grounded instead.Jared shares the origins of his approach, including the impact of his father being a gay man who later died of AIDS, and how that experience shaped his commitment to social justice work. He reflects on his early years of activism, when certainty and snark felt effective, and the gradual shift toward a more mature, healing-centred “how” that prioritises emotional regulation, connection, and long-term impact.Across the discussion they consider the difference between passion and purpose, the risks of performative outrage, and the way online interactions can accelerate polarisation. The episode closes with practical invitations—such as mindfulness and centring connection—to help listeners show up consciously and compassionately in the work of inclusion and change.
Joanne Lockwood is joined by entrepreneur and author Scott Grates for a wide-ranging conversation about how people build trust, opportunity, and impact through relationships.Scott shares how he built his career and businesses through relationship marketing, focusing on long-term reciprocity rather than transactional networking. Together, they unpack what personal branding looks like in a digital world, how to show up with authenticity, and why empathy and human connection remain central even as AI tools accelerate content creation and business efficiency.The conversation also turns to confidence, resilience, and learning through failure—especially for younger people navigating social media comparison, imposter feelings, and shifting expectations. Scott explains the approaches he uses with students to build self-belief and critical thinking, while Joanne reflects on how experience and setbacks shape a steadier, more resilient mindset over time.Listeners come away with practical perspectives on leveraging AI responsibly, strengthening real-world communication and community ties, and building a personal brand rooted in values and trust.
Joanne Lockwood is joined by DEI consultant and former finance leader Jenny Chen for a wide-ranging conversation about what it really takes to choose authenticity over assimilationThey explore how political rhetoric and workplace norms can turn inclusion into a zero-sum fight, and why performative gesturesdo little to shift the lived reality of people facing racism and sexism. Jenny shares her personal journey as a Chinese Canadian immigrant and former political refugee, and how early pressures to fit in shaped her relationship to language, identity and belonging.Moving from story to strategy, Jenny and Joanne discuss why DEI cannot sit in an HR silo, and why employee resource groups can be misused as containment rather than change. They make the case for redesigning systems that were built for a different era, grounding the work in respect, compassion and courageous leadership that can hold difficult conversations and drive sustainable cultural change.
Joanne Lockwood is joined by learning and development expert JD Walter to explore emotional agility at work, and why emotional intelligence and resilience are central to healthier, more effective workplace cultures.JD shares how his early focus on organisational structure and process shifted after leading a high-conflict HR service centre, where fear, misaligned expectations, and poorly supported change created tension and breakdowns in teamwork. From that experience, he explains why “fixing the org chart” rarely addresses the root causes of conflict, and why leaders need to understand the human dynamics underneath performance problems.Across the conversation, they unpack what authentic empathy looks like in practice (not performative caring), how vulnerability and trust enable productive conflict and collaboration, and why creating safer spaces for people to speak honestly depends on resilience in the face of stress and scrutiny. They also discuss modern communication challenges, belonging and polarisation, and JD’s approach to stepping back from surface-level disputes to uncover the underlying fears and needs driving behaviour.Listeners will come away with a grounded perspective on emotional intelligence as actionable behaviour, and a clearer sense of how teams and leaders can build more resilient, connected environments where people can show up as humans—not just roles.
Joanne Lockwood is joined by jet lag consultant and chrono-diversity advocate Stephen Jasper for a wide-ranging conversation about how our biological rhythms shape work, wellbeing, and inclusion. Stephen shares how extensive international travel led him from pharmacy and the pharmaceutical industry to a PhD focused on jet lag, and why sunlight and timing are central to managing it.Together they unpack the practical realities of travelling across time zones, including the difference between jet lag and travel fatigue, why “east is a beast and west is best” for many people, and how sleep disruption can affect cognitive performance, relationships, and day-to-day functioning. Stephen explains how light influences circadian rhythms, why late-night screen use can keep people awake, and why alcohol is a particularly poor choice when travelling.The discussion then turns to workplace inclusion through the lens of chrono-diversity. Joanne and Stephen explore the stigma and bias often directed at “night owls”, the limitations of rigid nine-to-five expectations, and how flexible working and remote collaboration can allow people to work in ways that better match their natural rhythms. The episode closes with a call to treat chrono-diversity as a genuine inclusion issue, creating cultures where different sleep and productivity patterns are recognised and valued.
Joanne Lockwood is joined by Sally Bisbee, a Minnesota-based mum life simplification coach, to explore what it takes to move from daily overwhelm to a calmer, more sustainable rhythm in modern parenting.Sally shares how juggling children with a wide age gap pushed her into constant stress, and how simplifying routines, creating boundaries, and prioritising guilt-free self-care helped her reclaim a sense of ease. Together they dig into perfectionism, the never-ending to-do list, and the pressure many mothers feel to carry the full mental load.The conversation also looks at shared responsibility at home: why partners often aren’t mind readers, how clear communication can reduce resentment, and how letting go of “my way is the right way” can make delegation actually work. Joanne and Sally touch on shifting gender-role expectations, the importance of maintaining identity beyond parenting, and the added reality for some families of caring for ageing parents alongside raising children.Listeners will leave with practical, relatable ideas for reducing unnecessary stress, building supportive habits, and creating more breathing space for themselves and their families.
Joanne Lockwood is joined by Gillian Russell to explore what it means to move beyond reflection towards genuine belonging, in the context of a UK Supreme Court ruling on the definition of “woman” and its impact on trans people.They discuss the emotional and practical fallout of the decision, the erosion of rights, and why the trans community can struggle to coordinate fast, strategic action. The conversation covers lobbying, working with allies, and the need for better organised advocacy, alongside the value of cross-community collaboration with other marginalised groups.Gillian shares her background across the arts, corporate life, charity leadership, and trans advocacy, reflecting on language, identity, and why being trans is only one small part of a person. Together they explore resilience, vulnerability, mental wellbeing, and the importance of robust conversations that educate rather than entrench division.The episode closes with pragmatic optimism: focus on what can be controlled, seek support when needed, and build the collective capability to adapt, organise, and drive change while continuing to pursue a society where people can belong and thrive.
Joanne Lockwood is joined by mind, body, and energy facilitator Tenya Eickenberg for a conversation about how healing and belonging intertwine, and why so many people struggle to feel safe enough to acknowledge what they’re carrying.Tenya shares her own experience of emotional stress, self-medicating with alcohol and smoking, and reaching a point where she recognised she needed help. Together, they talk openly about stigma, shame, and the fear that can stop people from speaking up about mental health, as well as why traditional routes like talk therapy and medication may not feel accessible or effective for everyone.The episode also explores Tenya’s approach to self-healing through self-care and energy-based modalities, including muscle testing and the “emotion code,” with an emphasis on listening to the body, releasing what no longer serves, and building habits that support long-term wellbeing. Practical themes include tuning into intuition, making conscious choices day by day, and setting and upholding boundaries—especially in family relationships.Across the discussion, the core message is that belonging is rooted in self-recognition and authenticity, and that sustainable change often begins with personal responsibility, compassion, and creating emotionally safe spaces for ourselves and others.
Joanne Lockwood is joined by speech language pathologist James Burden, founder of Stuttering Blueprint, for a conversation that challenges the stigma attached to disfluent speech. Together they explore how stuttering becomes a barrier not because of the sounds themselves, but because of the shame, myths, and social reactions that teach people to hide, avoid, and self-censor.James explains how expectations of “perfect” speech can limit professional aspirations—interviews, leadership moments, and everyday workplace communication—and why supportive listening matters. He shares practical guidance for colleagues and listeners: don’t interrupt or finish sentences, stay present, and treat stuttering as an acceptable way of speaking rather than a problem to be fixed.The episode also covers evidence-informed approaches used in therapy and coaching, including prolonged speech methods (such as Camperdown) alongside acceptance and commitment therapy, focusing on reducing fear and self-judgement while building real-world speaking practice. Joanne reflects on her own experiences of public speaking anxiety and learning to trust herself, reinforcing the message that inclusion means making space for real voices, not only polished ones.
Gender Equality, Stereotypes, and Creating Inclusive Cultures
Christine Boston unpacks the persistent barriers facing women, exploring the intersection of gender equity, societal constructs, and inclusive leadership while championing transformative action and authentic culture change in both work and society
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Christine Boston as they examine what it truly means to break barriers for women in modern society and the workplace. The discussion maps the enduring structural and cultural obstacles women continue to encounter, from the persistent motherhood penalty to the prevalence of gender stereotypes in education, recruitment, and family life. Joanne and Christine debate the efficacy of diversity initiatives, question the myth of meritocracy, and explore how both language and communication style influence women’s advancement in leadership. Covering topics such as the impact of social media personalities like Andrew Tate, the challenges of toxic masculinity, and the subtleties of “pulling the ladder up”, this episode probes why equity must start from childhood and how workplaces must move beyond surface-level diversity to effect genuine culture change.
Christine is a lifelong gender equality advocate and leadership specialist based in Wales, renowned for transforming strategic vision into purpose-led action. Her professional journey includes prominent roles with the Welsh charity Chwarae Teg, the founding trusteeship of Women’s Equality Network Wales, and international experience with the Federation of Women Lawyers in Lesotho. Having grown up questioning traditional gender roles from a young age, Christine brings first-hand insight into forming inclusive cultures and balancing feminist principles with lived experience. Her approach champions the progress of women through structural change, awareness-raising, and the fostering of authentic leadership at all levels.
Joanne and Christine engage with real-life examples, challenge patriarchal norms, and offer candid perspectives on what it will take for women to truly thrive—rather than simply survive—in business and society. They illustrate how communication gaps and gendered expectations persist, while also sharing practical illustrations from home, school, and work.
The key takeaway from this episode is that advancing gender equity requires more than tokenistic representation—it demands unpicking deep-seated assumptions, reconfiguring workplace merit and culture, and investing in a generational shift through early education. Listeners will come away energised by the practical insights and inspired to push for systemic changes ensuring every woman—and every person—has the opportunity not just to belong, but to lead and flourish.
Published: 09.10.2025 Recorded: 04.04.2025 Duration: 1:00:51 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast > #178 Breaking Barriers for Women — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Early Encounters with Gender Inequality: “as a girl, I realised there were things that I would be told I couldn’t do, you know, just for that reason, no other good reason, just because I’m a girl.”
— Christine Boston [00:03:37 → 00:03:45]
Viral Topic: Challenging Gender Stereotypes in Childhood: “he’s having to sort of make his own mind up about gender ideals, you know, whether pink is an okay colour for him and that sort of thing, whether he can, you know, have his nails painted if he wants to and play with the girls and all these. All these things that, you know, shouldn’t really matter.”
— Christine Boston [00:09:30 → 00:09:45]
Viral Topic: The Gender Communication Gap: “learning each other’s way of talking is a leap across the communication gap between men and women and a giant step towards genuine understanding.”
— Christine Boston [00:17:42 → 00:17:50]
Challenging Gender Stereotypes in Schools: “But I think, you know, that’s all well and good, me having a one on one conversation with my son at home, but, you know, what is the school doing to make sure the boys feel that they are welcome in that class and to challenge, you know, challenge the stereotype in the classroom and make sure that, you know, any boys that do decide to go are not going to be, you know, teased and bullied for making that decision.”
— Christine Boston [00:29:12 → 00:29:34]
Breaking Gender Stereotypes in School Sports: “I noticed in the playground it appears that it is the boys that get the football area and the girls can play if they want to, but the boys dominate and the girls never have the opportunity to kind of take that as their space.”
— Christine Boston [00:30:16 → 00:30:30]
Viral Topic: Rethinking Merit and Recruitment
“We need to look for culture add, not culture fit.”
— Christine Boston [00:41:38 → 00:41:41]
Viral Topic: The Hidden Struggles of Women in the Workplace: “But actually, psychologically it’s very impactful.”
— Christine Boston [00:42:37 → 00:42:40]
Viral Topic: Navigating Workplace Judgement as a Woman
“If that happens, it’s not the right workplace for you.”
— Christine Boston [00:44:34 → 00:44:37]
The Motherhood Penalty at Work: “I must have been asked about 20 times, are you coming back part time? Because that’s just an assumption that gets made, you know, despite the fact if I did that, I’d be losing my salary, I’d be losing my pension, I’d probably be having to do the same job.”
— Christine Boston [00:46:17 → 00:46:31]
Viral Topic: Testosterone Treatment Gap for Women: “There isn’t like a product on the market for females, so women who are being given testosterone, and that includes myself, are having to use products that are for men and just sort of do their best, make the best of it.”
— Christine Boston [00:51:11 → 00:51:24]
Definition of Terms UsedWhat is the Motherhood Penalty?* Definition: The motherhood penalty refers to the systematic disadvantages and reductions in pay, promotion opportunities, and career progression that women experience as a direct consequence of becoming mothers or being perceived as likely to become mothers. * Relevance: This phenomenon underpins much of the conversation around gender inequality in the workplace, with women often facing negative assumptions about their commitment, availability, or capability after having children. * Examples: Women returning from maternity leave being overlooked for promotions, offered only part-time roles, or having their career progression stalled; interviewers questioning female candidates about plans for children, impacting hiring decisions. * Related Terms: Gender Pay Gap, Parental Leave, Flexible Working, Gender Discrimination * Common Misconceptions: Many believe the motherhood penalty is self-imposed by women choosing to reduce hours, but research shows that negative employer bias and lack of supportive policies are core contributors to this penalty.
What is Meritocracy (in Recruitment)?* Definition: Meritocracy in recruitment is the belief or system where hiring and promotion decisions are based solely on an individual’s ability, skills, and achievements, rather than on factors like gender, ethnicity, or personal connections. * Relevance: The concept is heavily critiqued in the episode as existing recruitment processes are often influenced by unconscious bias, networking advantages, and subjective definitions of “merit”, which tend to reinforce the status quo and disadvantage underrepresented groups. * Examples: Hiring through the “old boys’ network” while claiming appointments are made on merit; using “name-blind” applications to reduce bias, but still favouring people who fit the existing company culture. * Related Terms: Positive Discrimination, Unconscious Bias, Diversity in Hiring, Culture Fit vs Culture Add * Common Misconceptions: Many assume meritocracy in recruitment eliminates bias, but in reality, merit and suitability are often defined by those already in power, perpetuating inequality.
What is Genderlect?* Definition: Genderlect is a term referring to the differing communication styles and conversational behaviours typically associated with men and women, conceptualised almost as distinct linguistic “dialects” influenced by gender socialisation. * Relevance: The episode discusses how male and female conversational styles (competition vs. connection, status vs. rapport) lead to misunderstandings or biases in workplace settings, with reference to the work of sociolinguist Deborah Tannen. * Examples: Men using “report talk” to assert status, while women favour “rapport talk” to build relationships; women perceived as less authoritative if they end sentences with an “uptick”. * Related Terms: Sociolinguistics, Communication Styles, Report Talk, Rapport Talk, Gender Stereotypes * Common Misconceptions: Some believe gendered communication differences are entirely biological or that men and women cannot communicate effectively across these boundaries, overlooking the influence of culture and upbringing.
What is Shared Parental Leave?* Definition: Shared parental leave is a UK employment right that allows eligible parents to share up to 50 weeks of leave and up to 37 weeks of pay following the birth or adoption of a child, enabling both parents to take time off work for childcare responsibilities. * Relevance: Discussed in the context of challenging gender roles at home and in employment, shared parental leave is a policy aimed at encouraging a more equal distribution of caring responsibilities between mothers and fathers. * Examples: A mother returning to work after five months, with her partner taking three months of leave to care for their baby; employers supporting staff to split their leave flexibly between parents. * Related Terms: Maternity Leave, Paternity Leave, Flexible Working, Equal Parenting * Common Misconceptions: Some assume only mothers are entitled to take significant parental leave, or that shared parental leave is rarely utilised, whereas take-up is steadily increasing among some demographics.
What is Toxic Masculinity?* Definition: Toxic masculinity describes cultural norms and attitudes that encourage men to adhere to traditional stereotypes of aggression, dominance, emotional suppression, and the denigration of perceived “feminine” traits, often leading to harmful social behaviours and resistance to gender equality. * Relevance: The episode explores the impact of rising online personalities who perpetuate toxic masculinity – such as Andrew Tate – on young men, the workplace, and society’s progress towards gender equity. * Examples: Social media influencers advocating domination over women as a sign of success; boys in school facing ridicule for engaging in “feminine” activities or expressing emotion. * Related Terms: Patriarchy, Misogyny, Gender Stereotypes, Incel Movement, Gender Socialisation * Common Misconceptions: Toxic masculinity is not an accusation that all masculinity is “toxic”, but rather a critique of a subset of cultural expectations that are damaging to all genders.
FAQ – Key Terms and Phrases Defined in this Episode Motherhood Penalty: The set of economic and career disadvantages mothers experience compared to non-mothers and to men due to cultural and organisational bias. * Meritocracy (in Recruitment): A contested concept asserting that individuals succeed purely by their abilities, though often critiqued for masking systemic bias. * Genderlect: Distinct verbal and conversational patterns socialised by gender, shaping workplace dynamics and influencing perceptions of authority and rapport. * Shared Parental Leave: A UK workplace policy enabling parents to split leave after the birth or adoption of a child, designed to support gender equity at home and work. * Toxic Masculinity:* Social norms that promote aggressive and emotionally restrictive behaviours in men, harming both individuals and collective progress towards equality.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Christine Boston 3 Minute Leadership | |
The post Breaking Barriers for Women appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Power of Structure, Mentoring, and Routine in Modern Work
Ed Johnson explores the empowering role of routine, candidly unpacking the interplay between structure, personal accountability, and inclusive design to help individuals and organisations thrive in a rapidly evolving workplace landscape.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Ed Johnson to explore how routine and structure can empower both individuals and organisations. The conversation uncovers the principles behind fostering accountability and cultivating organisational culture, particularly as Ed reflects on his journey as a tech entrepreneur. Together, they examine the nuances of scaling software businesses, nurturing remote teams, and spearheading inclusive workplace behaviours. Joanne and Ed discuss the psychology of mentoring, honesty in leadership, and the practicalities of evolving work habits in a world shaped by technology and flexible working patterns.
Ed is a tech entrepreneur, CEO, and co-founder of URoutine, with a notable track record in digital mentoring through his previous venture PushFar. He is driven by a commitment to create systems that enable people to thrive through purposeful structure and inclusive design. Ed’s experience encompasses growing software-as-a-service businesses, leading fully virtual teams prior to the pandemic, and shaping user-centric platforms that address both individual and collective growth. His expertise lies in leveraging technology to bridge the gap between ambition and action, translating personal and professional goals into tangible routines while fostering a culture rooted in trust and transparency.
Joanne and Ed delve into the challenges of scaling expectations without sacrificing flexibility, highlighting how honest feedback, clarity of purpose, and emotional intelligence are vital for both leaders and mentors. They explore how technology—including artificial intelligence—can be harnessed as a force for good while still retaining the human touch essential for belonging and motivation. The discussion widens to address changing societal demographics, the rise of freelance and gig economies, and the evolving definition of success and fulfilment at work.
This episode’s key takeaway is the transformative power of routine when paired with honesty, accountability, and inclusive culture. Listeners will find inspiration to rethink how habits, structure, and digital tools can be used to empower themselves and their teams, while still preserving the essential human connections that drive collective progress.
Published: 02.10.2025 Recorded: 03.04.2025 Duration: 0:54:20 **Shownotes:*** **AI Extracts and Interpretations**
- \n The Inclusion Bites Podcast - #177: Empowering Through Routine\n · Castmagic — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: The Challenges of Customising SaaS for Diverse Clients: “building software that can be customised to all of them becomes quite tricky and quite a challenge.”
— Ed Johnson [00:08:23 → 00:08:31]
The Best Company to Work For: “but wherever you go in your career, the one objective I would have is for you to always look back on your time at that company, at our company, he said, and know that you enjoyed your time there and feel like it was the best company you’d ever worked for.”
— Ed Johnson [00:11:49 → 00:12:07]
Viral Topic: The Secret to Scaling Team Culture
“I think when you’ve got that Mutual respect and mutual understanding from the employer to the employee and vice versa, then it can scale.”
— Ed Johnson [00:15:29 → 00:15:35]
Viral Topic: The True Measure of Productivity
“I think where some organisations get it wrong is they align productivity to the number of hours worked and they think the more hours you work, the more productive you are.”
— Ed Johnson [00:16:29 → 00:17:26]
The Importance of Workplace Clarity: “I’m not saying I want to be micromanaged but I would like a bit of structure and I’m working from home so I know I’ve got a call at 9am but well, I can roll out of bed at 5 to 9 and then I’ll be on that call from 9 till 9:30 and then what? I’ll check my emails and actually they probably want to be a bit more productive. They want to have that clarity but don’t really know what they’re doing or will think, okay, I’ve got five things to do, I don’t really know how I’m going to do them.”
— Ed Johnson [00:19:02 → 00:19:31]
The Drive to Keep Creating: “I get immense satisfaction at the end of the day when I reflect on the day from knowing I’ve done good work or created something or worked hard on something, even if it hasn’t gone right, I’ll think, well, at least I’ve spent 8 hours doing something as opposed to 8 hours reading a book and staring out of the window.”
— Ed Johnson [00:26:00 → 00:26:17]
Rediscovering Authenticity After Corporate Growth: “So actually I’m now really enjoying having that time back again, feeling able to be myself again, where I’m creating something new and fresh and I suppose I am being more human about it but not thinking too much about it, which is probably why it’s coming across as more human.”
— Ed Johnson [00:32:25 → 00:32:44]
Viral Topic: The Human Touch in a Digital World: “So I think being human is really important and I think the way you do that is by talking to people. I know it sounds obvious, but not letting AI take over those conversations.”
— Ed Johnson [00:34:55 → 00:35:06]
Viral Topic: The Power of Social Accountability: “But the psychology of accountability is when we start telling other people what we want to achieve, There’s a lot more of a chance that we will.”
— Ed Johnson [00:39:04 → 00:39:05]
The Future of Work and Technology: “I think that flexible working will continue and organisations I would hope will be better at dealing with that and across the board, better at dealing with that.”
— Ed Johnson [00:46:40 → 00:46:52]
Definition of Terms UsedWhat is a Shadow Board?* Definition: A shadow board is an informal or less formal advisory group, typically comprised of employees or external advisers, who provide input and challenge traditional management thinking without having formal decision-making power. * Relevance: In start-ups or rapidly scaling businesses, shadow boards offer early-stage founders or leaders diverse perspectives and strategic guidance before a formal board of directors is established. * Examples: Founders informally consulting experienced business contacts, mentors, or supportive peers to critique decisions and suggest direction in place of an official board. * Related Terms: Advisory Board, Board of Directors, Business Coaches, Governance Structures * Common Misconceptions: Shadow boards are often mistakenly considered limp or invisible versions of formal boards, but in practice, they can exert strong influence and foster innovation behind the scenes.
What is Software as a Service (SaaS)?* Definition: Software as a Service (SaaS) is a software distribution model in which applications are hosted by a third-party provider and made available to customers over the internet, usually via subscription. * Relevance: SaaS allowed Ed Johnson’s mentoring platform to scale rapidly, delivering mentoring solutions to multiple clients without needing extensive bespoke development or on-premises installation. * Examples: Cloud-based mentoring platforms, email marketing tools, or virtual HR software like Pushfar, which clients access through a web browser. * Related Terms: Cloud Computing, Platform as a Service (PaaS), Customisation, Scalability * Common Misconceptions: A common misconception is that SaaS platforms are inflexible or cannot be customised, while in reality, many offer robust configuration options within certain technical boundaries.
What is a Founder Exit?* Definition: A founder exit refers to the process whereby a company’s founder steps back or fully leaves operational or ownership roles, usually as part of a sale, merger, acquisition, or to start a new venture. * Relevance: A pivotal moment in a founder’s journey, this stage impacts personal identity, business continuity, investment returns, and future entrepreneurial ventures—as described by Ed Johnson after leaving Pushfar. * Examples: Selling shares to venture capitalists, merging with another company, or simply handing over day-to-day running to a successor or professional management team. * Related Terms: Exit Strategy, Succession Planning, Acquisition, Emotional Transition * Common Misconceptions: Many believe founder exits mean a clean emotional break or guaranteed financial windfall; in reality, founders often experience emotional loss, uncertainty, or the rapid need to build new identity and purpose straight away.
What is a Virtual Business?* Definition: A virtual business is a company where the team operates entirely, or almost entirely, remotely, with no centralised physical office, relying on digital communications and cloud platforms to conduct business. * Relevance: Both Ed Johnson and Joanne Lockwood have operated businesses where remote, borderless collaboration provided agility, enabled talent acquisition unconstrained by geography, and sustained operations during disruptions such as the COVID-19 pandemic. * Examples: Start-ups whose employees work from multiple countries, digital consultancies, and cloud-native tech businesses with global clients but no office space. * Related Terms: Remote Working, Distributed Teams, Digital Nomad, Telecommuting * Common Misconceptions: It is often assumed virtual businesses lack team cohesion or professional culture; however, strong virtual culture and clear communication can be cultivated from day one, as the podcast guests have demonstrated.
What is Routine Telemetry?* Definition: Routine telemetry refers to the digital tracking and aggregation of data related to daily habits, routines, and personal goals, often provided by apps and wearable devices. * Relevance: Used both personally and professionally, such as in health tracking or habit management platforms, routine telemetry provides actionable insights for behavioural change and accountability—central to Ed Johnson’s new venture, URoutine. * Examples: Fitness watch data tracking active minutes, a dashboard monitoring daily reading or screen time, or a platform aggregating nutrition, exercise, and sleep patterns into charts and reports. * Related Terms: Health Informatics, Quantified Self, Digital Habits, Behavioural Analytics * Common Misconceptions: Some believe routine telemetry is intrusive or only suitable for fitness enthusiasts, when, in fact, it can support a broad spectrum of wellbeing and productivity improvements for individuals, families, or teams.
FAQ – Specialist Terms from: Empowering Through Routine What is a Shadow Board? An informal group providing critical input and guidance to founders or leaders, often before a formal board is established, fostering innovation and diversity of thought. * What is Software as a Service (SaaS)? A subscription-based software delivery model accessed online, which allows rapid scaling and customisation for multiple clients without significant infrastructure. * What is a Founder Exit? The process in which a company founder steps away from ownership or operational responsibilities after a sale or succession, affecting both business structures and personal identity. * What is a Virtual Business? A business model where operations are conducted wholly or primarily online, enabling remote teams, global reach, and increased flexibility without bricks-and-mortar offices. * What is Routine Telemetry?* The practice of digitally tracking data on daily habits and routines to provide feedback, facilitate self-improvement, and build accountability, often using smart devices or dedicated platforms.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Ed Johnson uRoutine | |
The post Empowering Through Routine appeared first on SEE Change Happen: The Inclusive Culture Experts.
Breaking Free: Courage, Self-Discovery, and Living Your Truth Beyond Societal Norms
Ayce Kyptyn explores the liberating journey from internalised conformity to embodied authenticity, revealing how compassionate self-enquiry and somatic sexology can unlock deeper belonging, pleasure, and courage to be truly seen.
In this compelling episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Ayce Kyptyn to explore what it means to have the courage to be seen and live authentically. As Joanne unpacks the realities of societal expectations, Ayce shares his personal journey from a life restrained by conformity and religious doctrine to one of acceptance, embodied self-expression, and profound transformation. The duo discuss the powerful intersection of identity, somatic healing, and the necessity of creating safe, non-judgemental spaces for people to express their whole selves. Through honest reflection, they expose the pain experienced by repressing one’s true nature and highlight the liberation that comes from critical self-exploration and breaking through internalised shame.
Ayce Kyptyn is a somatic sexologist based in Boulder, Colorado, with a rich background as a professional theologian and youth pastor within the evangelical Christian church. Following a life-altering period that saw the loss of his career, home and family, Ayce underwent both personal upheaval and awakening. His work now centres on guiding individuals and couples through deep healing, using somatic and erotic blueprint methodologies to help others align with their innate desires and sense of self. Drawing from his own transition and embodied healing journey, Ayce offers unique insight into how reclaiming pleasure and authenticity can lead to meaningful change, both personally and within the wider framework of inclusion.
Together, Joanne and Ayce delve into the complexities of gender, sexuality, and societal conditioning, unpicking the pressures placed upon us to conform to archetypal paths and roles. Their conversation challenges listeners to interrogate whose rules they are living by and invites a reimagining of personal agency, pleasure, and belonging. The discussion also explores practical tools such as the Erotic Blueprint, and the significance of recognising and integrating repressed parts of ourselves—particularly for those navigating transformational journeys related to identity and intimacy.
A key takeaway from this episode is the transformative power of compassionate self-exploration and authentic expression. Listeners are encouraged to question the narratives that govern their lives, seek alignment between mind and body, and foster environments where true inclusion and liberation are possible—not just for themselves, but for every member of society.
Published: 19.09.2025 Recorded: 01.04.2025 Duration: 0:52:48 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast - #176 The Courage to Be Seen — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsFinding Authenticity After Loss: “And I realised that I wasn’t being authentic to who I am. I was doing what everybody else in this world wanted me to do. And I think a lot of us do that. You know, we go to school, we get a job, because maybe our parents said, hey, this is the path you should take, but it’s not necessarily the path that you wanted to take or I wanted to take in life.”
— Ayce Kyptyn [00:03:42 → 00:04:01]
From Pain to Pleasure: “I’ve been living a lifestyle of pain my entire life, but I would love to transform it into pleasure.”
— Ayce Kyptyn [00:04:57 → 00:05:03]
Viral Topic: The Masks We Wear: “We all are playing a character in this world. We all have this Persona that we’ve created of who we are and that becomes our identity. But is that really your identity and who you really are?”
— Ayce Kyptyn [00:07:11 → 00:07:21]
Transforming Pain into Pleasure: “Yeah, So I learned how to transmute the pain into pleasure. The first 38 years of my life were incredibly painful because I wasn’t able to be who I authentically am. And as I started awakening that in myself and in my mind and in my body, things started to slowly shift from playing pain into pleasure. And so actually, Jaya’s work in the erotic blueprints is a huge piece of being able to find pleasure in my body and in who I am and how I go about this world. And her methodology or her framework, although it’s meant for a fulfilling sex life, it actually can be used in your entire lifestyle. And so I’ve taken her framework and I’ve. And I’ve transformed my life so that I’m living out of that space.”
— Ayce Kyptyn [00:15:06 → 00:15:57]
Unlocking Hidden Selves: “I don’t necessarily give them the answer, but I give them the safe space to explore what might be arising and then how to get what you want out of that.”
— Ayce Kyptyn [00:19:54 → 00:20:04]
Discovering Your Authentic Blueprint: “What does it actually look like to live your life out of what your primary type is, not what the world says. But, but what are you primarily. How are you primarily wired? And how can you get the most fulfilment and enjoyment?”
— Ayce Kyptyn [00:21:52 → 00:22:04]
Title: The Power of Allowing Authenticity in Relationships
Quote: “But if we can allow all of someone else to exist without judgement or shame and give them the space to express what that is, it’s a step in the right direction.”
— Ayce Kyptyn [00:27:51 → 00:28:05]
Breaking Stereotypes: “I just want to receive and I don’t want to have to give you anything, no expectations of me doing anything for you.”
— Ayce Kyptyn [00:37:24 → 00:38:13]
Viral Topic: Rethinking Life Milestones: “what would happen in our society if we started asking questions and critically thinking about what do you really want in your life at a younger age? I think we’d have a lot less miserable people, a lot less divorce rates, a lot less hate and, you know, people getting hurt.”
— Ayce Kyptyn [00:43:19 → 00:43:38]
The Power of Community: “It’s almost impossible to do it by yourself. Had I not had a team of people that could resource me and come inside of me and like give me the tools that I needed to actually launch off and do this in a way that wasn’t going to destroy me.”
— Ayce Kyptyn [00:48:58 → 00:49:10]
Definition of Terms UsedWhat is Somatic Sexology?* Definition: Somatic sexology is an embodied therapeutic practice focused on helping individuals and couples explore their sexuality, identity, and pleasure by bringing awareness to sensations and experiences within the body. * Relevance: In this episode, Ayce Kyptyn shares how somatic sexology facilitated profound healing and authenticity for himself and those he works with, helping clients move from lives of pain and repression to pleasure and self-acceptance. * Examples: A somatic sexologist guiding a client to recognise and process bodily sensations related to sexual pleasure or trauma, often using touch, movement, and breathwork. * Related Terms: Embodiment, Sexual Healing, Bodywork, Sensate Focus * Common Misconceptions: Many believe somatic sexology is exclusively about sexual acts, but it is primarily about reconnecting people with their own bodies and desires and may or may not include direct sexual contact.
What are Erotic Blueprints?* Definition: Erotic blueprints are a framework, devised by sexologist Jaya, summarising five distinct ways that people are wired for pleasure—energetic, sensual, sexual, kinky, and shapeshifter—offering insight into individual desires, preferences, and ways of experiencing arousal. * Relevance: Ayce uses this model to help clients discover and embrace their unique erotic identities, breaking away from societal norms about what sex “should” be and supporting personalised sexual fulfilment. * Examples: Someone discovering through the blueprint quiz that they are “energetic” and thus aroused by anticipation and subtle touch, or that they are “kinky” and fulfilment comes from taboo or power dynamics. * Related Terms: Sexual Typologies, Desire Mapping, Sex Positivity * Common Misconceptions: Erotic blueprints are often mistaken as fixed or prescriptive, whereas individuals may express different blueprints at various times or with different partners.
What is Gender Incongruence?* Definition: Gender incongruence is the experience of a disconnect between one’s assigned sex at birth and one’s internal sense of gender identity, which may lead to dysphoria and a desire for social, legal, or medical transition. * Relevance: Ayce describes a lifelong struggle with gender incongruence, leading to major life changes and transition; the podcast explores how societal constructs, especially in religious communities, can exacerbate this incongruence. * Examples: A person assigned female at birth who always identified with masculine traits and ultimately transitions to live in alignment with their true gender identity. * Related Terms: Gender Dysphoria, Transgender, Gender Fluidity, Transition * Common Misconceptions: Gender incongruence is often conflated with sexual orientation; in reality, it concerns one’s gender identity, not whom one is attracted to.
What is Bondassage?* Definition: Bondassage is a specific form of kinky massage, developed by Jaylene, which combines elements of bondage and sensual bodywork to explore sensation, power dynamics, and eroticism in a safe, structured environment. * Relevance: Highlighted by Ayce as an offering in his practice, bondassage provides an avenue for clients to experience aspects of kink, trust, and vulnerable pleasure that they may not have had space to explore elsewhere. * Examples: A client being safely restrained on a massage table while experiencing a tapestry of sensory stimuli—such as touch, sensual tools, and anticipation—to heighten arousal and bodily awareness. * Related Terms: Kink, BDSM, Somatic Therapy, Erotic Massage * Common Misconceptions: Bondassage is not the same as traditional massage or full BDSM; it blends therapeutic elements with consensual erotic play, always prioritising boundaries and communication.
What is Embodied Self-Expression?* Definition: Embodied self-expression is the process of authentically experiencing, owning, and expressing one’s identity, emotions, and desires through the body and its sensations, rather than repressing or intellectualising them. * Relevance: Central to the episode’s theme, Ayce discusses how he and his clients move towards healing and authenticity by learning to recognise, accept, and express who they are physically and emotionally, not just conceptually. * Examples: Someone allowing themselves to dance, to cry, to experience pleasure, or to explore new aspects of gender or sexuality without shame or self-censorship. * Related Terms: Somatic Awareness, Mind-Body Connection, Authentic Living, Emotional Regulation * Common Misconceptions: Embodied self-expression is not merely about physical displays or performance, but about internal congruence and holistic integration of mind and body.
FAQ – Niche Phrases Defined What is Somatic Sexology? – A therapeutic discipline using body-focused methods to explore sexuality, pleasure, and personal authenticity. * What are Erotic Blueprints? – Five archetypal patterns of sexual wiring (energetic, sensual, sexual, kinky, shapeshifter) guiding personal desire and arousal. * What is Gender Incongruence? – The mismatch between assigned sex at birth and experienced gender identity, often prompting transition or self-exploration. * What is Bondassage? – A practice integrating sensual massage with light bondage and sensory play to explore the intersection of touch, power, and sensation. * What is Embodied Self-Expression?* – The act of fully inhabiting, experiencing, and authentically expressing one’s identity and desires through body awareness and action.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Ayce Kyptyn | |
The post The Courage to Be Seen appeared first on SEE Change Happen: The Inclusive Culture Experts.
Beyond Banter: Creating Safe Spaces for Bold Learning and Inclusive Innovation
Pippa O’Brien explores the impact of immersive storytelling in empowering everyday learners, dismantling workplace bias, and nurturing bold, inclusive leadership through trust, allyship, and authentic conversation.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Pippa O'Brien to explore the transformative ideas underpinning brave learning and bold leadership. Their discussion centres on how immersive storytelling and authentic conversations can break through traditional barriers to inclusion—especially for frontline teams and those who may have been underserved by conventional education. Joanne and Pippa share insights on creating psychologically safe spaces in the workplace, delving into the importance of trust, integrity, and tailored learning experiences that meet people where they are.
Pippa is a learning innovator and founder of Poda, known for her pioneering use of drama-based training to embed inclusive behaviours in organisations. Her expertise lies in turning everyday people into empowered learners through compelling real-world stories. Starting her career as a chef in a male-dominated industry, Pippa later found her calling in learning and development, driven by the guidance of a leader who believed in her potential. Over the years, she has designed impactful programmes for diverse workforces—including those with lower literacy levels—championing experiential, inclusive approaches. Her focus on genuine allyship and empowering everyday voices underscores her commitment to building organisational cultures rooted in belonging and psychological safety.
Joanne and Pippa reflect on real-life challenges such as bias, banter tolerance, and generational assumptions, demonstrating how roleplay and lived experience can generate ruminative learning. They question the status quo around workplace culture, flexibility, and leadership, advocating for strategies that embrace trust and nuanced feedback rather than rigid enforcement or performative change. Their conversation is enriched with anecdotes from training sessions, highlighting the difference authentic conversations can make, especially in engaging those typically resistant to inclusion training.
Listeners are left with a powerful takeaway: fostering belonging and inclusion requires safe, creative environments where people can share openly, challenge biases, and take ownership of their personal growth. With practical stories and real-world examples, this episode offers both reflection and action points for leaders, learners, and those invested in shaping inclusive workplaces—making it a compelling listen for anyone serious about driving positive change.
Published: 11.09.2025 Recorded: 31.03.2025 Duration: 0:59:36 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #175 Brave Learning, Bold Leadership — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsInnovative Learning Environments: “So what we designed was a programme where from the moment they arrived they were immersed into a real life drama, if you want to call it that.”
— Pippa O’Brien [00:06:58 → 00:07:09]
Viral Topic: Challenging Biases in Everyday Life: “the label is the bias and it can be positive or not so positive. But equally there’s something here around challenging those biases and really reminding people that actually as individuals and as human beings we’re always looking to confirm biases unless we actively are challenged on them.”
— Pippa O’Brien [00:08:29 → 00:08:47]
Viral Topic: Diversity, Allyship, and Executive Leadership: “that’s what they should be doing every single day, is being the ally for people in their organisation and making sure that their organisations reflect the communities and the organisations that they serve as well.”
— Pippa O’Brien [00:12:15 → 00:12:28]
Viral Topic: The Future of Remote Work
“I ran some focus groups for them and universally there was a demographic that was like, this is brilliant, I love this. I can get up, I can do two hours work, I get the kids packed, lunches in the bags, I get them to school, I come back, I do more.”
— Pippa O’Brien [00:13:52 → 00:14:07]
The Future of Work: “for me, it’s a real fundamental of flexibility, is that you trust people to do a great job, you explain the why and you’re the leader that they need in order to be the best that they can be. It’s quite simple in my opinion.”
— Pippa O’Brien [00:14:59 → 00:15:14]
Work-Life Balance Struggles: “It takes an incredible toll on your social life. And I think as a youngster I was then working five and a half day week and then I had Sunday afternoons and Mondays off and Monday was my college day. So that meant that actually you don’t have any time off at all, which is quite hard work, quite hard for a youngster.”
— Pippa O’Brien [00:37:45 → 00:38:05]
Viral Topic: Overcoming Imposter Syndrome
“I haven’t actually got the A levels that I said that I had at the time.”
— Pippa O’Brien [00:40:51 → 00:40:52]
Viral Topic: Coping with Change in Business
“I think in terms of how we changed, lockdown was an enormous catalyst for change for us. And at the beginning, I think on the day one when it all kicked off and it, right, everything’s shut down, we’re only a small company and on that one day we had cancellations and most people took the trouble to phone us to say we’re going to have to cancel everything. We had £250,000 worth of cancellations in a day and we were, we were just like, okay, no, we understand, thanks very much and blah, blah, blah, looking forward to working with you when we can and all that good stuff. And I think we had to learn on a vertical learning curve.”
— Pippa O’Brien [00:43:24 → 00:44:52]
Viral Topic: Why Virtual Reality Training Didn’t Replace Real People
“It’s interesting where you offer people this great solution where they can access any time and it was ideal for shift workers or people who have got downtime in their day job and then they can just do a little. I’ll just do that module. So they want real people, whether that’s real people through a screen or real people face to face in the room.”
— Pippa O’Brien [00:46:11 → 00:46:33]
Wasting Your Life at Work: “So you’re going to completely burn the next seven years of your finite resources of life doing something that for a third of your week you clearly hate and if you clearly hate it, you’re not going to be doing the best job.”
— Pippa O’Brien [00:56:04 → 00:56:20]
Definition of Terms UsedWhat is Experiential Learning with Immersive Drama?* Definition: Experiential learning with immersive drama refers to an interactive approach to training and development where participants are actively involved in scenarios enacted by actors, mirroring real-life situations to provoke discussion, reflection, and behavioural change. * Relevance: This method is utilised to help individuals and organisations explore complex issues such as inclusion, bias, or allyship in a safe yet impactful environment. It bridges the gap between theoretical learning and genuine behavioural transformation, especially for audiences with diverse learning needs or varying literacy levels. * Examples: Attendees observe or participate in staged workplace scenarios involving discrimination or allyship, then discuss observed behaviours and alternative actions, fostering deeper understanding and engagement. * Related Terms: Role Play, Simulation Training, Real-world Storytelling, Action Learning * Common Misconceptions: Some believe experiential learning is just entertainment or “just acting”, but its primary aim is to embed new perspectives and trigger critical rumination which leads to tangible behavioural change.
What is Allyship (within Organisational Contexts)?* Definition: Allyship in organisational contexts involves individuals with relative privilege or influence actively supporting colleagues from marginalised or underrepresented groups, often by challenging bias and advocating for inclusion. * Relevance: An essential leadership behaviour, allyship promotes trust, psychological safety, and cultural change. Effectively modelled and practised, it supports an environment where all employees can thrive and be authentically themselves. * Examples: Speaking up when witnessing discriminatory language, mentoring team members from minority groups, or creating systems for anonymous reporting of microaggressions. * Related Terms: Advocacy, Sponsorship, Bystander Intervention, Anti-bias Training * Common Misconceptions: Allyship is often mistaken for passive support or sympathy. In practice, it involves consistent, tangible actions and the willingness to use one’s influence to create meaningful impact.
What is the “Whack-a-Mole” Culture?* Definition: The “Whack-a-Mole” culture describes a working environment where individuals’ ideas or suggestions are quickly dismissed or criticised, discouraging further contributions and stifling innovation. * Relevance: This metaphor highlights the disconnect that often exists between stated organisational values (such as innovation) and actual everyday behaviour, especially when leadership fails to encourage open dialogue or constructive debate. * Examples: An employee proposes a new approach in a meeting but is immediately told it “won’t work here”, leading them and others to withhold future ideas. * Related Terms: Psychological Safety, Organisational Culture, Fear of Failure, Employee Engagement * Common Misconceptions: Whack-a-Mole cultures are frequently misconstrued as efficient or decisive; in reality, they stifle creativity, decrease morale, and inhibit diverse thinking.
What is Confirmation Bias?* Definition: Confirmation bias is the cognitive tendency to favour, seek, or recall information that confirms one’s pre-existing beliefs or expectations, while disregarding evidence that challenges them. * Relevance: Understanding confirmation bias is critical when addressing inclusion and diversity, as it underpins many workplace prejudices and perpetuates stereotypes. It influences how individuals interpret colleagues’ behaviours and can drive microaggressions or exclusion. * Examples: Believing that only drivers of a certain car brand are rude, so only noticing examples that support that belief while ignoring contradictory instances. * Related Terms: Unconscious Bias, Selective Perception, Stereotyping, Cognitive Dissonance * Common Misconceptions: Many assume confirmation bias only affects others or is easily overcome; however, it is a universal, unconscious process requiring conscious challenge to mitigate.
What are Safe Words for Banter in Teams?* Definition: Safe words for banter are agreed-upon verbal cues used within teams to signal when “banter” (informal, joking interaction) has crossed a line for someone, enabling the interaction to stop immediately and without judgment. * Relevance: Establishing safe words fosters psychological safety, supports individual boundaries, and enables inclusive team dynamics without reliance on formal intervention or fear of escalation. It encourages self-regulation and accountability within groups. * Examples: Using phrases such as “mate”, “not cool”, or a pre-agreed term during team exchanges to indicate discomfort, after which all banter stops without question or ridicule. * Related Terms: Psychological Safety, Team Norms, Microaggressions, Call-in Culture, Call-out Culture * Common Misconceptions: Some believe the use of safe words makes workplace interaction overly formal or suppresses humour, when in fact it ensures banter remains convivial and respectful of all present.
FAQ: Key Terms and Concepts from “Brave Learning, Bold Leadership” What is Experiential Learning with Immersive Drama?
Offering interactive, scenario-based learning through live drama to provoke engagement and behavioural change, particularly suited for inclusion and bias training.
* What is Allyship (within Organisational Contexts)?
The active, ongoing effort by those with privilege to support, advocate for, and stand with underrepresented colleagues, going beyond simple empathy or passive support.
* What is the “Whack-a-Mole” Culture?
A workplace dynamic where new or innovative ideas are repeatedly suppressed or dismissed, discouraging employee contribution and innovation.
* What is Confirmation Bias?
The psychological inclination to notice and prioritise information that confirms existing beliefs, leading to distorted perceptions and reinforcing workplace stereotypes.
* What are Safe Words for Banter in Teams?*
Designated verbal cues agreed by team members to halt banter instantly, promoting respectful boundaries and fostering psychological safety within groups.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Pippa O'Brien Poda | |
The post Brave Learning, Bold Leadership appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Power of Being Proudly Authentic in Business
Jodie Goodchild explores the power of unapologetic authenticity, visibility, and community in business, sharing how embracing one’s true self paves the way for resilience, connection, and meaningful, inclusive growth.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Jodie Goodchild to explore what it means to live and work with unfiltered authenticity. Joanne and Jodie have a candid exchange about the journey towards embracing one’s true self, overcoming internal and external barriers, and using authenticity as a foundation for both personal fulfilment and business success. Their discussion sheds light on the transformative moments that come from “coming out” — not just in terms of sexuality or gender, but in stepping into the public as a business owner, thought leader, or simply as a more visible version of oneself. The episode also covers the dynamics of building trust and visibility on platforms like LinkedIn, the evolving landscape of community creation, and practical ways to make inclusion and psychological safety central to business culture.
Jodie is an award-winning community creator, author, and LinkedIn trainer, deeply rooted in Portsmouth. She is renowned for her ability to empower others to grow their brands and businesses authentically and on a zero-budget basis. Jodie’s own story of embracing her identity as an out and proud lesbian woman serves as both a personal triumph and a catalyst for change within her networks. Her core strength lies in facilitating brave spaces where people feel comfortable being real, discussing their challenges, and supporting one another in a truly inclusive environment. Having built a thriving business community that champions visibility, vulnerability, and celebrating the everyday, Jodie offers a refreshing perspective on how sharing genuine lived experiences can foster both commercial and societal transformation.
Throughout their conversation, Joanne and Jodie highlight the importance of visibility, not just as a sales tactic but as a means of creating social proof, building community, and inspiring others to step forward. They reflect on the value of storytelling, celebrating difference, and using moments of discomfort to drive personal and professional growth. The dialogue delves into how being proudly authentic can help dismantle stereotypes, open new opportunities, and create safer spaces for all, regardless of background or identity.
The key takeaway from this episode is that authenticity is not only a powerful lever for meaningful inclusion but also a strategic advantage for individuals and businesses alike. By embracing and sharing our true selves, we foster connection, resilience, and change—proving that being “proudly authentic, always real” is the most compelling way to thrive and help others do the same.
Published: 05.09.2025 Recorded: 31.03.2025 Duration: 1:03:09 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #174: Proudly Authentic, Always Real — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Coming Out and Self-Acceptance
“I actually didn’t feel like I started living my life until I was about 19 years old, because I went through what most of us, well, all of us do in the LGBT community, which was, you know, not understanding who I was and being scared and afraid to talk to anyone about that because there was no education and there was nobody to tell me that actually that was okay.”
— Jodie Goodchild [00:04:04 → 00:04:22]
Viral Topic: Authenticity on Social Media: “And then when they met somebody in person, the person said, can I say something to you? And I don’t want this to offend you, but I didn’t think you’d be like this because you don’t speak like this on LinkedIn.”
— Jodie Goodchild [00:16:26 → 00:16:36]
Viral Topic: The Power of Authenticity on LinkedIn: “And that is just being yourself on LinkedIn in, in my world and making people connect with you. And then you either remind somebody of something they need or you educate them on something that they don’t yet know that they need, that they then go, that makes a lot of sense. I need that.”
— Jodie Goodchild [00:19:14 → 00:19:29]
The Death of Transactional Sales: “It is just a world where the transactional sales is, is I, I almost believe it’s nearly dead.”
— Jodie Goodchild [00:22:01 → 00:22:06]
Viral Topic: The Power of the Silent Audience: “the amount of opportunities I’ve had that have come through from people that have never liked or commented or even spoken to me before, and they are the lurkers, like you say, that kind of just lurk in the background and they consume all of this educational content that you share, and then they go, you know, actually, I’m gonna. I’m gonna reach out to this person.”
— Jodie Goodchild [00:23:52 → 00:24:09]
The Lonely Side of Entrepreneurship: “But when you’re at home, there’s only so much you can annoy your girlfriend before she tells you to leave the house.”
— Jodie Goodchild [00:24:52 → 00:24:57]
Overcoming Self-Doubt on LinkedIn: “When I met her in October, she said, jodi, no one is going to want to talk hear me talking about hr. It’s such a boring subject. And fast forward to now, she’s had over 1 million impressions on LinkedIn.”
— Jodie Goodchild [00:29:15 → 00:29:28]
Viral Value of Online Visibility: “If you were to pay for traditional marketing to get that kind of visibility, it would cost you at that point, probably would have cost, you know, thousands and thousands and thousands of pounds.”
— Jodie Goodchild [00:30:24 → 00:30:34]
Breaking the Entrepreneur Stereotype: “That’s exactly what I’m trying to do, is break that mould of showing people that you don’t have to look a certain way or act a certain way to, you know, to do well in life and be successful.”
— Jodie Goodchild [00:38:54 → 00:39:02]
The Importance of Self-Care for Entrepreneurs: “I’ve realised recently, as many do when they run their own business, that I spent so much time in amongst the, you know, building the business and helping people that I’ve almost actually neglected myself a little bit because I’ve focused so much on the business.”
— Jodie Goodchild [00:48:06 → 00:48:20]
Definition of Terms UsedWhat is Imposter Syndrome?* Definition: Imposter syndrome describes a psychological pattern in which individuals doubt their abilities, talents, or achievements and have a persistent fear of being exposed as a “fraud”, despite evident success. * Relevance: Discussed in relation to posting on platforms like LinkedIn, imposter syndrome can prevent business owners and professionals from sharing their achievements or opinions, impeding authentic self-promotion and engagement. * Examples: A capable entrepreneur hesitates to post about a new award, fearing others will question their expertise; a professional refrains from commenting online, believing they lack anything worthwhile to add. * Related Terms: Self-doubt, Self-esteem, Perfectionism, Fear of Failure * Common Misconceptions: Many think imposter syndrome only affects those at the beginning of their careers, whereas it is prevalent at all levels, including among high achievers and award-winning individuals.
What is Personal Branding?* Definition: Personal branding is the conscious and intentional effort to create and influence public perception by positioning oneself as an authority in their field, elevating their credibility, and differentiating themselves from the competition. * Relevance: Central to the episode’s discussions about business development and social visibility, personal branding distinguishes “who you are” and supports entrepreneurial growth, especially for those starting with limited resources. * Examples: An individual consistently creating original thought leadership posts on LinkedIn to establish themselves as an expert; a business owner sharing their values and stories online to connect with potential clients. * Related Terms: Professional Identity, Thought Leadership, Visibility, Influence * Common Misconceptions: Personal branding is sometimes mistaken for simple self-promotion or vanity, when in fact it involves building trust and authentic engagement over time.
What does ‘Coming Out’ mean (in a business or professional context)?* Definition: While traditionally referring to openly declaring one’s sexual orientation or gender identity, in the business context ‘coming out’ describes the process of revealing one’s authentic self, opinions, or business ambitions—often by making the first public post or sharing an origin story online. * Relevance: The podcast uses ‘coming out’ metaphorically to describe the bravery required for entrepreneurs and professionals to break their silence, overcome lurking behaviour, and start sharing their true selves or unique business perspectives on social media. * Examples: Publishing a personal story about professional setbacks; sharing an honest reflection on LinkedIn for the first time. * Related Terms: Authenticity, Vulnerability, Self-disclosure, Lurker * Common Misconceptions: Some assume ‘coming out’ is only linked to LGBTQ+ identity; however, the phrase can encompass any situation where someone decides to openly embrace and share a fundamental aspect of themselves.
What does it mean to ‘Be Marmite’ in Branding or Communication?* Definition: To ‘be Marmite’ means to adopt a communications or branding approach that is unapologetically polarising—eliciting strong positive or negative reactions, much like the British condiment Marmite, famous for being either adored or despised. * Relevance: Utilised in the episode as advice for those seeking to make an impact with their brand or message, this concept encourages individuals to embrace distinctiveness, knowing they will not appeal to everyone. * Examples: A leader or influencer publicly supporting a controversial cause, thus gaining loyalty from some and criticism from others; a brand deliberately using bold messaging that divides opinion. * Related Terms: Polarisation, Brand Differentiation, Standing Out, Audience Segmentation * Common Misconceptions: Being Marmite is not about courting controversy for its own sake; it’s about being authentic and willing to stand for something in order to create genuine engagement and loyalty.
What is Social Proofing?* Definition: Social proofing refers to the psychological phenomenon where people adopt the actions or recommendations of others in an attempt to undertake behaviour in a given situation—in business, it manifests as evidence of value or trust, such as testimonials, endorsements, or evidence of widespread approval. * Relevance: The episode discusses social proofing as essential for credibility and growth, especially for small businesses leveraging online platforms—showcasing client feedback and third-party recommendations to amplify trust and visibility. * Examples: Sharing a LinkedIn post congratulating a client, who then adds a positive comment; posting about a collaborative project with real client acknowledgements; displaying case studies and reviews online. * Related Terms: Testimonials, Endorsements, Word-of-mouth Marketing, Crowd Behaviour * Common Misconceptions: Some assume social proof is only about gathering reviews, but genuine, ongoing client interactions and peer engagement are equally important.
FAQ: Frequently Asked Questions What is Imposter Syndrome? – A persistent internal belief in one’s inadequacy or fraudulence, despite evidence of success or competence, often discussed regarding professional visibility and confidence. * What is Personal Branding? – The strategic cultivation of one’s professional reputation and digital presence to enhance recognition and influence, regularly referenced in entrepreneurial success and online engagement. * What does ‘Coming Out’ mean in the context of business? – Moving beyond metaphor, it describes the act of truthfully revealing one’s opinions, ambitions, or story in a professional setting, especially online, not restricted to LGBTQ+ contexts. * What does it mean to ‘Be Marmite’ in communication? – To deliberately embrace polarisation in your messaging or brand, knowing that provoking strong feelings will cement loyalty among supporters and help define your core audience. * What is Social Proofing?* – Building credibility and trust through visible client recommendations, testimonials, and authentic online engagement, crucial for small business owners leveraging social media for growth.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Jodie Goodchild Jodie Goodchild | |
The post Proudly Authentic, Always Real appeared first on SEE Change Happen: The Inclusive Culture Experts.
Age, Bias, and Belonging: Challenging Stereotypes in Today’s Recruitment Industry
Jo Major explores how recruiters can become true catalysts for equity and inclusion, challenging performative practices and stereotypes while championing age diversity, candidate development, and authentic transformation across the recruitment landsc
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Jo Major to explore why true inclusion in the workplace must begin with recruiters. Together, they deconstruct the performative side of diversity and inclusion in recruitment, highlight why making systemic change is more than just paying lip service, and consider practical ways recruiters can influence equitable hiring. The conversation moves beyond rhetoric to uncover barriers created by conventional recruitment, the vital role of representation in the industry, and the power of broadening the recruiter’s remit from simply “filling seats” to properly consulting on organisational talent strategies. Joanne and Jo examine why focusing solely on early careers narrows the talent pipeline and challenge the industry to provide greater support for jobseekers, particularly those facing age discrimination or returning to work mid-career.
Jo Major brings over 17 years’ experience as an agency recruiter combined with her expertise in advancing equity and inclusion across recruitment practices. Founder of an organisation dedicated to transforming the industry, Jo equips both agency and in-house professionals with knowledge, tools, and the confidence required to embed inclusive practice at every stage of the hiring process. Her passion lies in inspiring recruiters to genuinely care about people and to question established methods. Jo’s perspective is shaped by her personal journey from ethical but uninformed recruitment to a deeper understanding of inclusion and accessibility, and she is committed to helping the industry move past box ticking towards real change.
Through their candid exchange, Joanne and Jo discuss generational perspectives on hiring, innovative talent pipelines such as mature apprenticeships and alumni programmes, and how recruitment agencies can act as true business partners by advocating for both client needs and candidate development. The episode urges recruiters to challenge bias, leverage technology meaningfully, and step out of industry echo chambers.
A key takeaway from this episode is the recognition that the path to genuine inclusion starts with how recruiters mirror the communities they serve and the ways they consult with their clients and candidates. Listeners will leave with a renewed sense of how recruitment, when done purposefully, can dismantle barriers, create diverse opportunities, and drive sustainable inclusion far beyond compliance.
Published: 29.08.2025 Recorded: 27.03.2025 Duration: 1:04:03 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #173 Inclusion Starts with Recruiters — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: The Challenges of Inclusive Recruitment
Quote: “It’s very, very different to class recruiters who are their successes measured and their performance is rewarded based on time to hire and speed and it may be minimal human resources, you know, and maximum output and then asking them to then integrate inclusion and accessibility and equity into that process, to change the way they hire, to change the way that they make decisions, to change, to add extra layers into that process.”
— Jo Major [00:06:24 → 00:06:53]
Viral Topic: Rethinking Careers in Recruitment: “Isn’t it sad that such an interesting career path is seen as something that you fall into? You know, why do people not choose to go into recruitment when recruitment itself can be an incredible profession and an incredible career?”
— Jo Major [00:10:22 → 00:10:37]
Viral Topic: Rethinking the Recruiter’s Role:
“How on earth are we not sitting down with recruiters and talking to Them about organisational design, workforce planning, dynamic employer brand development, EVP development and all of that.”
— Jo Major [00:14:13 → 00:14:25]
Viral Topic: Proactive Recruitment Strategies: “I know you’ve not asked me to do this, but I’ve done it and I’d really like to have a chat with you about the results.”
— Jo Major [00:18:12 → 00:19:44]
Recruitment Expertise: “as recruiters we claim that we are experts in interviewing. What can we do to share that expertise and also just being able to audit the capability of the TA team and seeing whether or not we can bring in our professional services that way.”
— Jo Major [00:22:44 → 00:23:01]
Viral Topic: AI Transforming Recruitment
“Could help to transform the recruitment process and free people up to do the important stuff, which is the human.”
— Jo Major [00:26:56 → 00:27:03]
Starting a Business After 50: “For every month that you spend waiting to get a job for somebody else to employ you, you could be doing your own thing. And you could be.”
— Jo Major [00:40:03 → 00:40:11]
Unlocking Potential at Any Age: “We should be taking this approach of seeing the potential of people over the age of 50 and, you know, and really looking at, like, how can we, how can we take people from the world of work and from different industries and how can we help them to realise their potential by investing for all that time.”
— Jo Major [00:41:39 → 00:41:59]
Age Diversity in the Workplace: “I think it’s got the power to, to, to solve a lot of organisational problems, staffing problems and social challenges as well.”
— Jo Major [00:50:34 → 00:50:42]
Supporting Mature Jobseekers: “What are you actively doing to create communities within that more mature, more vintage workforce?”
— Jo Major [00:56:59 → 00:57:07]
Definition of Terms UsedWhat is Inclusive Recruitment?* Definition: Inclusive recruitment refers to designing and implementing hiring processes that intentionally remove barriers and actively accommodate and attract diverse talent, ensuring fair access, equity, and a sense of belonging for all candidates. * Relevance: Central to this episode, inclusive recruitment is positioned as the bedrock for building more equitable workplaces; it is especially pertinent for agency and in-house recruiters seeking to move beyond performative diversity practices. * Examples: Adapting interview formats for neurodiverse candidates, anonymising CVs to minimise bias, or consulting clients on adjusting job specifications to appeal to broader demographics. * Related Terms: Equity, Accessibility, Diversity and Inclusion (D&I), Unconscious Bias, Talent Acquisition * Common Misconceptions: Some organisations believe inclusive recruitment is simply a compliance or box-ticking activity, or limited to diverse candidate sourcing, when it actually encompasses a holistic, end-to-end process redesign.
What is a Retained Model in Recruitment?* Definition: A retained model is a recruitment arrangement in which clients pay an agency an upfront fee to conduct a comprehensive, often exclusive search for candidates, usually for senior or specialist roles. * Relevance: The episode contrasts the retained model with contingent recruitment, arguing that the retained approach often creates more capacity, time, and thoroughness to embed meaningful inclusion and accessibility interventions in hiring. * Examples: An employer contracts a recruitment agency to fill a senior leadership role, paying an initial retainer, with additional payments as candidates progress through the process. * Related Terms: Contingent Recruitment, Executive Search, Preferred Supplier, Talent Consulting * Common Misconceptions: Retained recruitment is sometimes misunderstood as being suitable only for C-suite roles; in reality, it can apply wherever an organisation seeks rigor and expertise beyond basic CV-sifting.
What is EVP (Employee Value Proposition)?* Definition: An Employee Value Proposition (EVP) constitutes the unique set of benefits, values, culture, and career experiences an employer offers to attract, engage, and retain talent, differentiating itself in the competitive marketplace. * Relevance: Joanne and Jo discuss EVP as a core element of recruitment marketing and candidate attraction, urging recruiters to consult on EVP development to better align hiring with diverse talent expectations and employer branding. * Examples: Flexible working schemes, mental health support, learning and development pathways, or publicly stated commitments to diversity and inclusion. * Related Terms: Employer Brand, Talent Attraction, Candidate Experience, Organisational Culture * Common Misconceptions: Many organisations conflate EVP with superficial perks or one-off statements, rather than an integrated strategic approach shaping the whole employment lifecycle.
What does Sourcing mean in Recruitment?* Definition: Sourcing is the specialised discipline within recruitment focused on proactively identifying, researching, and engaging potential job candidates, often leveraging digital tools, Boolean search methods, social recruiting, and market mapping. * Relevance: The hosts highlight sourcing as a distinct, technical element of modern talent acquisition, requiring advanced skills in research and candidate engagement—especially vital when seeking underrepresented or passive talent. * Examples: Building diverse candidate pipelines using LinkedIn, X-ray searches, or niche job boards; initiating outreach campaigns to passive or hard-to-find talent pools. * Related Terms: Talent Mapping, Talent Pooling, Passive Candidates, Executive Search * Common Misconceptions: Sourcing is sometimes seen as synonymous with basic CV database mining, yet it actually involves sophisticated research, digital know-how, and candidate relationship management.
What is a Talent Academy?* Definition: A Talent Academy is a structured development programme, often in partnership with employers or community networks, that aims to upskill, retrain, and prepare pools of jobseekers—including mature or underrepresented talent—for new career opportunities. * Relevance: Discussed as an innovative approach for fostering inclusion, resilience, and adaptability in the workforce, Talent Academies help close skills gaps, address economic inactivity, and create pipelines for candidates such as those over 50 or on career breaks. * Examples: A local authority or consortium of employers running programmes for the retraining of mid-life career changers, or an employer paying new recruits a living wage during an intensive skills bootcamp before integrating them into the workplace. * Related Terms: Apprenticeship, Workforce Reskilling, Community Engagement, Talent Pipeline * Common Misconceptions: Talent Academies are sometimes dismissed as only suiting young apprentices or entry-level talent, whereas they can be transformative for workers at any career stage, especially those pivoting into new roles later in life.
FAQ: Specialist Terms from the Episode What is Inclusive Recruitment?
Inclusive recruitment is the intentional design of hiring processes to remove barriers and actively attract, engage, and select talent from all backgrounds in a way that ensures equity and belonging.
* What is a Retained Model in Recruitment?
A retained model is where an employer pays a recruitment agency upfront to conduct an exclusive, often more thorough, candidate search—contrasted with contingent, success-based models.
* What is EVP (Employee Value Proposition)?
The EVP is an organisation’s unique offer of rewards, benefits, and cultural values, shaping its employer brand and candidate experience.
* What does Sourcing mean in Recruitment?
Sourcing is the specialised activity in recruitment involving advanced research, proactive candidate identification, and engagement strategies to build diverse talent pipelines.
* What is a Talent Academy?*
A Talent Academy is a structured training and development pathway designed to upskill, reskill, or re-engage jobseekers, particularly those from underrepresented or mature talent pools.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Jo Major Diversity in Recruitment | |
The post Inclusion Starts with Recruiters appeared first on SEE Change Happen: The Inclusive Culture Experts.
Transforming the Narrative Making Space for Disabled and Minority Authors in Literature
Tracy Stewart explores the challenges of amplifying unheard voices, dismantling barriers in publishing, and championing authentic stories from underrepresented communities, particularly those with disabilities, to ignite genuine inclusion and belongi
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Tracy Stewart to explore the art and challenge of telling untold stories. Together they examine exclusion in the publishing industry, unpack the persistent barriers faced by underrepresented authors, and discuss the importance of bravely amplifying diverse voices. Joanne reflects on her own journey with writing and podcasting, while Tracy outlines why authentic narratives—particularly those from marginalised or disabled perspectives—are crucial for societal change. Their discussion ranges from the practical challenges of getting published to the invisible hurdles faced by those without financial privilege or traditional access.
Tracy is a book coach, editor, and the founder of Freshly Press, an organisation dedicated to supporting unheard voices and advancing inclusivity in publishing. Based in Normandy, France, she has spent the past decade guiding authors who have struggled to find a platform within mainstream publishing. Tracy’s approach is rooted in both craft and advocacy, ensuring writers from diverse backgrounds develop their confidence and storytelling skillset. Her expertise lies in recognising and nurturing authentic voices, supporting disabled writers, and offering pathways through the complicated world of editing, publishing, and self-publication.
The episode highlights pervasive issues in publishing, such as the lack of representation for disabled and neurodivergent writers, the commercial risk-averse nature of many publishers, and the financial realities that so often stifle emerging talent. Joanne and Tracy also consider the role of technology, including the opportunities and limitations posed by AI in the creative writing process. They reflect on the importance of soul in storytelling and the need for publishers to be more courageous in their selections, championing narratives that offer genuine insight and emotional connection.
A key takeaway from this episode is that authentic storytelling—particularly from underrepresented voices—enriches the literary landscape and fosters true societal belonging. Listeners are encouraged to seek out, support, and share the stories that challenge norms and create spaces where every experience matters. This conversation offers hope and practical strategies for anyone aspiring to share their story or advocate for change in the world of publishing.
Published: 21.08.2025 Recorded: 26.03.2025 Duration: 1:07:27 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #172 Telling Untold Stories — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsDiversifying the Publishing World: “looking at it from the other perspective made me realise just how many stories effectively don’t make the cut with publishers because they’re often not brave enough to take on stories that are different.”
— Tracy Stewart [00:04:22 → 00:04:34]
Viral Topic: The Publishing Paradox
Quote: “There is no market, therefore we can’t. But because we can’t, there is no market.”
— Tracy Stewart [00:14:42 → 00:14:46]
The Real Cost of Publishing a Book: “Let’s pick a number. 30,000 pound to get from A to B. And it each book doesn’t make that much money, does it? There’s not a huge amount of money in books.”
— Tracy Stewart [00:17:39 → 00:17:48]
Hierarchy of Privilege in Disability Representation: “If you’ve suffered a life changing injury due to warfare, whatever that may be, then your lived experience about the recovery from that. There’s a lot more money in supporting you around prosthetics, rehabilitation, giving you a voice than there is for someone who was maybe born, born without a limb or born with a cerebral palsy or whatever that may be, that they will no longer have access to that amplification and privilege and funding.”
— Tracy Stewart [00:27:00 → 00:27:29]
Authentic Representation in Media: “And I guess I want to see real lived experience told through their eyes, their lens, their perception, not a, I don’t know, a sort of sanitised version. I want to see the rawness.”
— Tracy Stewart [00:27:48 → 00:28:01]
AI and the Quantum Leap in Copywriting: “We’re in that kind of quantum acceleration now. This is going to change the world of copywriting.”
— Tracy Stewart [00:34:16 → 00:34:23]
The Human Touch in AI-Generated Eulogies: “But delivering it, something that’s written by AI, you can put that emphasis, you can put the soul into the words through the way you deliver, the pace, the tone, the modality of what you’re doing.”
— Tracy Stewart [00:42:40 → 00:42:53]
Understanding Disability Through Experience: “And all the stories I see now have a relevance to my avatar of her, if you like, knowing that experience. So I experience her story through her eyes in real time.”
— Tracy Stewart [00:45:57 → 00:46:08]
The Human Touch vs. AI Storytelling: “I actually put the soul into the story of their story by being with them.”
— Tracy Stewart [00:47:28 → 00:47:32]
Breaking Stereotypes in Romance on Screen: “And it’s really powerful when that is not a traditional heterosexual couple having that moment.”
— Tracy Stewart [00:52:03 → 00:52:07]
Definition of Terms UsedWhat is a Sensitivity Reader?* Definition: A sensitivity reader is an individual who reviews manuscripts for accurate and respectful representation of marginalised or underrepresented groups, often focusing on issues of race, disability, sexuality, or gender. * Relevance: Sensitivity readers help ensure that literature avoids stereotypes, misrepresentation, and harmful tropes, fostering authenticity and empathy in the portrayal of diverse characters and experiences. * Examples: A publishing house commissions a wheelchair user as a sensitivity reader to review a novel featuring a disabled protagonist, checking for accuracy and respectful depiction. * Related Terms: Sensibility Reader, Authentic Voice, Own Voices, Inclusive Publishing * Common Misconceptions: Many believe sensitivity readers are there to police language or censor artistic freedom; in reality, their focus is on preventing harm and enhancing authenticity rather than censoring creativity.
What is Imposter Syndrome?* Definition: Imposter syndrome is a psychological phenomenon where individuals doubt their accomplishments and fear being exposed as a “fraud,” despite external evidence of competence and success. * Relevance: Imposter syndrome is particularly prevalent among aspiring authors from underrepresented backgrounds, acting as a significant barrier to entering the publishing industry or sharing their stories. * Examples: A disabled writer hesitates to submit her manuscript because she feels unworthy of being considered an author, despite positive feedback. * Related Terms: Self-Doubt, Perfectionism, Creative Anxiety, Writer’s Block * Common Misconceptions: Some assume imposter syndrome only affects novices or those lacking skill; it often impacts high achievers and those with considerable expertise.
What is Self-Publishing?* Definition: Self-publishing is the act of independently publishing and distributing books without involvement from an established publishing house, allowing authors full creative control and responsibility for production, marketing, and sales. * Relevance: This route opens doors for authors, especially from marginalised groups, to bypass traditional gatekeepers and reach audiences directly, though it requires substantial effort and resources. * Examples: An aspiring author uploads her completed novel to Amazon Kindle Direct Publishing and markets it through social media campaigns. * Related Terms: Indie Publishing, Vanity Press, Print-on-Demand, Independent Author * Common Misconceptions: Self-publishing is often viewed as less prestigious or “vanity-driven”; however, many successful and critically acclaimed authors choose this model to retain creative rights and broaden accessibility.
What is a Manuscript Review?* Definition: A manuscript review is a professional evaluation of a written work, usually before publication, aimed at providing feedback on structure, content, style, coherence, and market suitability. * Relevance: Manuscript reviews are crucial for authors, especially those new to the industry, as they help refine the narrative, enhance clarity, and strengthen the book’s chances in a competitive marketplace. * Examples: Before submitting her memoir to agents, a writer requests a manuscript review to identify narrative gaps and opportunities for improvement. * Related Terms: Developmental Editing, Beta Reading, Editorial Assessment, Book Doctor * Common Misconceptions: Some believe a manuscript review is equivalent to full editing; in fact, it is usually an initial step providing general guidance and high-level feedback rather than in-depth language or technical correction.
What are Barriers to Access in Publishing?* Definition: Barriers to access in publishing refer to the economic, physical, social, and systemic obstacles that prevent certain individuals or groups—such as disabled writers or people from non-traditional backgrounds—from participating fully in the creation and dissemination of literature. * Relevance: Identifying and addressing these barriers is essential for achieving inclusion and equity in the publishing world, ensuring a diversity of voices and experiences. * Examples: A visually impaired author struggles to use standard digital publishing platforms due to lack of accessibility features, or a writer cannot afford the costs of professional editing or cover design. * Related Terms: Inclusive Publishing, Structural Inequality, Representation, Equity of Opportunity * Common Misconceptions: Barriers to access are often seen as a matter of “lack of talent” or motivation; in reality, they are frequently due to structural factors such as discrimination, inaccessible technology, or financial constraints.
Frequently Asked Questions – Episode Niche Terms1. What is a Sensitivity Reader? – An individual who reviews manuscripts for accurate and respectful representation of marginalised groups, helping to avoid stereotypes and misrepresentation. 2. What is Imposter Syndrome? – A psychological pattern where one doubts their abilities and fears being exposed as a fraud, often affecting capable writers and creatives. 3. What is Self-Publishing? – The process whereby authors publish their work independently, controlling the creative and distribution process without traditional publishers. 4. What is a Manuscript Review? – A professional assessment of a written draft, offering constructive feedback on structure, style, and content before submission or publication. 5. What are Barriers to Access in Publishing? – The structural, social, and economic challenges that impede marginalised individuals from full participation in publishing, including lack of accessibility, support, and resources.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Tracy Stewart Freshley Press | |
The post Telling Untold Stories appeared first on SEE Change Happen: The Inclusive Culture Experts.
Navigating Dual Identities: Building Belonging Across Cultural Borders
Mina Sharif explores the complexities of dual identity, the challenges and enrichment of belonging across cultures, and the profound impact of storytelling and compassion in fostering genuine connection and understanding.
In this compelling episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Mina Sharif for a nuanced exploration of belonging across borders. Together, they unravel the complex realities faced by those living between cultures, particularly refugees and the forcibly displaced. Drawing from Mina’s experiences growing up in Canada after fleeing Afghanistan, returning as an adult, and later re-settling, the conversation reveals how identity is continually shaped by displacement, heritage, and the dualities of life in exile. From discussions of trauma and resilience to the pitfalls of saviourism and media bias, the episode illuminates the deep sense of loss and adaptation experienced by newcomers, as well as the critical need for authentic inclusion and compassion within host communities.
Mina is a writer, media producer, and passionate advocate for cross-cultural understanding through storytelling and empowerment. Raised in Toronto after being exiled from Afghanistan, she returned in 2005 and spent over a decade building educational media projects, including children’s programming such as Afghanistan’s Sesame Street. Now back in Canada, Mina channels her insights into workshops and narrative work, amplifying marginalised voices and highlighting the importance of recognising trauma, healing, and the unique complexities faced by those caught between worlds. Her approach foregrounds empathy, humanises displaced people beyond media stereotypes, and urges hosts and newcomers alike to connect authentically, resist broad categorisations, and embrace the strength found in multifaceted identities.
Mina and Joanne discuss the crucial roles of dignity, curiosity and individual storytelling in nurturing belonging. They challenge assumptions, explore the intersections of Afghan and Canadian identity, and unpack how societies can better accommodate, support, and learn from those recovering from loss and upheaval. The conversation leaves listeners with a powerful reminder: inclusion thrives when we ask thoughtful questions, approach each other without preconceptions, and create space for people to tell their personal stories.
A key takeaway from this episode is the value of seeing displaced individuals as whole people—carrying loss, capability, and culture—with agency and humanity, rather than simply through the lens of victimhood or charity. By listening deeply, fostering empathy, and prioritising genuine human connection, we can collaboratively build spaces where everyone has a chance not only to belong, but to thrive.
Published: 14.08.2025 Recorded: 20.03.2025 Duration: 1:00:17 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #171 Belonging Across Borders — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsMedia Bias and Perception of Afghanistan: “But that’s the media Bias I have. That’s the pictures I see all the time.”
— Mina Sharif [00:08:35 → 00:08:39]
The Immigrant Experience: “To suddenly find yourself transported effectively the other side of the world, where your, Your. Your language is not understood, you don’t understand the other language. Maybe, maybe you’ve got some understanding of English or French, whichever part of Canada you’re in, but it’s not inherently part of your first language. Also, you’ve probably left behind a career, a profession. You could be a doctor, a lawyer, a plumber. You could have a business that you’ve left behind. And suddenly you’ve come into a country with effectively nothing.”
— Mina Sharif [00:25:13 → 00:25:46]
Identity and Belonging: “Whilst I’ve always felt that I was never a native, I’ve always been a native, if that makes sense. I’ve always had this identity of being born elsewhere.”
— Mina Sharif [00:31:12 → 00:31:21]
The Pitfalls of ‘Nice’ Intentions in Charity Work: But people are often scared of getting things wrong that they know they don’t know and they’re worried about their conversation and putting their foot in it. So they say what they think is a nice thing. But the nice thing is actually more patronising by trying to be helpful.
— Mina Sharif [00:39:54 → 00:40:08]
Viral Topic: Challenging Assumptions about Intelligence
“You’re talking about people here who are very capable, very intelligent, professional, academically gifted people who are.”
— Mina Sharif [00:42:12 → 00:42:19]
Viral Topic: Hidden Skills of the Displaced: “There were doctors, there were nurses, they were very good roles. And now they’re doing cleaning jobs. And now they’re doing this because people only see that side of them.”
— Mina Sharif [00:42:44 → 00:42:53]
The Pressure of Representation: “Whatever comes out of my mouth, I’ve got to try and find this middle ground of appeasement for as many people as possible. Yet, speak my truth. It’s a real burden.”
— Mina Sharif [00:47:17 → 00:47:26]
Viral Topic: Navigating Multiple Identities in a World of Labels: “Being Canadian and being Afghani are not conflicting. They’re just different parts of your life, different layers of your life, different different experiences, connections you’ve made.”
— Mina Sharif [00:49:16 → 00:49:25]
Human Bias and Tribalism: “Because we’re always us and they are always them. And no matter which side of the fence you’re on, you always have an us and a them.”
— Mina Sharif [00:53:19 → 00:53:26]
Letting Go of the Zero Sum Mindset: “We keep holding onto that prisoner of belief, don’t we? We’re going to try and let go of that and say, actually it doesn’t matter, I’ve got enough, I’ve got sufficient. This person needs more help.”
— Mina Sharif [00:55:58 → 00:56:07]
Definition of Terms UsedWhat is the Afghan Diaspora?* Definition: The Afghan diaspora refers to individuals and communities of Afghan origin who live outside Afghanistan, often as a result of conflict, instability, or forced migration. * Relevance: The episode discusses the experience of displacement, adaptation, and dual-identities many Afghans face after resettling in countries like Canada and the UK, shaping their sense of belonging and cultural retention. * Examples: Afghan families who fled the country during conflict and now live in Canada, maintaining cultural traditions while adapting to their new environment. * Related Terms: Exile, Refugee, Migration, Transnationalism, Multiculturalism * Common Misconceptions: Some may think the diaspora represents a homogenous community or that all Afghans abroad wish to fully assimilate; in reality, experiences and degrees of cultural retention vary significantly.
What is Mosaic Multiculturalism?* Definition: Mosaic multiculturalism is a policy and social philosophy that encourages the retention of distinct cultural identities within a society, with each group forming a unique piece of the broader national identity, as opposed to blending into a “melting pot”. * Relevance: Canada describes itself as a mosaic rather than a melting pot, supporting policies and attitudes aimed at preserving minority cultures rather than promoting forced assimilation, as discussed in the episode. * Examples: Public celebrations of diverse cultural holidays, or the Prime Minister recognising non-Christian festivals; Afghan newcomers establishing community centres and maintaining cultural practices in Toronto. * Related Terms: Melting Pot, Integration, Pluralism, Assimilation * Common Misconceptions: Some assume mosaic multiculturalism leads to segregation or lack of unity, but it is intended to foster a sense of belonging and mutual respect among diverse groups within a shared national framework.
What is Exile Identity?* Definition: An exile identity refers to the psychological and social state of individuals who have been forcibly removed from their homeland, often grappling with a complex relationship to both their origin and host societies. * Relevance: Mina Sharif discusses feeling “between worlds”, experiencing neither a full connection to Afghan traditions nor to Canadian mainstream culture, which directly shapes her worldview and activism. * Examples: Second generation Afghans in Canada who feel a connection with Afghanistan through stories and headlines, but also develop new identities in their host country. * Related Terms: Biculturalism, Diaspora, Refugee, Cultural Hybridity * Common Misconceptions: Exile identity is sometimes misunderstood as simply lacking belonging; in Mina’s description, it can become a “superpower” of bridging cultures, rather than a permanent deficit.
What are Decrees (in the context of restrictive regimes)?* Definition: Decrees are official orders or proclamations issued by a governing authority, which often carry the force of law, especially under authoritarian or theocratic regimes. * Relevance: The episode describes Taliban decrees restricting women’s rights, such as banning women from schools, parks, workplaces, or radio, which have profound impacts on daily life and societal structure in Afghanistan. * Examples: Recent announcements in Afghanistan that women must not be present on radio or television, or are not permitted to attend schools or parks. * Related Terms: Edict, Legislation, Authoritarianism, Gender Segregation * Common Misconceptions: There is a tendency to conflate societal norms with legal decrees; Mina points out these decrees are imposed by occupying or ruling authorities, and do not necessarily reflect the values of the Afghan populace.
What is a Grassroots Approach (to inclusion and cultural connection)?* Definition: A grassroots approach involves building change from the bottom up, focusing on direct engagement, local action, and real-life interactions rather than solely relying on policy or elite-level initiatives. * Relevance: Mina Sharif emphasises the importance of everyday efforts—mutual curiosity, individual connection, and storytelling—in fostering understanding and inclusion far beyond top-down policy statements or symbolic gestures. * Examples: Community conversations between new Afghan immigrants and Canadian neighbours, local workshops on cultural awareness, or sharing personal stories via social media to counter stereotypes. * Related Terms: Community Engagement, Bottom-Up Change, Allyship, Micro-level Inclusion * Common Misconceptions: Some may presume grassroots initiatives lack impact or are less significant than government action; in reality, such efforts drive true cultural change and bridge-building at scale over time.
FAQ: Specialist Terms from “Belonging Across Borders” Episode What is the Afghan Diaspora?
The community of Afghans and their descendants living outside Afghanistan, commonly resulting from forced migration, who navigate cultural retention and adaptation in new countries.
* What is Mosaic Multiculturalism?
A policy and social outlook fostering the coexistence of diverse cultural identities within a nation, each maintaining distinctive traditions, as characteristically practised in Canada.
* What is Exile Identity?
The sense of self and belonging shaped by the experience of displacement and living between the originating culture and the new host country, often resulting in complex or hybrid identities.
* What are Decrees (in restrictive regimes)?
Authoritative orders issued by those in power (e.g., Taliban), especially prohibiting or mandating social behaviours, such as banning women from work or education in Afghanistan.
* What is a Grassroots Approach (to inclusion and cultural connection)?*
A bottom-up method of building understanding and change through local engagement, personal interaction, and community-driven initiatives, as opposed to relying only on high-level policy.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Mina Sharif Compassion First | |
The post Belonging Across Borders appeared first on SEE Change Happen: The Inclusive Culture Experts.
Rejection to Empowerment: Building Trust and Inclusion in Modern Recruitment
C. Guz explores the journey from relentless job rejections to entrepreneurial empowerment, challenging the impersonal recruitment status quo and advocating for inclusive, candidate-centric hiring practices that rebuild trust and human connection.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by C. Guz for an insightful exploration of how rejections within the job market can be transformed into genuine opportunities for growth and inclusion. The conversation moves beyond the standard narrative of setbacks, probing the systemic flaws in recruitment practices and championing the necessity of humanising the candidate experience. Joanne and C. dismantle the status quo, addressing the pitfalls of traditional CVs, the prevalence of ghosting, and the risk-averse nature of recruitment processes, while emphasising the strategic importance of trust, psychological safety, and authentic employer branding in attracting and retaining top talent.
C is a female entrepreneur and job seeker based in Istanbul with a resolute mission to make recruitment more inclusive for all. Drawing from her own journey—marked by over 13,000 rejections and a ten-month period of unemployment—she channels her experiences into advocacy for candidate-centred hiring. As the founder and CEO of Octopus, C. has developed a platform aimed at bridging the gap between employers and candidates, ensuring actionable feedback and fair assessment at scale. Her partnership with her technically-focused co-founder complements her vision, bringing practical solutions to the critical challenges experienced by both jobseekers and recruiters.
Throughout their discussion, Joanne and C. interrogate the inherent biases in recruitment technology, the often transactional approach of large organisations, and the harmful effects of poor candidate experiences on employer brand and retention. They debate the ethical challenges of AI in hiring, the impact of speculative job postings, and the need for proactive strategies—such as structured feedback and transparent expectations—to establish trust and dignity in the process on both sides.
The key takeaway from this episode is the transformative power of reframing rejection, not as a defeat but as a catalyst for change in recruitment culture. By advocating candidate-centred practices, transparent communication, and actionable feedback, Joanne and C. encourage listeners to drive practical, inclusive change—ensuring that every individual, regardless of circumstance, is both seen and valued within the world of work.
Published: 07.08.2025 Recorded: 17.03.2025 Duration: 1:06:42 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #170 Turning Rejections into Opportunities
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Candidate Experience Impacts Employer Brand: “Your employer brand is candidates. And if you don’t value those people, then they’re going to talk about it.”
— C. Guz [00:09:43 → 00:09:50]
Viral Topic: The Problem with Job Interviews
Quote: “So candidates are set to fail, almost like you’re setting your candidates to fail, which is so ironic.”
— C. Guz [00:14:21 → 00:14:28]
Viral Topic: The Power of Employer Branding in Startups: “we had an employer brand before the product itself, before an mvp, we were working from Five different time zones. It was, it was a mess. But the way that we positioned our vision resonated so deeply with people that they went on and apply and that was not it. After they applied, I actually had a 20% like of the people filling out an eight section form that I have prepared to be able to assess candidates. And that process look entirely different from any of the interview processes that I’ve been to because I couldn’t find any of those answers in the resumes.”
— C. Guz [00:15:12 → 00:15:45]
Viral Topic: The Importance of Reflective Recruitment
“And I’m going to tell this as a recruiter. Majority of the people, especially juniors and even middles, they don’t know what they want. And it’s your opportunity to help them reflect to, you know, have a more coaching style of interview where they’re able to understand this because then you hire them and then they realise that job is not right for them.”
— C. Guz [00:16:33 → 00:16:54]
Viral Topic: The Hidden Pressures of Job Assessments: “But I think that candidates are not feeling safe with that and it’s, it’s, it’s not happening.”
— C. Guz [00:21:55 → 00:22:01]
Viral Topic: The Impact of Candidate Experience on Hiring Costs: “if you nail candidate experience then essentially you’re reducing your cost for all things involved. And the reason is because you’re attracting the right candidates for you because those candidates are essentially pre qualifying themselves and they now know what kind of an organisation that they will be working in.”
— C. Guz [00:29:24 → 00:30:25]
How to Stand Out in the Job Application Process: “I think the best thing that you can do is actually find out who you will be working with and then reach out to that person directly.”
— C. Guz [00:34:03 → 00:34:10]
Viral Topic: The Flaws of Talent Pools: “But most of those candidates never even get contacted and then, you know, it just becomes a reporting metric again.”
— C. Guz [00:46:26 → 00:46:33]
Viral Topic: Structure vs. Uncertainty in the Workplace: “One thing that I really focus on in my interviews, for example, do you feel more comfortable in structured environments, structured tasks where like, you don’t have to deal with abstract instructions and you essentially are doing something with, you know, like assigned training manual. And now there is not much uncertainty there. But there are also some people who love that uncertainty.”
— C. Guz [00:50:17 → 00:50:40]
Balancing Flexibility and Specialisation: “And I think that in terms of that flexibility, not every organisation will be able to provide that. And it’s important for candidates to also recognise that as they’re applying, because if that’s an expectation and you’re applying to a startup who recently got funded and they’re in a seat and even like series A round, they won’t be able to provide the same flexibility.”
— C. Guz [00:51:06 → 00:51:27]
Definition of Terms UsedWhat is the Candidate Experience?* Definition: Candidate experience refers to the entirety of a job applicant’s interactions with a prospective employer’s recruitment process, from application through to feedback, regardless of the hiring outcome. * Relevance: It is a key driver of employer brand reputation and significantly impacts whether candidates remain customers, advocates, or detractors of the organisation, even if they are not hired. * Examples: Clear communication about interview stages, tailored feedback after interviews, and transparent job descriptions all contribute to a positive candidate experience. * Related Terms: Employer Brand, Talent Acquisition, Employee Value Proposition (EVP) * Common Misconceptions: Many believe candidate experience is only about candidates who are hired, but it encompasses the journey of every applicant, including rejections and feedback.
What is Ghosting (in Recruitment)?* Definition: Ghosting in recruitment describes the situation where an employer, recruiter, or candidate ceases communication without explanation during the hiring process. * Relevance: Ghosting undermines trust, damages employer reputation, and contributes to profound candidate frustration and disengagement from the recruitment process or industry at large. * Examples: An applicant who never receives a response after multiple interview rounds; a recruiter never hearing back from a promising candidate after an offer. * Related Terms: Communication Breakdown, Feedback, Candidate Trust * Common Misconceptions: Ghosting is often assumed to be unique to employers, but candidates may also ghost recruiters, especially when trust in the process is low.
What is an Applicant Tracking System (ATS)?* Definition: An Applicant Tracking System is a digital software platform employers use to manage and streamline the recruitment process, particularly for handling large volumes of job applications. * Relevance: ATS technology often filters CVs using keywords or Boolean searches, shaping who is progressed or rejected at scale, but may dehumanise and standardise candidates unfairly. * Examples: Software such as Workday, Greenhouse, or SmartRecruiters used by HR departments to screen thousands of CVs for relevant roles. * Related Terms: Recruitment Automation, Boolean Search, CV Parsing, Talent Pool * Common Misconceptions: Some candidates believe ATSs always impartially select the “best” CVs, yet formatting and keyword choices can have a disproportionate effect, excluding suitable applicants unintentionally.
What are Smart Pre-Interviews?* Definition: Smart pre-interviews are structured digital assessments or questionnaires customised by employers to evaluate candidates’ suitability for a role before formal interviews, often leveraging automation or AI-driven processes. * Relevance: They allow recruiters to focus on actionable data and deeper insights into candidate fit, reducing bias and increasing fairness by moving beyond superficial CV evaluation. * Examples: Custom online questionnaires or scenario-based questions automatically sent to applicants to explain their thinking, values, or approaches relevant to the job. * Related Terms: Pre-Screening, Automated Assessments, Structured Interviews * Common Misconceptions: Some believe smart pre-interviews are impersonal or make processes longer, but they can reduce administrative burden, improve candidate matching, and increase transparency.
What is Employer Branding?* Definition: Employer branding refers to the public perception and reputation of an organisation as an employer, shaped by values, culture, candidate experience, and employee advocacy. * Relevance: A strong employer brand can attract top talent, increase retention, and differentiate organisations in congested job markets, especially when candidates share their experiences via platforms like Glassdoor or LinkedIn. * Examples: Companies sharing authentic employee stories on their careers page, being transparent about interview processes, or ensuring every candidate receives substantive feedback. * Related Terms: Employee Value Proposition (EVP), Candidate Experience, Recruitment Marketing * Common Misconceptions: Employer branding is sometimes assumed to be just a marketing campaign, when it is actually the lived and communicated reality for employees and candidates alike.
FAQ What is the Candidate Experience? The candidate experience is the total sum of interactions a job applicant has with an employer’s recruitment process, from first contact through to feedback and closure, impacting organisation reputation and future engagement. * What is Ghosting in Recruitment? Ghosting refers to the sudden cessation of communication during the recruitment process, either from employers or candidates, often leaving the other party uninformed and frustrated. * What is an Applicant Tracking System (ATS)? An Applicant Tracking System is a software application that manages and organises job applications for employers, often using keyword searches and automation to sift large numbers of candidates. * What are Smart Pre-Interviews? Smart pre-interviews are automated, structured assessments or digital questionnaires used to effectively gauge candidate fit before formal interviews, allowing for richer data and a more inclusive process. * What is Employer Branding?* Employer branding is how an organisation is perceived as a workplace, shaped by real employee and candidate experiences, work culture, and values, impacting talent attraction and retention.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | C. Guz Octopus | |
The post Turning Rejections Into Opportunities appeared first on SEE Change Happen: The Inclusive Culture Experts.
Neurodiversity, Identity, and Breaking Stereotypes in Male-Dominated Industries
Sonia Prérez explores the realities of navigating intersectionality, neurodiversity, and authentic leadership, revealing how building supportive networks fosters inclusion, resilience, and genuine psychological safety within a biased world.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores the realities of building bridges in a biased world with guest Sonia Pérez. They uncover the subtle and overt barriers that neurodivergent and minoritised people face in traditionally male-dominated sectors, particularly engineering and energy. Sonia offers candid reflections on navigating complex identities, masking in the workplace, and the intersection of motherhood, neurodiversity, and professional ambition. The conversation tackles how internalised expectations shape confidence, strategies for thriving amid microaggressions, and the persistent, unseen labour of adapting to workplace culture. Joanne and Sonia underscore the critical role of network and community—'finding your village'—in fostering psychological safety and personal resilience.
Sonia Prez is an engineer and accomplished leader within the energy industry. Now based in Aberdeen, she is a committed champion of diversity, equity, and inclusion. With lived experience as a neurodivergent, single mother and professional, Sonia actively advocates for the importance of psychological safety and belonging in STEM. Her journey into DEI was spurred not only by professional insight but by personal developments—her daughter’s neurodivergence prompting Sonia’s own diagnosis and rapid learning curve. Beyond her technical expertise, Sonia has chaired women’s and neurodiversity networks, contributed to sector-wide discussions, and holds master’s degrees in both engineering and creative writing.
Throughout the episode, Joanne and Sonia discuss the nuanced reality of fitting in, the limitations of masking, and why systemic change is necessary for authentic inclusion. They highlight evolving generational perspectives, the ongoing challenges for working parents, and the value of open conversations about mental health, eating disorders, and intersectionality. Sonia’s advice emphasises the importance of building supportive networks, taking up space, and not internalising societal bias.
A key takeaway from this episode is the transformative power of embracing and sharing lived experience to drive inclusive leadership and culture change. Listeners are encouraged to reflect on their own identities, leverage supportive communities, and continue challenging the status quo as we strive for a workplace—and society—where everyone can truly belong and thrive.
Published: 01.08.2025 Recorded: 14.03.2025 Duration: 0:52:12 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #169 Building Bridges in a Biased World
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsNavigating Sexism at Work: “There’s always this kind of, well, sexist jokes and you kind of have to laugh with them and it’s not really funny, but I don’t know, sometimes you can become an object.”
— Sonia Pérez [00:07:03 → 00:07:12]
Building Your Support Network: “The first thing would be to build her village. That’s going to be really key because there’s always going to be people who will want to see her fail.”
— Sonia Pérez [00:11:08 → 00:11:16]
Viral Topic: Similarities Between Giftedness, ADHD, and Autism “giftedness, ADHD and autism have very similar traits, actually. And I didn’t, I knew nothing about that.”
— Sonia Pérez [00:17:25 → 00:17:34]
ADHD in Women and Misunderstood Intelligence: “I got my diagnosis and I was really surprised to see that not only I had adhd, but I was gifted.”
— Sonia Pérez [00:18:15 → 00:18:20]
Navigating Neurodiversity Overlap: “It’s a bit difficult knowing where, you know, the, the autism, ADHD and giftedness kind of ends to start where the other one begins.”
— Sonia Pérez [00:18:51 → 00:19:39]
Strengths Beyond Numbers: “I’m really good with abstract thinking. I’m really good with empathy, for example, like talking to people, understanding what’s important to each person and building that trust.”
— Sonia Pérez [00:20:06 → 00:20:18]
Neurodivergence and Gender: “there is a very clear link with my Neurodivergence and my gender. So the eating disorders specifically, um, I’ve not been diagnosed with this, but I know that I’ve always had a bit of an unhealthy relationship with food and my weight. And, you know, it can either be through, you know, just eating compulsively or being really fixated on my weight. So it can go both directions.”
— Sonia Pérez [00:26:32 → 00:27:00]
Viral Topic: The Hidden Struggles of ADHD Hyperfocus: “Sometimes I find that like, you know, this kind of hyper focus happens when in the least convenient time and then it’s like you just can’t get up. I mean, I just need to continue. It’s like this, this is like this kind of supernatural force keeping you from, you know, eating, drinking, going to the toilet.”
— Sonia Pérez [00:32:44 → 00:33:05]
Work-Life Balance for Men and Women: “It’s like you can have everything, just not everything at the same time.”
— Sonia Pérez [00:40:05 → 00:40:08]
Rethinking Success and Happiness: “it doesn’t always bring you happiness. Happiness is so much more than that. You know, it’s the little moments as well.”
— Sonia Pérez [00:48:25 → 00:48:32]
Definition of Terms UsedWhat is Masking?* Definition: Masking refers to the conscious or unconscious process by which neurodivergent individuals, particularly those with autism or ADHD, suppress, hide, or ‘camouflage’ aspects of their identity or behaviours in order to blend in and meet societal expectations, especially in professional or social environments. * Relevance: Sonia Perez discusses masking in the context of her neurodivergence and professional life, illustrating the hidden cognitive and emotional load experienced by those who feel compelled to fit in or appease others at the expense of authenticity. * Examples: Pretending to understand social cues, mimicking colleagues’ behaviour, or acting less competent to be less threatening in a male-dominated engineering environment. * Related Terms: Camouflaging, Social Conformity, Neurotypical, Neurodivergent. * Common Misconceptions: Masking is sometimes mistaken for dishonesty or ‘putting on an act’, whereas it is often a necessary survival strategy to navigate exclusionary settings.
What is Giftedness?* Definition: Giftedness refers to unusually high intellectual ability or talent in one or more domains, often identified in childhood, but not exclusively. It can coexist with neurodivergence such as ADHD or autism and may impact interpersonal relationships, learning experiences, and self-perception. * Relevance: Sonia discusses giftedness in relation to both her and her daughter’s atypical neurocognitive profiles, noting how gifted traits can overlap with neurodivergent behaviours, and how they can lead to misunderstandings or misdiagnoses. * Examples: Demonstrating advanced problem-solving abilities, engaging in philosophical discussions at a very young age, or quickly becoming bored with routine tasks. * Related Terms: Twice-Exceptional (2e), Neurodivergence, High Ability, ADHD, Autism. * Common Misconceptions: Giftedness is often equated with academic success or happiness, whereas it can actually present challenges such as social isolation, anxiety, or underachievement.
What is Psychological Safety?* Definition: Psychological safety is the belief that one can speak up, take risks, and express their authentic self within a group—often a workplace—without fear of punishment, humiliation, or negative consequences to self-image, status, or career. * Relevance: The episode explores the concept in relation to inclusion, discussing the need for environments where individuals (especially those with intersecting identities or neurodivergent traits) are not forced to ‘cover’ essential aspects of themselves. * Examples: Employees feeling confident to admit mistakes, share novel ideas, or discuss mental health struggles without fear of retribution or ridicule. * Related Terms: Inclusion Safety, Belonging, Workplace Wellbeing, Trust Barriers. * Common Misconceptions: Psychological safety is sometimes confused with comfort or lack of feedback, when in reality it is about enabling respectful challenge and open dialogue.
What is an Employee Resource Group (ERG)?* Definition: An Employee Resource Group (ERG) is a workplace-based, voluntary group led by employees who share a characteristic—such as gender, ethnicity, neurodivergence, or sexual orientation—or an interest in a particular topic, with aims to promote inclusion, professional development, and supportive networking. * Relevance: Sonia references her involvement in founding and chairing ERGs such as women’s support groups and neurodiversity networks, emphasising their role in “building a village” and providing a collective voice for underrepresented communities. * Examples: Women+ group for non-male genders, a neurodivergence support network, or an LGBTQ+ ERG within a large organisation. * Related Terms: Affinity Group, Business Resource Group, Diversity Network, Inclusion Network. * Common Misconceptions: ERGs are sometimes seen as exclusive or ‘clubs’ for only one group, rather than open forums for allies and professional development cross-pollination.
What is Neurodivergence?* Definition: Neurodivergence refers to the natural variation in human brain function and behaviour, encompassing conditions such as autism, ADHD, dyslexia, and other non-typical neurological profiles. * Relevance: The episode centres on Sonia’s journey identifying as neurodivergent (initially through her daughter’s diagnosis), unpacking the intersection of neurodivergence with gender, mental health, and workplace inclusion. * Examples: An engineer who is highly abstract and innovative but struggles with attention to detail, or a child who is at once quick to grasp logic but finds typical learning environments overstimulating. * Related Terms: Neurodiversity, Neurotypical, Invisible Disability, Spectrum Conditions. * Common Misconceptions: Neurodivergence is often falsely equated with deficit or dysfunction, when in reality it describes difference, with both strengths and challenges.
FAQs – Inclusion Bites Podcast Episode “Building Bridges in a Biased World” What is masking? Masking is the practice of concealing one’s true neurodivergent traits or identity in order to fit social or professional expectations, as discussed by Sonia Pérez in relation to workplace behaviour. * What is giftedness? Giftedness denotes exceptionally high intellectual ability, which can overlap with neurodivergence and impact life experiences and self-concept, as explored through Sonia and her daughter’s stories. * What is psychological safety? Psychological safety is the condition where individuals feel safe to be themselves and take interpersonal risks at work, a pillar of inclusion and authentic participation addressed in the episode. * What is an Employee Resource Group (ERG)? An ERG is an employee-led collective designed to provide support, networking, advocacy, and community for marginalised or underrepresented staff, central to Sonia’s inclusion initiatives. * What is neurodivergence?* Neurodivergence refers to differences in neurological development and function, such as ADHD or autism, which influence how people perceive and interact with the world, and was a major episode theme.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sonia Pérez | |
The post Building Bridges in a Biased World appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Illusions to Authenticity: Unmasking the Lies We Inherit and Tell Ourselves
Heather Egginton explores the transformative impact of radical honesty, self-compassion, and disrupting societal norms to foster genuine human connection, authenticity, and inclusion in both personal and professional spheres.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Heather Egginton to unpack the concept of disrupting the norm with love. The conversation explores how embracing truth, trust, and authentic self-connection can forge deeper human bonds amid a disconnected world. Heather and Joanne confront societal expectations, such as the notion that parenthood defines womanhood, and illustrate the subtle but powerful ways that inherited beliefs shape personal identity. They delve into grief, the process of letting go of self-imposed roles and labels, and how truthfulness—not only with others but especially with oneself—leads to real liberation and belonging. The discussion traverses the difficulties of unravelling lifelong narratives, how lies can erode self-worth, and the courage required to challenge the status quo for genuine inclusion.
Heather Egginton is introduced as a disruptor of the norm and a self-described “truth, trust, and love activator.” Passionate about cultivating meaningful connections, Heather’s unique ability lies in bringing strangers together and empowering them to see their intrinsic worth. Drawing from personal experience of leaving the corporate world and championing new narratives for women, Heather demystifies the pressures of conformity and offers actionable pathways towards self-acceptance and deeper community. She is also active in creating inclusive circles, such as her Frequency of Values challenge, encouraging others to identify what truly matters and to build relationships grounded in mutual respect and authenticity.
Joanne and Heather discuss the emotional cost of inauthenticity, the legacy of generational expectations, and how polarisation arises when people dare to stand in their truth. The episode brims with real-life stories—ranging from experiences of grief and career changes to food preferences and personal growth—demonstrating how identity can be positively reconstructed through radical honesty and compassion.
A key takeaway from this episode is that meaningful inclusion emerges when individuals embrace and express their authentic selves, unafraid to disrupt inherited norms. Listeners will come away inspired to confront the narratives that hold them back, to cultivate genuine connections, and to foster environments where everyone can thrive simply by being true to themselves.
Published: 24.07.2025 Recorded: 13.03.2025 Duration: 0:59:08 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #168 Disrupting the Norm with Love
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Inherited Self-Deception: “The lies we tell ourselves or inherited from past generations, significant adults in our life that have also gone through the same experience kind of had to try and make themselves be something they’re not just in order to fit in or belong or all of those things.”
— Heather Egginton [00:04:30 → 00:04:46]
Viral Topic: Navigating Identity Loss
“I probably go through the loss, let’s say, of an identity every two or three, three weeks. And what happens with that is the, what I call it, and this is a lot of my work with individuals, private work with individuals, is about getting them to, I guess, navigate and lead themselves through the grief relief, disbelief and belief cycle.”
— Heather Egginton [00:09:47 → 00:10:12]
Viral Topic: The Power of Self-Questioning
“Is this really true for you, right, or is this another reality that you have maybe been witnessing or that you have been led to believe is yours in truth, like is it yours?”
— Heather Egginton [00:16:24 → 00:16:39]
Viral Topic – The Cost of Living a Lie: “My foundation, like now in life is I’d rather have the whole world against me than live a lie, you know, and.”
— Heather Egginton [00:20:45 → 00:20:55]
Viral Topic: The Power of Self-Value: “People can come back home to themselves, all easily remembered.”
— Heather Egginton [00:22:02 → 00:22:06]
Finding Your Place in the World: “it’s just recognising where do we fit, right? Why. Why we were put on this earth”
— Heather Egginton [00:33:40 → 00:33:47]
Viral Topic: The Energy You Surround Yourself With
Quote: “And also, I believe it’s not necessarily you become the sum of the people you are around, what you become is the sum of the energy that you sit around, right?”
— Heather Egginton [00:34:13 → 00:34:15]
Viral Topic: The Friends We Attract Reflect Our Values: “We are all magnetic. It’s just what we are we attracting. Do you know what I mean?”
— Heather Egginton [00:38:25 → 00:38:31]
From Loneliness to Connection: “It’s about going from the lonely couch, right? To fully connected. That’s what it’s about because I was the one that was sat on the couch, lonely, never had any friends, didn’t know anyone, Always thought there’s something wrong with me. Just wished that I could be normal. I was one of those people.”
— Heather Egginton [00:39:26 → 00:39:45]
The Power of Authenticity: “Trying to keep up a way of being right that wasn’t truly me.”
— Heather Egginton [00:54:14 → 00:54:18]
Definition of Terms UsedWhat is Radical Responsibility?* Definition: Radical responsibility refers to the practice of fully accepting accountability for one’s thoughts, beliefs, choices, and actions, particularly concerning self-truth and authenticity. * Relevance: In the context of inclusion and personal development, radical responsibility is essential for fostering environments where individuals can examine inherited beliefs, shed untruths, and operate authentically within teams or communities. * Examples: A person who recognises their self-limiting beliefs about career success passed down from family, and deliberately chooses to challenge and replace them to align with their true values. * Related Terms: Self-leadership, Authenticity, Self-awareness, Personal Accountability * Common Misconceptions: Many assume radical responsibility means blaming oneself for everything or ignoring systemic barriers, when in fact it is about acknowledging one’s role whilst also recognising external influences and inherited narratives.
What is the Grief–Relief–Disbelief–Belief Cycle?* Definition: The grief–relief–disbelief–belief cycle describes the emotional process individuals experience when undergoing significant change, particularly after the loss of a relationship, identity, or life role. * Relevance: Understanding this cycle helps organisations and teams support colleagues during transitions such as bereavement, retirement, or redundancy—crucial for inclusive cultures promoting wellbeing and mental health. * Examples: Following the loss of a loved one, a person may first feel disbelief, then experience grief, later find some relief, and ultimately reach a new belief or acceptance about their ongoing life identity. * Related Terms: Change management, Bereavement process, Kubler-Ross Model, Emotional Intelligence * Common Misconceptions: The stages are not necessarily linear or uniform, and individuals may revisit phases multiple times or experience them in different orders.
What is the Five Whys Technique?* Definition: The Five Whys Technique is a problem-solving method involving repeatedly asking “why” (typically five times) to uncover the root cause of an issue, belief, or motivation, often employed for self-inquiry and business analysis. * Relevance: In inclusion work and coaching, this technique helps individuals and organisations move beyond surface-level justifications to reveal deeper truths about behaviour, workplace culture, or personal aspirations, leading to more meaningful change. * Examples: When someone states they wish to be promoted, their coach may ask why several times—each answer digging deeper until, for example, it is revealed the underlying motive is a desire for validation, not merely financial reward. * Related Terms: Root Cause Analysis, Socratic Questioning, Reflective Practice, Continuous Improvement * Common Misconceptions: It is not limited to five repetitions, nor is it only for mechanical problems; it functions as a versatile tool for personal growth and organisational learning.
What is Energetic Calibration?* Definition: Energetic calibration refers to aligning one’s personal energy, presence, or ‘vibration’ with environments or communities that resonate with one’s true values and aspirations. * Relevance: Emphasised in leadership and inclusion fields, energetic calibration encourages individuals to seek out or cultivate communities and environments that nurture belonging, psychological safety, and authentic engagement. * Examples: Choosing to work or network within groups that foster deep, meaningful connections and uphold one’s values, rather than remaining in environments where one feels drained or undervalued. * Related Terms: Psychological Safety, Cultural Alignment, Group Dynamics, Social Belonging * Common Misconceptions: Often misconstrued as mystical or purely spiritual, energetic calibration in the inclusion context concerns interpersonal compatibility, psychological alignment, and group synergy.
What is the Frequency of Values Challenge?* Definition: The Frequency of Values Challenge is a community-based initiative or social experiment encouraging participants to identify, embody, and connect with others who share their core values, promoting genuine relationships and a sense of belonging. * Relevance: This concept provides a structured pathway for those feeling isolated or disconnected to foster inclusive networks, particularly within new communities, by prioritising shared values and reciprocal engagement. * Examples: A LinkedIn or Facebook group where individuals daily share and reflect on what matters most to them, connect over common ground, and practise reciprocating support and connection. * Related Terms: Community Building, Values-Based Networking, Social Capital, Belonging Initiatives * Common Misconceptions: Not simply an online challenge or fleeting trend, it is designed for lasting transformation of one’s social circles and internal sense of connection.
FAQ: Key Concepts and Definitions from This Episode What is Radical Responsibility? – The practice of embracing full accountability for one’s beliefs, actions, and self-truth, crucial for personal growth and authentic inclusion. * What is the Grief–Relief–Disbelief–Belief Cycle? – An emotional framework describing the stages individuals experience amid significant loss or identity change. * What is the Five Whys Technique? – A method of inquiry involving repeated questioning to discover the root cause of beliefs, motivations, or organisational issues. * What is Energetic Calibration? – The act of consciously aligning one’s presence or ‘energy’ with environments and people that reflect and support one’s core values. * What is the Frequency of Values Challenge?* – A structured community practice for building authentic connections and inclusive spaces through shared values and reciprocal relationships.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Heather Egginton Wealth of You | |
The post Disrupting the Norm with Love appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Stimming to Self-Advocacy
Rebecca Engle shares her journey as an autistic educator, illuminating the challenges and triumphs of neurodivergent students while advocating for authentic inclusion, self-acceptance, and the value of celebrating differences within education.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Rebecca Engle for an honest exploration into the lived experience of being an autistic educator and advocate. Together, they invite listeners to “step into the shoes” of someone who navigates neurodiversity both personally and professionally. Their discussion traverses Rebecca's childhood journey through early specialist education, the realisation of difference brought on by others’ reactions, and the everyday experience of masking, stimming, and direct communication. The conversation offers rare insight into the emotional and sensory landscape of neurodivergence, laying bare both the internal and external challenges – as well as moments where neurodiversity is simply, and powerfully, an authentic way of being.
Rebecca is a dedicated special education teacher, author, and advocate based in Texas, whose work centres on fostering genuinely inclusive learning environments and empowering neurodivergent students. Diagnosed in early childhood with a multitude of developmental differences now understood as falling under the autism spectrum, Rebecca leverages her firsthand experiences to drive systemic change in support and advocacy. Her debut childrens book, “Step Into My Shoes,” is a compassionate tool for encouraging understanding and empathy within primary school contexts, drawing from both her life and her years of supporting autistic children. As an educator in areas of high poverty and diverse backgrounds, Rebecca directly addresses the nuances of late diagnosis, the limitations and differences of educational systems, and the importance of identity-affirming support beyond compliance or superficial inclusion.
Throughout the episode, Joanne and Rebecca debunk misconceptions about autism, dissect the pitfalls of reward-based behaviour systems such as ABA, and make a compelling case for cognitive behavioural approaches and open dialogue. They highlight the urgency of not just accepting, but embracing neurodiversity in schools, the workplace, and wider society. Practical strategies for supporting autistic children (and adults) are illustrated, including classroom labelling, honest self-advocacy, and the normalisation of stimming.
A key takeaway from this conversation is the need to centre authenticity and empowerment over conformity, recognising that true inclusion springs from understanding, environment adaptation, and open acknowledgment—not from compelling neurodivergent individuals to mask or fit into narrow expectations. Listeners will be challenged to rethink support strategies and come away inspired to be more active participants in shaping inclusive spaces where everyone can thrive as themselves.
Published: 17.07.2025 Recorded: 10.03.2025 Duration: 0:50:24 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #167: Step Into My Shoes
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsWhen Doctors Disagree: “And my brother’s doctor said something’s wrong with her and my mom was like, finally someone said something. And my brother’s doctor was my doctor’s. Well, my doctor was my brother’s doctor’s boss, so you can imagine that argument that happened there.”
— Rebecca Engle [00:02:57 → 00:03:12]
Overcoming Classroom Adversity: “And because of that mistreatment I faced as a student with a disability, I had a heart to make sure that that didn’t happen to kids like me that are children today.”
— Rebecca Engle [00:04:13 → 00:04:24]
Viral Topic: Realising You’re Different: “That’s finally when my mom brought up my IEP and things and was like, yeah, that’s why you leave the classroom for testing and that’s why you’re in speech.”
— Rebecca Engle [00:04:38 → 00:04:46]
Understanding Neurodiversity: “figuring out the mind of people who aren’t neurodivergent is something that I struggle with”
— Rebecca Engle [00:12:28 → 00:12:35]
Inclusion in Education: “We always say every kid is a gen Ed kid first. And it drives me crazy because it almost is saying this kid is neurodivergent when we allow them to be. What they mean by it in reality is that we’re going to put them in a gen Ed setting first because their disability isn’t all of who they are.”
— Rebecca Engle [00:23:16 → 00:23:38]
Viral Topic: The Challenge of Special Education Across State Lines: “I’ve had kids come to me with an IEP from out of state and I read it and I’m like, well, we don’t even have that type of setting or this doesn’t even exist in Texas or. Well, we have a lot more than they had in this state.”
— Rebecca Engle [00:24:30 → 00:24:42]
Controversy Over Section 504 Protection: “You typically go on a 504 plan, which is a section 504, which 19 states are actually trying to get rid of right now.”
— Rebecca Engle [00:28:44 → 00:28:51]
Viral Topic: The Overlooked Gaps in DEI
“I took a DEI class and the same professors told me that I needed to learn how to mask my autism. Like the professor teaching the DEI class told me that I needed to hide my identity.”
— Rebecca Engle [00:30:35 → 00:31:31]
Insurance and Autism Therapy: “There are practises out there already lying that their therapy given is ABA therapy, when it’s actually CBT just to be covered by insurance companies to support families that have kids with autism.”
— Rebecca Engle [00:32:22 → 00:32:34]
Viral Topic: Neurodiversity and Classroom Inclusion: “But I have neurodiversity symbols all over my room. So I think just normalising it, it’s not going away, it’s not harming children by being aware of those things.”
— Rebecca Engle [00:33:16 → 00:33:25]
Definition of Terms UsedWhat is Stimming?* Definition: Stimming, short for self-stimulatory behaviour, refers to repetitive physical movements or noises, such as hand-flapping, rocking, or finger-tapping, commonly used by autistic and neurodivergent individuals to self-regulate sensory input and manage anxiety or excitement. * Relevance: Recognising stimming is crucial in understanding how autistic people engage in self-regulation and express themselves, often as a response to sensory overload or stress. * Examples: Hand-flapping when excited; tapping fingers rhythmically; rocking back and forth; nail-biting or drawing repetitive patterns. * Related Terms: Self-regulation, Sensory Processing, Autistic Traits, Neurodivergence * Common Misconceptions: Many believe stimming is always disruptive or undesirable, when in fact it can be a healthy coping mechanism. Suppressing stimming can cause distress or increased anxiety for the individual.
What is an Individualised Education Plan (IEP)?* Definition: An Individualised Education Plan (IEP) is a legally-mandated document in the United States, outlining tailored educational goals, support, and accommodations for pupils with disabilities or special educational needs. * Relevance: IEPs are essential in ensuring that neurodivergent students, such as those with autism, dyslexia, or developmental disorders, receive the specific educational support necessary for meaningful access to learning. * Examples: A pupil with reading difficulties might have their assignments modified to suit their reading level; receiving speech therapy or extra test time as stipulated in their IEP. * Related Terms: Special Educational Needs (SEN), 504 Plan, Educational Accommodation, Legal Entitlement * Common Misconceptions: Some assume an IEP guarantees the same support in all educational systems or countries. However, its implementation, criteria, and legal rights can vary significantly.
What is Positive Behavioural Intervention and Supports (PBIS)?* Definition: Positive Behavioural Intervention and Supports (PBIS) is a framework used in schools to encourage desirable classroom behaviours through reward-based systems and structured support, often focusing on reinforcing compliance and conformity to neurotypical norms. * Relevance: PBIS is widely implemented with neurodivergent pupils, particularly autistic children, to manage behaviours that may be misunderstood or stigmatised in mainstream education. * Examples: Rewarding a child for suppressing stimming or remaining quiet with tokens, stickers, or treats; “here’s a cookie” for not fidgeting during a lesson. * Related Terms: Applied Behaviour Analysis (ABA), Behavioural Modification, Neurotypical Norms, Classroom Management * Common Misconceptions: It is often wrongly believed that PBIS fosters genuine self-regulation; critics argue it can reinforce masking and may overlook the neurological basis for certain behaviours.
What is Masking?* Definition: Masking refers to the conscious or unconscious suppression or camouflage of neurodivergent traits and behaviours, such as stimming or direct communication, in order to conform to neurotypical societal norms and avoid negative attention. * Relevance: Masking is a common survival strategy among autistic people and other neurodivergent individuals, but it can lead to significant emotional exhaustion, anxiety, and identity confusion over time. * Examples: Forcing oneself to make eye contact; suppressing the urge to stim in public; rehearsing socially “appropriate” responses even when they feel unnatural. * Related Terms: Social Camouflage, Neuroconformity, Passing, Burnout * Common Misconceptions: Masking is sometimes mistaken for “outgrowing” autism or a sign of high-functioning ability, when in reality it often hides underlying difficulties and can cause long-term psychological harm.
What is Cognitive Behavioural Therapy (CBT)?* Definition: Cognitive Behavioural Therapy (CBT) is a structured, evidence-based talking therapy used to identify and challenge unhelpful thought patterns and behaviours, supporting individuals to develop healthier strategies for emotional and behavioural management. * Relevance: CBT is increasingly advocated as a humane alternative to behaviour-modification approaches, such as Applied Behaviour Analysis (ABA), for supporting neurodivergent people, as it focuses on understanding and respecting the underlying causes of behaviours rather than suppressing them. * Examples: Helping a pupil develop strategies for coping with anxiety rather than rewarding them for not stimming; working through experiences of sensory overload and developing self-advocacy skills. * Related Terms: Talking Therapy, ABA, Emotional Regulation, Person-centred Support * Common Misconceptions: CBT is sometimes confused with general behaviour management or is misapplied without proper understanding of neurodivergence; it should be delivered by trained therapists with expertise in neurodiversity.
Episode FAQ: Key Terms from Inclusion Bites Podcast – Step Into My Shoes What is Stimming? Stimming is repetitive or rhythmic self-stimulatory behaviour, such as hand-flapping or nail-biting, often used by autistic and neurodivergent people for self-regulation and stress relief. * What is an Individualised Education Plan (IEP)? An IEP is a legal document in US education providing personalised goals, support, and accommodations for pupils with disabilities or special educational needs. * What is Positive Behavioural Intervention and Supports (PBIS)? PBIS is a school-based system rewarding preferred behaviours, commonly used in managing conduct among neurodivergent pupils, but sometimes criticised for encouraging masking. * What is Masking? Masking is the concealment or suppression of neurodivergent traits to blend in with neurotypical expectations, often at personal cost to well-being. * What is Cognitive Behavioural Therapy (CBT)?* CBT is a structured therapeutic approach assisting individuals to modify unhelpful thoughts and behaviours, with growing application as a respectful intervention for neurodivergent populations.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Rebecca Engle Stitches and Stanzas | |
The post Step Into My Shoes appeared first on SEE Change Happen: The Inclusive Culture Experts.
Fear Reflexes, Fidgety Bums, and the Path to Thriving Minds
Niki McGlynn unpacks the hidden world of neurodevelopment, revealing how understanding primitive reflexes and movement empowers individuals to embrace their neurodiversity, unlock potential, and foster a deeper sense of safety and belonging.
In this enlightening episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Niki McGlynn to unravel the intersection of neurodevelopment and inclusion with a focus on the often-overlooked impact of primitive reflexes. Together, they explore how foundational movement patterns established in early childhood influence lifelong learning, social integration, and overall wellbeing—especially for neurodivergent individuals and those with conditions such as ADHD and dyslexia. The conversation gracefully weaves personal experiences with expert insights, delving into the challenges faced both in the classroom and beyond when neurodiversity is misunderstood or missed altogether. Joanne and Niki challenge listeners to consider how evolving societal expectations and childhood environments may inadvertently hinder the natural calibration of neurodevelopment, while uncovering practical steps to rekindle these vital connections through movement in later life.
Niki is a neurodevelopment therapist, trainer, and ADHD coach based in the south of England, whose journey stems from her own experiences with undiagnosed dyslexia and ADHD. Her expertise lies in translating the often arcane science of neurodevelopment into real-world, movement-based strategies that empower clients of all ages to unlock their potential. Niki’s approach is both deeply personal and firmly practical; she draws on her experience supporting her daughter through the diagnostic labyrinth, which propelled her to become a practitioner and trainer herself. Her work centres on understanding and integrating primitive reflexes—those innate patterns every infant develops—that often leave a lasting imprint on learning, behaviour, and emotional regulation if not matured beyond infancy. Through one-to-one clinical practice and public education, Niki is dedicated to demystifying these mechanisms and equipping individuals and families with tools to thrive.
Listeners are invited to reflect on how society can better support neurodivergent minds and why traditional approaches to learning and behaviour may need rethinking. A key takeaway from this episode is the transformative potential of addressing primitive reflexes through purposeful movement, breaking cycles of frustration and enabling inclusion from an authentic, physiological foundation. This is a must-listen for anyone intrigued by the science of belonging, neurodiversity, and how simple, mindful changes can fuel empowerment at every stage of life.
Published: 10.07.2025 Recorded: 27.02.2025 Duration: 0:57:55 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast - #166 Empowering Minds, One Reflex at a Time — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsInclusion and Belonging: Remember, everyone not only belongs, but thrives.
— Niki McGlynn [00:00:26 → 00:00:29]
Viral Topic: Translating Neurodevelopment Science
Quote: “My superpower… is translating neurodevelopment science into life changing movement strategies.”
— Niki McGlynn [00:01:44 → 00:01:48]
Understanding Dyslexia: “He wasn’t stupid, he wasn’t incapable of functioning in the world, it was just. He was incapable of learning his Alphabet, associating the letter with the object and then.”
— Niki McGlynn [00:06:57 → 00:07:09]
Speed Reading and Comprehension: “Yeah, because, you know, we read a book, we read something on the screen, whatever it is, we’re not reading every letter, we’re recognising the peaks and troughs and the pattern of that word, aren’t we? We can look at whole sentences almost and gather the essence of what it’s trying to say without reading every word.”
— Niki McGlynn [00:07:43 → 00:07:59]
How Babies Learn: “That’s all the newborn and the young, the toddler’s doing is calibrating all these senses and muscle movements.”
— Niki McGlynn [00:23:51 → 00:23:57]
Building Spatial Awareness: “So what we talk about here is doing exercises, movements that allow you to build that sort of brain image of yourself, your spatial awareness of where your parts are, where your senses are, and connect those little dots in your brain.”
— Niki McGlynn [00:32:14 → 00:32:29]
From Chickenpox Parties to COVID Fears: “In the past, you know, we would send our children to chickenpox parties and we deliberately make sure that our children were being exposed to as many coughs and sneezes as possible. Now we’re fighting back against vaccines and saying they must be dangerous.”
— Niki McGlynn [00:38:15 → 00:38:28]
Dangerous Go Kart Design: “Quick release wheels on a go kart were not a good design feature, so we had to fix that one and put some split pins in to stop them coming off.”
— Niki McGlynn [00:44:39 → 00:44:47]
Entrepreneurship and Academic Performance: “I think I saw something on. I think it was LinkedIn or some article on one of the car news sites talking about how this is correlation between entrepreneurship and not being an A grade student. Because being perceived a failure or having to try hard or not always succeeding gives you better resilience, better adaptability, which is an entrepreneurial trait. Whereas if you’re used to getting everything right, your success comes easy. You’ve never experienced failure, which is what we talked about earlier, about this development stage where you have to learn what failure feels like in order to be able to cope and adapt.”
— Niki McGlynn [00:54:14 → 00:54:51]
How Comedians Think Differently: “They see the world differently, they find different things funny, they see patterns and stuff that are humorous often and not being governed by social contracts or rules of how you supposed to behave.”
— Niki McGlynn [00:55:33 → 00:56:07]
Definition of Terms UsedPrimitive Reflexes* Definition: Primitive reflexes are involuntary movement patterns originating in the central nervous system, present in infants from conception to about one year of age, which prime the developing brain for later voluntary movement and neural integration. * Relevance: This episode highlights how non-integration or persistence of primitive reflexes beyond infancy can impact socialisation, sensory processing, and learning, especially for neurodivergent individuals, such as those with ADHD or dyslexia. * Examples: The Moro reflex (startle reflex) in babies, fear paralysis reflex, and the spinal galant reflex influencing fidgetiness or attention issues. * Related Terms: Neurodevelopment, Reflex Integration, Motor Development, Sensory Processing Disorder * Common Misconceptions: Many believe primitive reflexes simply disappear; in reality, they are meant to be integrated into the nervous system, and can affect behaviour and learning if not properly integrated.
Neck Reflexes* Definition: Neck reflexes refer to a group of primitive reflexes coordinating neck and head movements with body posture and eye tracking, essential for motor control and spatial awareness in early development. * Relevance: The episode discusses how persistence of neck reflexes can lead to challenges with handwriting, spatial awareness, body coordination, and organisation skills in both children and adults. * Examples: A retained tonic neck reflex causing a child’s arm to involuntarily extend while writing or turning their head, affecting classroom posture and reading. * Related Terms: Asymmetrical Tonic Neck Reflex (ATNR), Symmetrical Tonic Neck Reflex (STNR), Motor Coordination, Proprioception * Common Misconceptions: It is often assumed that movement or posture issues are due to laziness or lack of discipline, rather than unintegrated neck reflexes affecting neurological control.
Spinal Galant Reflex* Definition: The spinal galant reflex is a primitive reflex involving hip movements in response to stimulation along the spine; it aides in birth and early mobility, but should integrate during early childhood. * Relevance: This reflex, when retained, is cited in the podcast as a cause of fidgeting, inability to sit still, bedwetting, and hypersensitivity to tactile stimuli, having a notable impact on both learning environments and daily life. * Examples: A child who struggles to sit still at a desk, constantly fidgeting or unable to concentrate, or an adult who must move frequently to focus. * Related Terms: Reflex Integration, Sensory Modulation, Motor Control, ADHD * Common Misconceptions: Such restlessness is commonly misattributed to behavioural issues or poor self-control, rather than recognising the underlying neurodevelopmental cause.
Reflex Integration* Definition: Reflex integration refers to the neurological process in which primitive reflexes are absorbed into higher brain function, enabling voluntary, controlled movement and cognitive growth. * Relevance: The podcast explains that movement-based interventions (e.g., crawling, yoga, climbing) support the integration of these reflexes at any age, improving executive function, attention, and self-regulation. * Examples: A therapeutic movement programme designed to target and integrate persistent primitive reflexes in a teenager with ADHD. * Related Terms: Neurodevelopment Therapy, Occupational Therapy, Motor Patterns, Brain Plasticity * Common Misconceptions: There is a belief that once childhood has passed, nothing can be done; however, reflex integration can be achieved through targeted intervention even in adulthood.
Executive Function (in Neurodevelopmental Context)* Definition: Executive function refers to a set of higher-order cognitive processes required for controlling behaviour, organising tasks, attention regulation, and managing daily life, strongly linked to frontal brain region activity. * Relevance: In this episode, executive function issues are attributed not only to ADHD and dyslexia, but also to primitive reflexes that have not been fully integrated, resulting in difficulties with organisation and self-management. * Examples: A child unable to organise their school bag or follow sequential instructions; an adult struggling with timekeeping or spatial awareness. * Related Terms: Planning, Working Memory, Impulse Control, Self-Regulation, ADHD, Dyslexia * Common Misconceptions: Many conflate executive dysfunction with laziness or lack of motivation, not recognising its neurological and developmental underpinnings, often missed in educational or workplace settings.
Key Terms Glossary Primitive Reflexes: Involuntary early life movement patterns essential for neurological development. * Neck Reflexes: Reflexes controlling head and neck movement, fundamental for coordination and reading skills. * Spinal Galant Reflex: Primitive reflex linked to movement, fidgetiness, and sensitivity, relevant if not integrated. * Reflex Integration: The neurological absorption and maturation of early reflexes, foundational for cognitive control. * Executive Function*: Cognitive capabilities governing organisation, attention, and self-management, affected by both neurodivergence and unintegrated reflexes.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Niki McGlynn Organised Mind | |
The post Empowering Minds, One Reflex at a Time appeared first on SEE Change Happen: The Inclusive Culture Experts.
Empowering Women Through Visibility and Genuine Self-Expression
Raimonda Jankunaite explores the journey to authentic empowerment, challenging societal norms by boldly reclaiming voice, visibility, and agency for women against a backdrop of cultural expectation and global shifts.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Raimonda Jankunaite to explore the themes of visibility, empowerment, and authenticity. The conversation navigates Raimonda’s personal journey, starting from her upbringing in Lithuania and transformational move to Spain, to finding her voice after experiencing trauma and societal conditioning. She and Joanne discuss how patriarchal expectations and cultural traditions can silence women and minority communities, and how self-acceptance and challenging established norms are crucial in reclaiming agency. The episode unpacks complex issues around gender, power, and the necessity of amplifying marginalised voices, while also addressing timely global shifts and the urgent need for collective action in the face of rising extremism and rollback of inclusion policies.
Raimonda is a visibility and empowerment mentor, international author, and founder of Women Thrive Media—an organisation devoted to providing women a platform to amplify their voices globally. Having lived in Lithuania, the UK, and now Spain, Raimonda offers a unique perspective informed by a breadth of cultural experiences. Her ethos centres on seeing potential in others before they recognise it themselves, helping women own their stories unapologetically. She draws powerfully on her own resilience following personal adversity and social marginalisation, both as an immigrant and as a woman. Raimonda leads an online community exceeding 600,000, publishes Women Thrive magazine, and orchestrates large-scale events and summits dedicated to inclusion and collective empowerment.
Together, Joanne and Raimonda reflect on the societal mechanisms that restrict women, the impact of trauma on identity, and the liberation found in embracing one’s authentic self. Raymonda’s decision to defy superficial expectations—exemplified by shaving her head—and her ongoing encouragement for women to reject imposed limitations are highlighted as acts of personal and political resistance. The discussion expands into strategies for activism, the importance of collective voice, and the role of communities in fostering lasting change.
A key takeaway from this episode is the critical role of authentic visibility in both self and collective empowerment. Raimonda’s narrative is an invitation to embrace personal truth, challenge restrictive norms, and rally for inclusion—reminding listeners that meaningful progress arises when individuals find their voice and use it to ignite change within their communities. This episode offers actionable inspiration for anyone seeking to foster a culture of belonging and resistance in turbulent times.
Published: 04.07.2025 Recorded: 21.02.2025 Duration: 0:59:43 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast - #165 Visibility Empowerment and Authenticity — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: The Reality of Strong Women and Suppression
“I observed women being strong and to some extent fearless, yet at the same time suppressed. Suppressed by domestic violence, by expectation that men have the authority, they are in control, they manage the funds of the house.”
— Raimonda Jankunaite [00:12:15 → 00:12:16]
Fighting for Identity in a New Land: “And I started to build that rebelliousness inside of me to say, look, we have to fight for ourselves, we have to stand up for ourselves.”
— Raimonda Jankunaite [00:12:50 → 00:12:58]Viral Topic—Liberation Through Vulnerability: “But the minute when I took it all off and I saw myself in the mirror, I held my head and I cried and I was like, wow, this is how it feels to liberate yourself of all those things you’ve been carrying your entire life.”
— Raimonda Jankunaite [00:20:58 → 00:21:16]
Viral Topic: Changing Perceptions and Self-Image: “I realised that so much attention used to come to me because of being that. Having that perception of a kind of woman that you are, right? The long blonde hair, the curves or whatever, you know, I used to get a lot of attention and now I realise, okay, I’m not getting that attention and I don’t mind either way because I have a partner, I have family.”
— Raimonda Jankunaite [00:22:45 → 00:23:09]
Viral Topic: Hidden Threats Become Visible
“Something I realised that up until now, the enemy was hiding in the plain sight. It wasn’t as obvious who our enemy was. Now they come out of the woodworks and we know exactly what we’re up against.”
— Raimonda Jankunaite [00:32:44 → 00:32:59]
Viral Topic: The Rapid Erosion of Women’s Rights: “The decades of work that has gone in into diversity and inclusion, into policies, into the work that has been done to build bridges, to build inclusivity, to give rights to minorities overnight being eradicated.”
— Raimonda Jankunaite [00:34:56 → 00:35:16]
Power in Our Choices: “And our choices are, we still have, we hold a lot of financial power in our choices and our voices and as long as we don’t buy into the messaging of disempowerment.”
— Raimonda Jankunaite [00:43:11 → 00:43:24]
The Power of Advocacy: It starts with us. It starts with us having a voice, putting our voice, advocating for ourselves, advocating for others, knowing you’re not the only one in this world and you need to have a voice and be an ally for those who perhaps don’t have a voice.
— Raimonda Jankunaite [00:47:27 → 00:47:41]
Viral Topic: The Importance of Community Action
“It’s not a time to stay quiet and just do nothing. See what you can do within your community. Events, host podcasts, start those conversations, become more vocal, be more empowered to speak up.”
— Raimonda Jankunaite [00:49:34 → 00:49:50]
Empowering Women Globally: “My whole entire mission is to create a platform, global platform for women to have a voice, to be advocates to.”
— Raimonda Jankunaite [00:53:23 → 00:53:30]
Definition of Terms UsedVisibility Empowerment* Definition: Visibility empowerment refers to the process of encouraging individuals, particularly those from marginalised groups, to be seen and heard authentically in society and professional spaces, thus enhancing their self-worth and influence. * Relevance: This concept is central to challenging societal norms that silence or overlook women and minorities, paving the way for greater inclusion by showcasing diverse experiences and fostering confidence. * Examples: Creating platforms for women to speak at conferences, sharing personal narratives in publications, or facilitating events that spotlight underrepresented voices. * Related Terms: Authenticity, Amplifying Voices, Representation, Social Inclusion * Common Misconceptions: Visibility empowerment is not merely about showcasing individuals for diversity’s sake; it is fundamentally about fostering empowerment, influence, and systemic change.
Social Conditioning* Definition: Social conditioning involves the lifelong process by which societies transmit norms, expectations, and roles to individuals, shaping behaviours and beliefs from early childhood onwards. * Relevance: The episode explores how social conditioning enforces gender roles, often suppressing women’s voices and ambition, and reinforcing patriarchal standards that define value through conformity. * Examples: Girls being discouraged from leadership roles, women being expected to prioritise appearance or homemaking, and men being discouraged from showing vulnerability. * Related Terms: Gender Norms, Patriarchy, Stereotypes, Internalised Bias * Common Misconceptions: Many believe social conditioning is a thing of the past or only occurs in traditional societies, whereas it persists widely in both overt and subtle forms globally.
Unapologetic Authenticity* Definition: Unapologetic authenticity is the state of living and expressing one’s true self without shame, guilt, or fear of judgement; it involves a conscious rejection of societal expectations and self-imposed limitations. * Relevance: Raymonda discusses her personal journey towards unapologetic authenticity as both healing and empowering, positing it as critical for women reclaiming their identity and agency after trauma or marginalisation. * Examples: Publicly embracing a unique style (such as a shaved head), openly discussing experiences of trauma, or making choices unconstrained by tradition or cultural expectations. * Related Terms: Self-Acceptance, Empowerment, Personal Agency, Vulnerability * Common Misconceptions: Unapologetic authenticity is sometimes mistaken for arrogance or disregard for others, when it is actually rooted in self-respect and integrity.
Marginalised Characteristic* Definition: A marginalised characteristic refers to an identity trait—such as gender, ethnicity, sexuality, or disability—that is subject to systemic prejudice or exclusion from mainstream society and structures of power. * Relevance: The episode highlights how individuals possessing marginalised characteristics are often rendered voiceless, facing inherent barriers to participation, recognition, and advancement. * Examples: Being a woman in a male-dominated industry, being an immigrant with limited language proficiency, or facing discrimination due to sexual orientation or race. * Related Terms: Intersectionality, Minoritised Groups, Social Exclusion, Disempowerment * Common Misconceptions: Some presume marginalisation results only from overt discrimination, but it frequently operates through subtle institutional biases and cumulative social factors.
Masking* Definition: In this context, masking is the psychological act of concealing or suppressing aspects of one’s identity or emotional state to conform with societal expectations or to avoid negative judgement. * Relevance: Raymonda shares how, after experiencing trauma, she put on a ‘mask’ to function in daily life, hiding her pain and true self—a common phenomenon among those affected by societal oppression or personal adversity. * Examples: Smiling through distress, adhering to beauty standards despite discomfort, or refraining from expressing controversial opinions to avoid criticism. * Related Terms: Emotional Labour, Camouflage, People-Pleasing, Coping Mechanism * Common Misconceptions: Masking is sometimes seen as deceitful or weak, when in practice it is often a survival tactic necessitated by adverse environments or systemic injustice.
List of Words/Phrases and Episode-Driven Definitions Visibility Empowerment: The act of empowering individuals to be seen and heard in their authentic selves, thereby challenging exclusion and enabling influence. * Social Conditioning: The process by which societies instil behavioural norms, roles, and expectations that reinforce conformity and hierarchy, particularly regarding gender. * Unapologetic Authenticity: Expressing one’s true self without fear or shame, regardless of societal expectations or potential for judgement. * Marginalised Characteristic: An identity trait that is systematically disadvantaged or excluded within societal structures, influencing one’s access to voice and agency. * Masking:* Suppressing or hiding aspects of the self or one’s experience as a means of fitting in or protecting oneself from harm.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | Raimonda Jankunaite Women Thrive Media | |
The post Visibility, Empowerment and Authenticity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Transforming Teams with Emotional and Self Awareness
Bhavesh Naik explores the pivotal role of self-awareness, authentic human connection, and conscious leadership in building resilient, high-performing organisations that truly harness humanity for enduring success.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Bhavesh Naik to explore the transformative role of self-awareness and humanity in building successful, resilient organisations. The conversation navigates the nuances of self-awareness—both as lived experience and practical skill—in high-performing workplaces. Joanne and Bhavesh dissect the subtle power of observing oneself, moving beyond intellectual definitions toward a more embodied, present-centred awareness that empowers individuals and teams to thrive. Listeners are invited to reconsider the foundations of leadership, emotional intelligence, and the dynamics of inclusion, while drawing connections between personal insight and organisational change.
Bhavesh is a business performance and longevity expert who helps organisational leaders nurture thriving cultures by embracing the full humanness of their people. Renowned for his deeply realised sense of self-awareness and innovative thinking, Bhavesh champions a holistic approach to leadership development. His distinctive perspective challenges traditional management theories rooted in the industrial age, proposing instead that true transformation is driven by nurturing awareness and authentic connection across all levels of a business. Bhavesh draws upon years of experience with executive coaching and team facilitation to offer practical frameworks—grounded in both science and lived wisdom—that help organisations shift from dependency and disengagement into empowered, conscious collaboration.
Throughout their discussion, Joanne and Bhavesh probe how self-awareness can be harnessed to close the gap between reaction and reflection, move teams towards higher engagement, and reframe emotionally intelligent action as a form of emotional awareness. They address the need for leaders to foster open dialogues, offer practical exercises for cultivating self and situational awareness, and interrogate the impact of workplace culture on inclusion and belonging. The episode spotlights how authentic relationships and a celebration of individual uniqueness can unlock potential within organisations, even in the face of bias or resistance to change.
The key takeaway from this episode is that harnessing humanity—by fostering self-awareness and valuing genuine connection—creates the bedrock for organisational success. Listeners will be equipped with practical strategies to drive inclusive transformation, ignite cultural alignment, and elevate both individual and collective performance. Tune in for actionable insights to help you and your organisation not only belong— but truly thrive.
Published: 26.06.2025 Recorded: 20.02.2025 Duration: 1:05:29 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast - #164 Harnessing Humanity for Success — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Rethinking Self Awareness: “self awareness to me is more of the classic definition or more of a common sense, the literal definition of self awareness, which is self aware awareness of the self.”
— Bhavesh Naik [00:03:23 → 00:04:16]
The Power of Human Awareness: “if you know, we have this ability as humans to be able to see ourselves doing whatever it is that we’re doing so we can bring an awareness to this person.”
— Bhavesh Naik [00:05:08 → 00:05:19]
Viral Topic: How We Give Meaning to the World
“So all these inputs coming in, because the input coming in is just bits and bytes of information. We’re using computer terminology, right? So by the way, BFM aside, computer was actually made after people looked at the human body. So computer is the replica or a copy of what humans can do, right? But now we live in computers, you know, we live in this age where we’re so surrounded by them that we look at them as a way to look at ourselves.”
— Bhavesh Naik [00:16:45 → 00:17:17]
Viral Topic: Defining Common Ground in Diversity
Quote: “We are all humans, you’re all human beings, right? So that’s our common ground.”
— Bhavesh Naik [00:30:42 → 00:30:46]
Viral Topic: “The Strength of Relationships Defines Organisations”: So how we talk to each other, how we converse with each other, how we work with each other. So the strength of that relationship is the strength of the organisation.
— Bhavesh Naik [00:33:31 → 00:33:42]
The Ripple Effect of Leadership: “Even if there is a multiple people, team, executive team, there’s one person who is in a leadership position, who is the ripple effect, who’s the centre of this ripple effect?”
— Bhavesh Naik [00:36:21 → 00:36:30]
Outdated Management Practices: “we are still using the management practises and philosophies that were developed in the industrial age, which was about 250 years ago, codified in that time, scientific management theories. But we really saw, we haven’t really evolved the way we manage people, the way we build organisation, the way we lead people at all.”
— Bhavesh Naik [00:38:55 → 00:39:12]
Viral Topic: Leadership Transformation
“If the person who is the leader, who is in the centre of the organisation and if you look at it as like a ripple effect, so it has to work from the leadership team, they have to commit to it, they have to be, to, to be open to this idea and then willing to give it a try.”
— Bhavesh Naik [00:45:05 → 00:45:24]
Viral Leadership Hack: “So if I’m a manager or you’re a manager, you would sit down with this person and say, well, why is this job important to you? So this becomes part of the management process. It can also become part of the recruitment process. These are powerful questions to ask, right? Why work here?”
— Bhavesh Naik [00:48:47 → 00:49:02]
The Importance of Trust in Workplace Conversations: “you can’t play politics based on what someone tells you, because if you do that, then that breaks the trust, right? And then they won’t open up or they’ll give you the wrong answer.”
— Bhavesh Naik [00:52:09 → 00:52:17]
Definition of Terms UsedSelf Awareness (in Organisational Contexts)* Definition: Self awareness is the experiential and conscious recognition of one’s own character, feelings, motives, and desires within the moment, with an emphasis on the awareness of oneself as both subject and object. * Relevance: Essential for creating high-performing, inclusive work environments, self awareness facilitates responsible decision-making, accountability, and openness to growth, serving as a cornerstone in effective team dynamics and leadership. * Examples: A manager observing their immediate reaction during a difficult meeting and consciously choosing a measured response rather than reacting impulsively. * Related Terms: Emotional Intelligence, Mindfulness, Metacognition, Reflective Practice * Common Misconceptions: Self awareness is often mistaken for simply knowing one’s strengths and weaknesses intellectually, rather than the deeper, ongoing, real-time awareness of one’s actions and presence.
Flow State (Being ‘In the Zone’)* Definition: Flow state refers to a mental condition where an individual is wholly immersed and engaged in an activity, often to the extent that they lose self-consciousness and a sense of time, performing actions effortlessly and optimally. * Relevance: In the workplace, attaining a flow state enhances productivity, creativity, and satisfaction, while also promoting adaptability and resilience among employees and leaders. * Examples: An artist losing track of time whilst drawing, or a sportsperson executing complex skills instinctively during a high-pressure match. * Related Terms: Optimal Experience, Mindfulness, Peak Performance, Intrinsic Motivation * Common Misconceptions: Flow is not simply working hard or efficiently—rather, it involves deep absorption, reduced conscious analysis, and feeling ‘carried’ by the activity itself.
Neuro-Linguistic Programming (NLP)* Definition: Neuro-Linguistic Programming is a behavioural approach that explores the relationship between neurological processes, language, and learned behavioural patterns, often utilised in communication and personal development. * Relevance: The model is used to understand how individuals perceive and decode information, assign meaning through language, and establish habitual responses—vital for inclusive organisational cultures and change management. * Examples: Recognising that a team member’s response to loud sounds is a conditioned, unconscious reaction derived from neurological and linguistic programming. * Related Terms: Cognitive Behavioural Techniques, Communication Styles, Behavioural Conditioning * Common Misconceptions: NLP is sometimes regarded as an established science, but its methodologies are often debated and should not be viewed as a one-size-fits-all psychological solution.
Dependency Epidemic (in Organisations)* Definition: The ‘dependency epidemic’ describes a systemic organisational issue where staff and structures become overly reliant on leadership or process, leading to disengagement, low accountability, and diminished organisational resilience. * Relevance: Recognising and addressing dependency is key to building agile, empowered, and truly inclusive teams where every member takes ownership for outcomes and innovation can flourish. * Examples: A business where productivity plummets and processes collapse when the founder or key leader takes extended leave, revealing excessive structural dependence. * Related Terms: Organisational Agility, Psychological Safety, Team Empowerment * Common Misconceptions: Dependency is often misattributed solely to individual incompetence, rather than being seen as a systemic outcome of outdated management philosophies and lack of collaborative culture.
Emotional Awareness (Distinguished from Emotional Intelligence)* Definition: Emotional awareness is the conscious, present-moment recognition of one’s own feelings and emotional states, distinct from the cognitive ‘management’ or regulation of emotions associated with emotional intelligence. * Relevance: This nuanced awareness is fundamental for authentic leadership, empathetic workplace interactions, and personal growth, supporting an environment where diverse emotional experiences are acknowledged and respected. * Examples: A leader noticing they are feeling defensive in a conversation and choosing to explore that feeling rather than suppressing or masking it. * Related Terms: Emotional Intelligence, Self Regulation, Affect Labelling * Common Misconceptions: Emotional awareness is sometimes conflated with emotional suppression or ‘control’ (as in emotional intelligence), rather than accepting and understanding emotions as valuable information.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | Bhavesh Naik Awayre, LLC | |
The post Harnessing Humanity for Success appeared first on SEE Change Happen: The Inclusive Culture Experts.
Empowering ADHD Individuals Through Neuro-Inclusive Coaching
Alex Bellitter explores the dynamic landscape of neurodivergence, revealing how tailored, neuro-inclusive coaching empowers individuals with ADHD to harness their unique strengths and thrive within a world shaped by neurotypical expectations.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Alexandra Bellitter to discuss "Unlocking Neurodivergent Potential". The conversation examines the limitations of traditional coaching methods for neurodivergent individuals, particularly those with ADHD, and spotlights the importance of genuinely adaptive, person-centred approaches. Joanne and Alex challenge the assumption that neurodivergence should be ‘fixed’. Instead, they explore how embracing natural differences can create pathways to thriving in both professional and personal settings. The discussion dispels the myth of one-size-fits-all strategies, offering practical examples of how to tailor workplace support and self-advocacy. Alexandra provides valuable insight into reducing overwhelm and building systems that operate in harmony with diverse minds, from managing deadlines and communication preferences, to leveraging technology without falling prey to distraction.
Alex is an operations manager and lead at Shimmer ADHD Coaching, where she pioneers neuro-inclusive coaching initiatives designed to support the ADHD community in reaching their aspirations. Driven by an enduring love of learning, Alex’s commitment is firmly rooted in advancing neuro-inclusivity, with expertise in translating neuropsychological theory into actionable coaching frameworks. Based in Dallas, Alex brings a global outlook to her practice, combining professional skills with lived experiences to facilitate empowerment, self-discovery, and advocacy for neurodivergent individuals. Her approach is founded on authentic partnership—enabling clients to co-create solutions that reflect their unique lived realities rather than adapting to preconceived expectations.
Highlighting real-life workplace scenarios—such as the stress of changing deadlines, struggles with memory, and the challenge of open communication—Joanne and Alex illustrate the importance of radical candour, mutual understanding, and tailored reasonable adjustments for all. The episode explores the rising visibility of neurodivergence, gender differences in diagnosis, and the stigma that still pervades many environments. Together, they unpack strategies for self-management, disclosure, and constructive advocacy that foster genuinely inclusive cultures.
A key takeaway is the transformative impact of rejecting deficit narratives in favour of empowerment and choice. This episode is essential listening for anyone keen to understand, support, or unlock the strengths of neurodivergent colleagues or themselves, offering practical wisdom and renewed optimism for building workplaces where everyone can flourish.
Published: 19.06.2025 Recorded: 19.02.2025 Duration: 0:55:48 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast -#163 Unlocking Neurodivergent Potential — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Neuro-Inclusive Coaching
Quote: “So even just from the initial start of the session, that’s one way you can make it more neuro inclusive.”
— Alexandra Bellitter [00:04:42 → 00:04:47]
Viral Topic: The Power of Vulnerability in Choosing a Coach: “Usually when someone signs up for coaching, it is a very raw and vulnerable moment of I’m going to choose to have someone in my life to partner with, to reach my goals.”
— Alexandra Bellitter [00:05:47 → 00:05:55]
Viral Topic: The Struggle for Neurodiverse Inclusion
“It’s sort of one of those things that you have to go find for yourself, which can be really disheartening of no one’s prioritising what I need in this. I have to go on this journey by myself, so.”
— Alexandra Bellitter [00:07:06 → 00:07:16]
Neurodiversity and Stigma: “when I’m talking about neurodivergence, we’re talking about a natural variation in how people present it is not something to be fixed, healed, treated. This is something that we’re working with, this is something that we can be managed when there’s difficulties. But there’s also plenty of benefits with having a neurodivergent brain and I would say it’s largely contributed to visibility of 20 years ago. The conversations looked very different, the stigma looked very different and a lot of people avoided a label for their child.”
— Alexandra Bellitter [00:23:08 → 00:23:39]
Viral Topic: Neurodivergence and Workplace Expectations: “It’s a pretty common statistic that goes around that a neurodivergent child is going to hear 20,000 more negative comments than their peers by the age of 12.”
— Alexandra Bellitter [00:28:57 → 00:29:06]
The Attention Economy and Phones: “we have a bit of an attention economy of how can we hold your attention for a long time because that’s profitable”
— Alexandra Bellitter [00:40:10 → 00:40:17]
The Impact of Constant Digital Alerts on Neurodiversity: “Their sensitivity to those alerts is different than for a neurotypical. So while all of us may be dealing with more demand and things pulling us away from our tasks, it is experienced very differently between neurotypicals and neurodivergent.”
— Alexandra Bellitter [00:42:35 → 00:42:47]
Viral Topic: The Hidden Challenges of Virtual Communication for Neurodivergent Individuals: “It is different when we’re talking about virtual communication of how quickly do they expect a response from us? How inconvenient is it for me to try to respond to text quickly when I’m trying to focus on a portfolio and test switching can be more difficult.”
— Alexandra Bellitter [00:44:08 → 00:44:21]
ADHD Coaching Demystified: “Of course, I’m biassed because I’m an ADHD coach, but with ADHD coaching there are three different elements. So that first is the traditional life coaching, where we’re talking about the visions, the goals, the experiments each week and using your strengths. The second piece is going to be psychoeducation. So if you’re curious about how does the ADHD brain work? How is ADHD showing up? For me, those are absolutely conversations that we can have. It’s all about becoming more informed and empowered with this information. How do I want to proceed? What does this mean for me? Why do I want to know about that? It’s all questions that we can go through together. And then the third piece being executive function coaching or skill building, if there’s something where you’re noticing, hey, you know, I’m really struggling with time management or decision making.”
— Alexandra Bellitter [00:50:51 → 00:51:35]
Viral Topic: Radical Candour at Work: “So just having a very transparent conversation with the employee in a way that you’re employing radical candour of.”
— Alexandra Bellitter [00:53:00 → 00:53:08]
Definition of Terms UsedNeuro-Inclusive Coaching* Definition: Neuro-inclusive coaching refers to coaching methodologies and practices that intentionally accommodate and support the needs of neurodivergent individuals, such as those with ADHD, recognising and valuing different neurological experiences. * Relevance: Standard coaching approaches often assume neurotypical client behaviour and cognitive style. Neuro-inclusive coaching addresses this shortfall by meeting individuals where they are, helping facilitate meaningful engagement and goal achievement for those whose brains process information differently. * Examples: Instead of starting with broad questions like “How have things been since we last met?”, a neuro-inclusive coach may ask more targeted prompts, such as “How did you feel when you decided to start coaching with me?” to reduce cognitive overload. * Related Terms: Neurodiversity, Individualised Coaching, Reasonable Adjustments, Psychosocial Support * Common Misconceptions: Many assume coaching is universally applicable and does not need tailoring for neurodivergence, but generic approaches can be inaccessible for those with ADHD or autism.
Executive Function Coaching* Definition: Executive function coaching is a targeted approach to building and strengthening executive functioning skills—such as time management, planning, prioritisation, and self-regulation—often with neurodivergent individuals. * Relevance: Many neurodivergent people, particularly those with ADHD, experience difficulties with executive functions, which can significantly impact daily life, workplace performance, and academic progress. Coaching in this area helps develop practical strategies and frameworks to manage these challenges. * Examples: Teaching techniques for meeting deadlines, breaking tasks into manageable segments, or creating systems to remember workplace instructions or social commitments. * Related Terms: ADHD Coaching, Skill-Building, Cognitive Supports, Goal Setting, Psychoeducation * Common Misconceptions: Executive function issues are not merely a matter of laziness or poor discipline, but are neurologically rooted and require specific interventions.
Spiky Profile / Spiky Wheel* Definition: The term “spiky profile” or “spiky wheel” refers to the concept that neurodivergent individuals often show significant strengths in some areas (or “spikes”) and difficulties in others, rather than fitting along a simple spectrum from more to less neurotypical. * Relevance: Recognising a spiky profile avoids stereotypes and oversimplifications. It enables more personalised support and avoids assumptions that all neurodivergent people will present similar traits or challenges. * Examples: Someone may be highly creative and thrive in brainstorming sessions but struggle with time estimation or social communication, rather than demonstrating uniform deficits or abilities. * Related Terms: Neurodiversity Paradigm, Strength-Based Approach, Individual Differences * Common Misconceptions: It is a mistake to assume neurodivergence is a linear scale from ‘typical’ to ‘atypical’; the spiky profile illustrates a more nuanced and multidimensional experience.
Psychoeducation* Definition: Psychoeducation refers to the process of providing individuals with structured knowledge and understanding about their neurodivergent traits, mental health conditions, or cognitive differences to empower self-advocacy and informed decision-making. * Relevance: In ADHD and neurodiversity coaching, psychoeducation helps individuals make sense of their unique experiences, interpret their behaviours, and integrate theory into practice for real-world benefit. * Examples: Explaining how ADHD affects finances, relationship dynamics, time management, or emotional regulation in a client’s day-to-day context. * Related Terms: Self-Advocacy, Informative Therapy, Strengths Identification, Educational Interventions * Common Misconceptions: Some believe psychoeducation is simply handing out pamphlets or generic information; effective psychoeducation is interactive and tailored to individual circumstances.
Radical Candour / Radical Communication* Definition: Radical candour or radical communication involves open, empathetic, and honest exchanges concerning personal needs, strengths, and challenges, particularly in the context of neurodiversity—encouraging declarations and dialogue rather than assumption. * Relevance: This approach helps neurodivergent individuals and their colleagues or family members establish clear expectations, boundaries, and collaborative practices, which is crucial to maximising strengths and minimising miscommunication. * Examples: Communicating with a manager about how one prefers to receive meeting notes, or expressing a preference for alternative forms of workplace engagement instead of traditional note-taking. * Related Terms: Psychological Safety, Workplace Inclusivity, Neurodivergent Advocacy, Transparency * Common Misconceptions: Radical candour is not bluntness or insensitivity; it is rooted in care, empathy, and mutual respect to build effective human connections.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Alexandra Bellitter Shimmer (ADHD Coaching) | |
The post Unlocking Neurodivergent Potential appeared first on SEE Change Happen: The Inclusive Culture Experts.
Journey from Amputation to Entrepreneurial Triumph
Lindsay Mitchison explores the realities of disability, self-empowerment, and breaking societal moulds, revealing how confidence, community, and bold creativity can redefine both mobility aids and perceptions of thriving with difference.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores what it truly means to “break the disability mould” with guest Lindsay Mitchison. Together, they navigate the practical, emotional, and societal layers of living with disability in the UK, challenging stereotypes and societal expectations at every turn. Joanne and Lindsay discuss everything from losing agency following a life-changing amputation to reclaiming confidence and control, offering listeners an unfiltered exploration of family anxieties, healthcare systems, stigma, and importantly, the power of embracing difference. The conversation shines a light on both the humour and hurdles of living with a disability, and asks challenging questions of how businesses and communities can do more to support access, dignity, and inclusion.
Lindsay is an award-winning disabled entrepreneur, recognised globally for her work as founder of NeoWalk. Her company produces bespoke, visually stunning acrylic walking sticks designed to empower individuals to step out in style and confidence, transforming a functional aid into a bold expression of personality. Lindsay’s career began in hairdressing before a catastrophic MRSA infection led to the amputation of her leg. Rather than letting circumstances define her, Lindsay became a sought-after circus performer and casualty actor, and now stands at the forefront of disability advocacy and inclusive design. With a lived understanding of disability, from mobility challenges through to community building, Lindsay exemplifies resilience, warmth, and a drive to serve others navigating similar paths.
Joanne and Lindsay consider the cultural shift from concealing impairments to celebrating assistive technology as fashion. They reflect on society’s readiness (or reticence) to adapt environments and attitudes, and how empowering disabled voices—especially through community—sparks both personal and collective transformation. Listeners will resonate with stories of overcoming social awkwardness, the critical importance of choice in assistive aids, and the need for business and policy to stop hiding behind red tape and start facilitating real change.
The key takeaway from this episode is a resounding call for agency, visibility, and joy in disability—reminding us that inclusion is not about fitting in, but about belonging and thriving. This conversation is a must-listen for anyone seeking authentic insights into building a society where everyone can stand out, not just fit in.
Published: 05.06.2025 Recorded: 18.02.2025 Duration: 0:58:17 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast - #162 Breaking the Disability Mould
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Taking Control After Catastrophic Illness: “But, yeah, I I opted to have my leg amputated because all it was doing was holding me back, and I was facing an amputation in the future anyway. So I kind of took control back, made what had happened to me work again for me because I knew that with a prosthetic, I’d be much more active.”
— Lindsay Mitchison [00:05:02 → 00:05:21]
Viral Topic: Reinventing Life After Amputation: “I trained to be a circus performer. Does that sound silly? I’d I I got offered all this. I I had to keep working. So I joined an agency called Amputees in Action, and they find work for amputees like me.”
— Lindsay Mitchison [00:05:35 → 00:05:50]
Adapting to Change: “So you’ve seen different aspects where, to paraphrase, went from being able, partially disabled, to a wheelchair user, and there’s a completely different experience for you in society in that way.”
— Lindsay Mitchison [00:23:48 → 00:24:00]
Viral Topic: Challenging Disability Stereotypes: “I think, still needs educating a lot on how to not label people with disabilities because instantly, I’m labeled. We’re all I know we’re all labeled, but instantly, when people see me in a in a wheelchair, I’m labeled as weaker, less less able, that they, you know, they kind of assume that you’ve got some kind of neuro thing going on as well, which isn’t true. You you kind of viewed as less than.”
— Lindsay Mitchison [00:25:14 → 00:25:45]
Viral Topic: Disability and Representation in Film: “I got offered this job as Peggy Sue, the one legged stripper in Bad Education, the movie with Jack Whitehall. And it was hilarious. I mean, I don’t know whether you’ve seen it, but she was a bad stripper, so she didn’t take many clothes off because as quick as she was taking them off, the audience were throwing them back at her.”
— Lindsay Mitchison [00:29:00 → 00:29:38]
Viral Topic: Appreciating Life’s Privileges: “Maybe you take life for granted until you realize that it’s not predestined and preordained. You can actually take a step to the left and make a new path if you wish.”
— Lindsay Mitchison [00:33:58 → 00:34:07]
Viral Topic: Redefining Disability with Personal Style: “I first started making the acrylic walking sticks for myself, and people were coming up to me and saying, who loves your walking stick? It’s amazing. Instead of what happened to you or what’s wrong with you?”
— Lindsay Mitchison [00:34:57 → 00:35:09]
Viral Topic: Living in the Moment with Disability: “Living for the moment, living for the day, and just enjoying and being grateful and thankful for what I’ve got, for who I’ve got, and making the most of the connection that we’ve made with with this community, and just trying to help help other people.”
— Lindsay Mitchison [00:44:23 → 00:44:40]
The Power of Choice in Design: “But there is choice out there. And I think for a long time, there there just wasn’t because designers just didn’t want to tread there. You know? But there there is choice, and I think that’s it’s important for people to know.”
— Lindsay Mitchison [00:48:28 → 00:48:42]
The Power of Community Gatherings: “Do you know what? Just getting together for a natter. Meet people that you’ve meet people in person that you’ve met online, you know, and try and just as foster that community again.”
— Lindsay Mitchison [00:56:18 → 00:56:29]
Definition of Terms UsedMRSA Infection* Definition: MRSA (Methicillin-Resistant Staphylococcus aureus) infection is a type of bacterial infection that has developed resistance to many antibiotics, making it particularly serious and difficult to treat, especially in hospital settings. * Relevance: Within the episode, MRSA is identified as the catastrophic infection Lindsay Mitchison contracted during knee surgery, which ultimately led to the amputation of her leg. * Examples: A patient undergoing routine surgery contracts MRSA in an operating theatre, experiencing slow recovery, blisters, and tissue destruction that do not respond to standard antibiotic treatment. * Related Terms: Hospital-Acquired Infection, Antimicrobial Resistance, Staphylococcus aureus, Postoperative Complications. * Common Misconceptions: MRSA is often mistaken for a general skin infection; however, its resistance to antibiotics makes it significantly more dangerous, and it can cause deep tissue damage or systemic infections.
Prosthetic Limb* Definition: A prosthetic limb is an artificial device designed to replace a missing limb, enhancing mobility and practical function for people with limb loss. * Relevance: Prosthetic limbs are central to Lindsay’s story, as using a well-fitted prosthetic leg granted her improved mobility and autonomy following her amputation. * Examples: An above-the-knee prosthetic that incorporates a mechanical or microprocessor-controlled knee joint to mimic natural gait; aesthetic or high-performance running blades used by Paralympic athletes. * Related Terms: Amputation, Mobility Aid, Rehabilitation Engineering, Above-the-Knee Prosthesis. * Common Misconceptions: Many assume prosthetics restore mobility to the level of a biological limb effortlessly, but prosthetic users often face increased energy expenditure and require lengthy adjustment periods.
Acrylic Walking Stick* Definition: An acrylic walking stick is a mobility aid made primarily from durable, transparent or coloured acrylic material, often designed to be both functional and visually appealing. * Relevance: Lindsay founded Neowalk to create bespoke acrylic walking sticks, transforming mobility aids into objects of personal expression, confidence, and dignity for disabled users. * Examples: A walking stick made of blue-tinted acrylic, custom crafted to a user’s height and personal style, collected as both a walking aid and a fashion accessory. * Related Terms: Mobility Aid, Assistive Technology, Inclusive Design, Custom Orthotics. * Common Misconceptions: Walking sticks are often regarded solely as clinical or ‘old-fashioned’ devices; the episode demonstrates they can be empowering, stylish, and valued personal items.
Live Casualty Actor* Definition: A live casualty actor is an individual, often with real-life limb differences or medical conditions, employed to portray injury victims in realistic training scenarios for emergency services or military personnel. * Relevance: Lindsay’s post-amputation experiences included working as a live casualty actor, placing her in simulated accident and emergency situations for the benefit of response team training. * Examples: An amputee fitted with make-up and prosthetics to look as if a limb has been traumatically lost for an SAS training exercise or crisis simulation. * Related Terms: Simulation Training, Amputees in Action, Medical Role Play, Emergency Response Training. * Common Misconceptions: Some might think all training casualties are mannequins; in reality, live actors introduce unpredictability and realism unmatched by dummies.
Above-the-Knee Amputation* Definition: An above-the-knee amputation (AKA) is the surgical removal of the leg above the knee joint, resulting in the loss of both the knee and the lower leg, necessitating the use of a prosthetic with an artificial knee joint or a wheelchair. * Relevance: Lindsay’s journey included adapting to an AKA, which presents more significant physical and biomechanical challenges than a below-the-knee amputation, with implications for rehabilitation and energy expenditure. * Examples: A person with an AKA undergoing physiotherapy to learn to balance and manoeuvre a new mechanical prosthetic, requiring double the effort of non-amputees for mobility tasks. * Related Terms: Below-the-Knee Amputation, Rehabilitation, Prosthetic Fitting, Gait Training. * Common Misconceptions: There is an assumption that all amputations are similar; in fact, an above-the-knee amputation has significantly more demanding rehabilitation requirements and functional adjustments.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Lyndsay Mitcheson | |
The post Breaking the Disability Mould appeared first on SEE Change Happen: The Inclusive Culture Experts.
Sustaining Inclusion in Uncertain Times
Wema Hoover explores the systemic challenges and backlash facing DEI, championing sustainable strategies that centre inclusion, belonging, and authentic organisational transformation amidst shifting societal and political landscapes.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood explores the shifting terrain of diversity, equity, and inclusion (DEI) with global DEI expert Wema Hoover. As policies and public narratives in both the United States and UK face significant scrutiny and backlash, Joanne and Wema dissect why inclusion efforts are being re-evaluated, how organisations are responding, and where the misconceptions about equity and meritocracy truly lie. Listeners will gain a window into how high-profile brands and corporate leaders are navigating today’s political headwinds, as well as clear-headed advice for HR and inclusion practitioners on maintaining organisational values and psychological safety amidst uncertainty.
Wema Hoover brings a wealth of experience as a former Chief Diversity Officer at renowned companies including Google and Sanofi, with a career dedicated to leading systemic change and driving cultural transformation on a global scale. Based in Princeton, New Jersey, she grounds her practice in championing sustainable DEI strategies that adapt to complex and volatile environments. Wema’s perspectives are shaped not only by her leadership across continents but also by a personal commitment to the true meaning of inclusion and belonging. She approaches DEI not simply as a compliance exercise, but as a sound business strategy that unlocks employee potential and meets the evolving needs of clients, communities, and customers.
Listeners can expect an unflinching discussion about the realities of the current DEI backlash, the role of misinformation and fear in shaping public sentiment, and the dangers of complacency. Joanne and Wema unpack the pitfalls of viewing DEI through a zero-sum lens, highlight the need for authentic business alignment, and stress the importance of both cultural retention and psychological safety—especially for those who feel disheartened by today’s climate.
A key takeaway from this episode is the call to reconnect with the foundational values of inclusion as simply good business sense—fostering environments where talent and innovation flourish, and where every individual has the opportunity to thrive. For anyone seeking inspiration and practical strategies to create meaningful change despite external pressures, this episode offers both context and hope.
Published: 29.05.2025 Recorded: 17.02.2025 Duration: 0:53:20 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #161 Beyond the DEI Backlash
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: The Real Purpose of Diversity, Equity, and Inclusion
Quote: “the intent of diversity, equity, inclusion program, which is not to provide advantage or preference, but it’s to provide access and level opportunities so the best and brightest can shine.”
— Wema Hoover [00:04:34 → 00:04:46]
Viral Topic: The Post-George Floyd Shift in Corporate DEI
Quote: “when we had the horrible murder of George Floyd in 2020, that was a pivotal point, not only in The United States, but across every market and every country where you really looked at, you know, what is happening between the markets, not only the opportunities, but the impact that they’re having in society with access to, you know, grow to have opportunities that everyone was reevaluating.”
— Wema Hoover [00:09:51 → 00:10:17]
Viral Topic: Political Reckoning in the US: “those who may have voted for the current administration did not realize just the kind of massive, not only changes, but dismantling that would happen that would affect their own backyard, you know, from an education system, from an immigration system, you know, from an access in social security. So I do think that there is this almost like, still reality that, wow, this is not what I signed up for.”
— Wema Hoover [00:16:39 → 00:17:06]
Viral Topic: The Fear Behind Diversity
Quote: “there’s a fear that, you know, when you look at the demographic census, you know, of United States, particularly of, you know, how, you know, people of color, you know, will continue to be the growing majority if you look at the ten, ten to fifteen years out. And that fear is driving that 100%.”
— Wema Hoover [00:20:47 → 00:22:20]
Viral Topic – The Importance of Genuine Inclusion in Organisations: “People cannot bring their best if they’re in hostile environments, if they feel that they are not going to be tacked on or being able to contribute because of who they are or what their authentic, their authentic selves.”
— Wema Hoover [00:27:02 → 00:27:12]
Viral Topic: The Truth About Diverse Hires
“But in fact, it’s evidence against this, you know, which is the reality, which is, you know, why I think it’s so important for organizations to not only, tap into a leverage it, but also now create their own, you know, kind of truth telling, create their own success stories and start communicating it. Like how, when they have done it, they’ve been able to kind of tap into, to new markets.”
— Wema Hoover [00:31:57 → 00:32:25]
The Real Value of DEI: “when people are in an environment where they feel safe, they feel included, they have the ability to be themselves. They perform the best.”
— Wema Hoover [00:35:41 → 00:35:48]
The Business Case for Inclusion: “These strategies are business strategy, effective strategy, business strategy that have been in place by the way, for decades and decades and decades, that happened to have also a great outcome of diversity, equity, inclusion, which happens to be very sound strategies and tactics to have strong workforce, you know, of, of, of, of inclusion, of, of, perspective ideas and a wonderful opportunity to understand segment and meet the needs of your market just happens to be, which is also inclusion.”
— Wema Hoover [00:38:56 → 00:39:29]
Viral Topic: Building a Thriving Organisational Culture
Quote: “everyone knows when they walk through those doors, regardless of what’s what’s happening in society, that this is the expectation set for them.”
— Wema Hoover [00:44:06 → 00:44:12]
Leadership in Challenging Times: “the leaders need to make meaning for themselves and be able to sit with whatever their personal opinions, their affiliation is outside, but what is needed inside the organization and why.”
— Wema Hoover [00:46:49 → 00:47:02]
Definition of Terms UsedZero-Sum Game* Definition: The belief that opportunities or resources given to one group automatically result in losses for another, framing progress as a direct trade-off rather than mutual benefit.
* Relevance: This concept often fuels backlash against diversity, equity, and inclusion (DEI) by perpetuating the idea that advancing marginalised groups inherently disadvantages those from majority backgrounds.
* Examples: When increasing workforce diversity is wrongly seen as reducing opportunities for white men, rather than expanding the overall talent pool.
* Related Terms: Scarcity Mentality, Privilege, Social Competition
Common Misconceptions: Many presume that DEI initiatives forcibly exclude some people, but, as argued in the episode, effective inclusion creates added value without detracting from others’ chances.
Psychological Safety* Definition: The shared belief within a team or organisation that individuals can express themselves, raise concerns, and take risks without fear of ridicule or repression. * Relevance: Psychological safety is paramount for cultivating inclusive organisational cultures where all employees can contribute and innovate without anxiety of negative repercussion. * Examples: Team members feeling safe to challenge groupthink or propose novel ideas during meetings, regardless of background or seniority. * Related Terms: Belonging, Inclusion, Workplace Culture * Common Misconceptions: Some see psychological safety as a licence for people to say anything without consequence, but it actually relates to respectful openness and constructive engagement.
Diversity, Equity, and Inclusion (DEI) Backlash* Definition: Organised resistance or reversal of initiatives designed to promote diversity, equity, and inclusion, often fuelled by political changes or shifts in societal sentiment. * Relevance: The episode centres on how companies and communities are experiencing, navigating, or responding to increased scrutiny and retreat from previously prioritised DEI measures. * Examples: Major corporations eliminating DEI departments or commitments from public view, or government executive orders restricting the language and actions around fairness and inclusion. * Related Terms: Anti-Woke Movement, Social Regression, Regressive Policy * Common Misconceptions: Some conflate the DEI backlash with evidence that DEI “failed” or is “toxic”, when in reality, as discussed, much resistance stems from misinformation, fear of loss, or shallow commitment to genuine change.
Window Dressing* Definition: Superficial, short-term, or performative actions intended to appear as though meaningful change or investment in DEI is occurring, without deep-rooted or lasting impact. * Relevance: The episode highlights how some companies rapidly established visible DEI programmes following significant societal events but withdrew once external pressures eased, revealing a lack of foundational commitment. * Examples: Issuing public diversity statements or launching ERGs (employee resource groups) after a high-profile incident, only to scale back or abandon these efforts quietly months later. * Related Terms: Performative Allyship, Tokenism, Virtue Signalling * Common Misconceptions: Some mistake these surface-level changes for genuine systemic transformation, whereas true progress requires integration into an organisation’s core strategy and values.
Meritocracy* Definition: The system or belief that positions and rewards should be allocated purely according to individual talent, effort, and achievement, disregarding systemic barriers or privilege. * Relevance: Meritocracy is often invoked to resist equity-driven policies, suggesting that DEI efforts undermine the principle that “the best person gets the job”, without recognising historical disadvantages impacting access and opportunity. * Examples: Arguing that any form of positive action or outreach initiative automatically leads to appointing less qualified candidates simply because of their demographic background. * Related Terms: Equity, Positive Action, Structural Bias * Common Misconceptions: Many assume that current recruitment and development pathways are already meritocratic, ignoring persistent biases and inequities that DEI initiatives aim to redress. The episode clarifies that genuine meritocracy cannot exist where true equity of access and support is lacking.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Wema Hoover Be Limitless | |
The post Beyond the DEI Backlash appeared first on SEE Change Happen: The Inclusive Culture Experts.
Storytelling as a Catalyst for Inclusion and Positive Change
Nick Elston explores how honest storytelling and embracing vulnerability can transform personal adversity into powerful connections, ignite belonging, and inspire authentic conversations that challenge societal norms.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores the transformative potential of honest storytelling with guest Nick Elston. Together, they unpack the role of vulnerability and authenticity in forging meaningful connections, both personally and in professional circles. Joanne shares the evolution of her own narrative and emphasises how sharing lived experiences can foster empathy and a sense of belonging. Nick explains the emotional weight of repeatedly telling one’s story and the importance of adapting narratives to serve both audience and personal wellbeing, whilst ensuring stories remain relevant and impactful. The discussion openly addresses the discomfort and courage required to lead with vulnerability in spaces not always primed for change.
Nick is a keynote guest renowned for empowering individuals to embrace their voice, share their stories, and cultivate genuine human connection. As founder of Forging People, his mission centres on turning vulnerability into a catalyst for growth and transformation. Drawing upon a journey shaped by obsessive-compulsive disorder and anxiety, Nick began using his voice as a therapeutic tool in the wake of professional burnout. His approach champions not only personal development but actively encourages others to break the silence around mental health and embrace their full selves in the workplace and beyond. Throughout the episode, Joanne and Nick engage in candid dialogue about the challenges of “owning your story” without being trapped in the past, the pitfalls of performative vulnerability, and the necessity of creating spaces where difficult questions can be safely explored.
The conversation further delves into ways of balancing lived experience with boundaries, highlighting the emotional and psychological labour inherent in driving inclusion. Both Joanne and Nick offer practical illustrations of communicating difficult topics—ranging from gender identity to mental illness—with humanity and relatability. They engage in a robust exchange about the power of authenticity to disrupt echo chambers and foster genuine change, particularly in environments resistant to inclusion.
A key takeaway from this episode is the power of lived experience as a vehicle for connection and positive action. Listeners will gain insight into using their authentic narrative not as a limitation, but as an evolving tool for personal empowerment and meaningful impact. Whether you are seeking to share your own story or lead others through theirs, this episode will inspire you to embrace vulnerability and ignite the spark of inclusion.
Published: 22.05.2025 Recorded: 12.02.2025 Duration: 1:02:12 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #160 The Power of Honest Storytelling — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsThe Power of Authenticity in Professional Environments: “speaking without the filter, speaking with authenticity and vulnerability, and why has that been hugely hijacked since, to be fair? It builds a bridge of trust and connection and depth with people far more than any superficial message were ever trained to deliver in professional environments for sure.”
— Nick Elston [00:04:10 → 00:04:26]
Viral Topic: The Reality of Audience Engagement: “No one cares as much as we think they do. And I mean that in the nicest possible way, that you could be the most exciting a list celebrity, but after fifteen minutes of talking to an audience, they’re gonna wanna know what’s in it for them.”
— Nick Elston [00:07:31 → 00:07:42]
The Universal Search for Belonging: “The common fact factor for me is belonging, And it’s essentially kind of a big reason why I do what I do now is that it affects our sense of belonging enough to feel that we’re marginalized enough to not have a platform, to not have a voice, to not feel that we can step up.”
— Nick Elston [00:11:37 → 00:11:53]
Cancel Culture and the Fear of Asking Questions: “I think we’re really afraid of asking questions for the fear of being canceled or being ashamed or or just saying the wrong thing. And I think that’s something we we need to maintain, the ability to ask better questions.”
— Nick Elston [00:13:05 → 00:13:06]
Viral Topic – Overcoming Toxic Environments: “I withdrew myself from that. So, actually, I I would say this was many years ago, but I admire your strength and courage to do that.”
— Nick Elston [00:17:41 → 00:17:48]
Why Diversity Champions Take On Extra Burdens: “Very often why people come into these roles of representing a section of society or section of humanity is because they have either experienced that directly or indirectly themselves. But by nature, you then become more sensitive to take on the burdens and the challenges of everybody else.”
— Nick Elston [00:24:10 → 00:24:30]
Viral Topic: The Hidden Toll of Mental Health Advocacy: “So, actually, if you look at mental health champions, for example, that by the time they get home, they have not only supported themselves, but 20 other people, and that’s before they even get home. Home is not always a good place.”
— Nick Elston [00:24:36 → 00:24:49]
Viral Topic: The Hidden Cost of High Performance: “we can be highly successful and highly performing fueled by anxiety, but you can only run for so long until you stop, and therein lies the problem.”
— Nick Elston [00:34:06 → 00:34:14]
Viral Topic: Handling Pushback and Low-Level Toxicity
“One of the things that I find people that have been through experiences in their lives find most difficult to start with is trying to engage with people that don’t think like them and actually quite bluntly and and sometimes, as you say, abusively don’t agree with them as well. That could be really challenging sometimes.”
— Nick Elston [00:41:23 → 00:41:42]
Viral Topic: The Power of Perspective in Storytelling: “I could deliver the same talk to the same audience four times and have four different outcomes because if that one person in the audience is going through a marital problem, they’re gonna pick up on the bit when I talk about personal relationships. Next time around, it could be a professional problem, and they’ll pick up they’ll ignore the other bit.”
— Nick Elston [00:51:48 → 00:52:06]
Definition of Terms UsedHonest Storytelling* Definition: Honest storytelling is the practice of sharing one’s authentic life experiences, including vulnerabilities and challenges, in a manner that is transparent and unfiltered, particularly in professional or public speaking contexts. * Relevance: Within the episode, honest storytelling serves as a bridge to trust, empathy, and deep connection. It enables speakers and listeners to move beyond superficial communication, fostering inclusivity and a genuine sense of belonging. * Examples: Nick Elston discussing his journey with OCD and anxiety candidly in workplace settings; Joanne Lockwood reflecting on her experiences as a trans woman to engage audiences authentically. * Related Terms: Authenticity, Vulnerability, Narrative Therapy, Emotional Leadership * Common Misconceptions: Some believe that honest storytelling means sharing every personal detail or “airing dirty laundry,” when, in reality, it is about selecting meaningful experiences that enable broader connection without retraumatising oneself.
Vulnerability as a Strength* Definition: The concept that openly acknowledging and sharing one’s insecurities, struggles, or emotions is not a weakness but a powerful tool for connection, transformation, and leadership. * Relevance: Highlighted by both guests, using vulnerability builds trust, encourages reciprocal openness, and facilitates transformational engagement, especially in environments where such honesty is uncommon. * Examples: Nick Elston explaining that sharing his mental health journey led others to open up about their own challenges; facilitating sessions where personal lived experience is centred. * Related Terms: Emotional Intelligence, Psychological Safety, Authentic Leadership * Common Misconceptions: There is an assumption that displaying vulnerability exposes one to harm or diminishes authority, rather than recognising its role in deepening relationships and inspiring others.
Belonging* Definition: Belonging refers to the psychological feeling of being accepted, valued, and included as one’s authentic self within a group or environment. * Relevance: Central to the Inclusion Bites ethos, belonging is discussed as the common thread uniting diverse experiences of marginalisation, underlining why fostering inclusive cultures matters in both professional and social contexts. * Examples: Creating workplace spaces where marginalised voices are encouraged and heard; deliberate storytelling that resonates across differences to establish common ground. * Related Terms: Inclusion, Psychological Safety, Community, Marginalisation * Common Misconceptions: Belonging is often confused with “fitting in,” but true belonging does not require individuals to hide aspects of their identity in order to be accepted.
Lived Experience* Definition: Lived experience entails the direct, personal knowledge and insights someone has gained through enduring or navigating specific life circumstances, often related to identity, health, or marginalisation. * Relevance: In the episode, the sharing of lived experience is presented as a means to foster understanding, challenge stigma, and drive conversation towards meaningful change, particularly around mental health and gender identity. * Examples: Joanne sharing her transition journey in training sessions; Nick narrating his journey with OCD and anxiety as a means to coach others in public speaking. * Related Terms: Peer Support, Experiential Knowledge, First-Person Narrative * Common Misconceptions: Lived experience is sometimes dismissed as anecdotal or less valid than theoretical expertise; however, it is critical for understanding nuanced realities and informing policy or practice.
Reassurance Seeking (in the context of OCD)* Definition: Reassurance seeking describes the compulsive behaviour found in people with obsessive-compulsive disorder (OCD), where the individual repeatedly seeks confirmation from others to quell anxiety but finds only temporary relief. * Relevance: Nick Elston details how reassurance seeking was part of his OCD experience, and explains its role in maintaining the cycle of obsession and compulsion, particularly its impact on family relationships and daily functioning. * Examples: Asking family members multiple times if the door is locked or the oven is off, though the reassurance provides only short-lived comfort before anxiety resurfaces. * Related Terms: Obsessive-Compulsive Disorder (OCD), Intrusive Thoughts, Compulsive Behaviour, Anxiety Disorders * Common Misconceptions: Many misuse “OCD” to mean tidy or finicky, and assume reassurance-seeking is simply needing extra care, missing the core that it is a symptom of a disruptive clinical condition.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Nick Elston | |
The post The Power of Honest Storytelling appeared first on SEE Change Happen: The Inclusive Culture Experts.
Behavioural Science and the Eight Inclusion Needs
Dr. Liz Wilson unpacks the behavioural science underpinning workplace equity, exploring how systems, culture, and inclusion needs converge to create environments where everyone can thrive, challenge, and reshape the status quo.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Dr. Liz Wilson to explore the science underpinning workplace equity. The discussion moves beyond surface-level diversity initiatives, investigating how behavioural science and systems thinking can drive sustainable inclusion. Liz and Joanne challenge the conventional notion that changing minds is at the heart of equity work, instead focusing on establishing organisational architectures and everyday practices that reinforce inclusive behaviour. The conversation is both practical and provocative, offering listeners a fresh perspective on why so many DEI initiatives falter and what truly makes change stick — all illustrated through lively anecdotes and relatable metaphors, from medieval castles to the humble Marmite.
Liz is a behavioural scientist and strategic inclusion expert whose career has spanned two decades of organisational culture transformation. With a PhD focused precisely on behavioural science and cultural change in the workplace, as well as a wealth of global consulting experience, Liz has dedicated her life to designing evidence-based frameworks that help organisations turn equity from aspiration into practice. Her unique superpower lies in transforming personal adversity into a global mission, drawing from a lived experience that includes navigating ADHD and chronic pain. Currently based in Denver, Colorado, Liz’s pragmatic yet empathetic approach resonates with teams and leaders worldwide, equipping them to foster environments where everyone can thrive.
The episode unpacks the pitfalls of tackling inclusion through a fragmented, label-by-label approach, advocating instead for a universal framework: the eight inclusion needs of all people. Liz explains why recruitment should never be the first step and how overlooked systems shape whether diverse talent stays and succeeds. Both Joanne and Liz tackle the recent backlash against DEI efforts, dissecting the psychology of resistance and the importance of reaching “centrist” ground for sustainable progress. Metaphors about buffets and castles bring humour and clarity to complex dilemmas, while candid discussion about lived experience, intersectionality, and resilience makes the science of equity feel both urgent and utterly human.
A key takeaway from this episode is that genuine workplace equity is neither accidental nor achievable through goodwill alone. It requires robust systems, everyday behavioural reinforcements, and a universal, intersectional lens. Listeners will leave with practical insight into making inclusion tangible—whatever their starting point—and the sense that, with the right tools, meaningful cultural transformation is truly within reach.
Published: 15.05.2025 Recorded: 11.02.2025 Duration: 1:05:20 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #159 The Science of Workplace Equity
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: The True Source of Workplace Culture
“It starts at the team culture level level, and that can be created remotely.”
— Dr. Liz Wilson [00:04:36 → 00:04:40]
Viral Topic: The Truth About Organisational Change
“You actually can’t change people’s beliefs or values.”
— Dr. Liz Wilson [00:06:29 → 00:06:32]
Building Inclusion into Organisational Systems: “If you want to succeed in this organization and get past go and continue around the board, you have to complete this step. And so that step, whatever that is, if you were trying to create more inclusive organization, for instance, since we’re on an inclusion bites podcast, we put an inclusive step in that is required to continue on that pathway, whether that’s in a process in a talent acquisition cycle, or if it’s in the business case and project cycle, whatever it is, that is the system.”
— Dr. Liz Wilson [00:08:17 → 00:08:45]
Viral Topic: How Fast Can Pay Equity Really Be Achieved?: “Well, you know, I could do the data analysis within forty eight hours and then, you know, within a week, I could pretty much make sure all of the pays are rectified and then give me a, I don’t know, a few months to change processes and procedures that whole system to ensure it doesn’t flex back.”
— Dr. Liz Wilson [00:13:13 → 00:13:30]
Viral Topic: The Limits of Label-Based Inclusion
“There’s only so much airspace. You end up overwhelming people with the communications and ultimately you’re trying to achieve the same thing. You’re all trying to create inclusion.”
— Dr. Liz Wilson [00:18:15 → 00:18:26]
Viral Topic: Inclusion Is About More Than Race
“Inclusion and diversity is about more than race or a colour of a skin. Okay. So now we’re just lowering that and they say, oh, I’ve got chronic pain too. Or like I had a learning difficulty at school and, you know, so it was, you know, you start to get to that point and then I go, right, let’s look at these eight inclusion needs of all people.”
— Dr. Liz Wilson [00:23:50 → 00:24:09]
Viral Move for Impact: “I figured if I’m gonna make a bigger impact, I’ve gotta move here.”
— Dr. Liz Wilson [00:29:22 → 00:29:25]
Global Inclusion Challenges: “You can’t even legally be yourself and it becomes, you can’t actually talk about creating an inclusive environment by using the words.”
— Dr. Liz Wilson [00:33:03 → 00:33:12]
Viral Topic: The Ripple Effect on Inclusion Work
Quote: “Then last week, two of my smaller organizations, but still in, in The US small organizations have thousands of employees have postponed their inclusion work just because they just want to need to find their feet and where they sit with everything.”
— Dr. Liz Wilson [00:39:07 → 00:39:23]
Viral Topic: The Power of Self-Understanding in Neurodiversity
“but once you get to understanding something more about yourself, you go, that is why I don’t feel so bad about myself now because I know what is happening. And in fact, it makes it easier.”
— Dr. Liz Wilson [00:55:51 → 00:56:01]
Definition of Terms UsedBehavioural Science* Definition: Behavioural science is the interdisciplinary study of human behaviour through systematic analysis and investigation, drawing on principles from psychology, sociology, anthropology, and related disciplines. * Relevance: In the context of workplace equity and inclusion, behavioural science provides the evidence-based frameworks to understand, predict, and influence how individuals and groups act within organisational cultures, enabling meaningful and sustainable change. * Examples: Using data on unconscious bias to redesign hiring processes or setting up “nudge” techniques to reinforce inclusive behaviours in meetings. * Related Terms: Organisational Psychology, Social Psychology, Behavioural Economics, Human Factors * Common Misconceptions: Many people assume behavioural science is merely common sense or that it simply describes behaviour, rather than offering a rigorous, data-driven approach for changing entrenched practices.
Cultural Transformation* Definition: Cultural transformation refers to the intentional modification of the collective behaviours, values, and norms within an organisation to create a more positive, inclusive, or productive environment. * Relevance: Central to inclusion work, cultural transformation focuses on shifting underlying systems and day-to-day actions so that equity and belonging are embedded at every level, rather than simply stating aspirational values. * Examples: Implementing new systems which require inclusive decision-making or changing team expectations to authentically welcome diverse perspectives. * Related Terms: Change Management, Organisational Development, Employee Engagement, Values Alignment * Common Misconceptions: Some believe culture can be transformed through slogans, posters, or one-off training alone; true transformation relies on sustained behavioural and systemic change over time.
Values Alignment* Definition: Values alignment is the degree to which an individual’s personal values are congruent with those espoused, upheld, or operationalised by their employer or team. * Relevance: When values are aligned, employees experience greater engagement and psychological safety, fuelling positive behaviour and retention; misalignment increases the risk of workplace toxicity, exclusion, or attrition. * Examples: An employee who values diversity and autonomy thrives in a company with inclusive, flexible policies; conversely, a mismatch leads to disengagement or resistance. * Related Terms: Cultural Fit, Psychological Contract, Mission Alignment, Person-Organisation Fit * Common Misconceptions: There is often an expectation that employees must conform to corporate values at the expense of their own, when authentic inclusion encourages respectful integration of diverse value sets.
Behavioural Economics (Systems and Architectures)* Definition: Behavioural economics examines how psychological, cognitive, emotional, cultural, and social factors affect the economic decisions of individuals and institutions, often challenging the notion of purely rational choice. Within this, “systems and architectures” denote the design of organisational processes that influence behaviour. * Relevance: By using structures that “nudge” desired actions, organisations can encourage inclusive behaviours without needing to change core beliefs—achieving systemic equity through context, policy, and process. * Examples: Requiring an inclusion checkpoint in every talent or project process so that progress is contingent upon demonstrating equitable action. * Related Terms: Nudge Theory, Choice Architecture, Structural Interventions, Policy Design * Common Misconceptions: Some view policies and systems as dry bureaucracy, when in fact they can be purposefully designed to make inclusion easy, routine, and non-negotiable.
The Eight Inclusion Needs of All People* Definition: The “Eight Inclusion Needs of All People” is a framework developed by Dr Liz Wilson, identifying core universal requirements—beyond just protected characteristics or labels—that enable every individual to experience genuine inclusion and belonging, regardless of context. * Relevance: Unlike tick-box or identity-specific approaches, this framework is holistic and intersectional, applicable across cultures and contexts, and helps shift focus from isolated groups to systemic, whole-person inclusion. * Examples: Needs might include safety, respect, access, and agency; the framework is used to review policies, shape team practices, or develop inclusive leadership models in workplaces and government. * Related Terms: Intersectionality, Whole-Person Approach, Universal Design, Psychological Safety * Common Misconceptions: Some imagine inclusion efforts must focus on discrete categories (e.g., only women’s programmes), failing to recognise the layered, interconnected nature of individuals’ needs and identities addressed by this approach.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Dr Liz Wilson Dr Liz Wilson | |
The post The Science of Workplace Equity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Finding Fulfilment Beyond the Corporate Climb
James R. Elliott explores the intricate interplay of confidence, resilience, and authenticity, unveiling how embracing failure, adaptability, and personal balance empowers individuals and leaders to cultivate truly inclusive and thriving cultures.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes transformational coach and international keynote expert, James R. Elliott, for a dynamic discussion centred around confidence, balance and success. Joanne and James explore how authenticity, resilience, and the willingness to embrace change are fundamental to driving both personal fulfilment and organisational growth. Together, they challenge conventional career narratives, interrogate the myths of corporate stability, and examine the importance of psychological safety, encouraging listeners to break free from self-imposed limitations and explore what’s truly possible when you create space for growth, experimentation, and self-care.
James brings over twenty-four years of global experience empowering business leaders, entrepreneurs, and professionals to build successful ventures without surrendering their sense of purpose or wellbeing. Working previously with the likes of IBM, Novell, and Lenovo, James has witnessed both stellar leadership and toxic workplace cultures firsthand, which fuels his passion for enabling others to find their spark. His approach is shaped by his own journey—from corporate highs and unexpected redundancy to embracing entrepreneurship—and by his commitment to fostering perseverance, adaptability, and human-centred leadership. His superpower lies in unlocking potential for confident, balanced, and meaningful lives and careers.
Throughout their conversation, Joanne and James highlight how businesses benefit when leaders foster inclusive cultures that value authentic expression, support career pivots, and embrace diverse learning styles. They dissect how the cult of “busyness” and fear of failure can act as barriers to innovation, wellbeing, and true belonging. Instead, they advocate for strategic self-reflection, lifelong learning, and balancing ambition with healthy boundaries—illustrating that sustainable success comes not just from hard work, but from working smartly and investing in wellbeing.This episode’s key takeaway: True confidence and success stem from challenging limiting beliefs, nurturing psychological safety, and choosing to thrive, both as individuals and within our organisations. Listeners will leave inspired to reflect, connect, and shift their own practices toward a more inclusive and fulfilling future. Tune in to discover how to cultivate the right conditions for yourself and those around you to grow and truly belong.
Published: 08.05.2025 Recorded: 05.02.2025 Duration: 1:04:28 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #158 Confidence, Balance, and Success — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsEmbracing Change in Leadership: “It’s creating that success, is by planning to change, planning for change and and having a almost a almost a change and growth roadmap for yourself and for your team.”
— James R. Elliott [00:20:01 → 00:20:12]
The Power of Authenticity at Work: “And my biggest thing is be authentic. And if you’re authentic and being real and and and as not permission to be an ass for, but it’s it’s, you know, being being raw and real and and and yes, sharing your opinions, share your thoughts whether you’re not been or whether you’re you’re someone at a at a kind person, then that’s not that’s not the firm for you. Or if you’re afraid that you’re gonna get fired or think you get fired for being real and authentic.”
— James R. Elliott [00:22:29 → 00:22:54]
Viral Topic: The Flaws of Modern Education: “I hate how the current school system, and I have several problems with it. I think it creates robots and it makes peep designs people to be automatons in a, in a, in a, you know, industrial world, corporate world, I suppose. But not even, not even successful corporate people because the corporate world still use great thinkers, great innovators, people who go above and beyond and think outside the box versus just do what you’re told.”
— James R. Elliott [00:29:06 → 00:29:26]
Viral Topic: Future Careers and the Impact of AI
Quote: “What is a job type in the future that may not be there in the future because of AI or automation or robots or or whatever? You know, I think, look at, okay, what what could I do? What would I love to do? What would light me up? Pretending that anything was possible because it is, but let you know, for people that maybe that’s not quite the realm yet, pretending that ending is possible. What would you do? What could you do? What would you love to do?”
— James R. Elliott [00:34:14 → 00:34:34]
Viral Topic: Rethinking Hustle Culture: “It’s whoever works the most effectively, the most efficiently, most creatively. And while they while they, you know, and inspire others, empower others, lead others to success, those that’s who wins, not just work, work, work, work, work harder.”
— James R. Elliott [00:38:11 → 00:38:23]
Viral Topic: The Power of Rest and Creativity: “my greatest ahas and creativity and awareness moments and moments of generating ideas and solutions came when I was resting or doing something else or doing self care and doing something else, not when I was in the middle of the thing.”
— James R. Elliott [00:40:03 → 00:40:17]
Viral Topic: The Power of Small Daily Learning Habits: “and I think gently I would invite people to call themselves on that and call themselves out because if you’re on this thing all day or if you’re scrolling at night for desk scrolling or if you’re watching, I don’t watch TV, but if you’re if you’re watching any amount of TV a a day, not to not to say don’t play. Definitely have time, have play of fun, whatever your thing is, but at least, you know, maybe take half an hour, forty minutes a day, less TV or less doom scrolling or whatever and invest whether it’s YouTube, whether it’s books, whether it’s whatever invest.”
— James R. Elliott [00:47:45 → 00:48:13]
Perseverance and Growth: “even turn a few pages because in a year you’re going to have one or three books done versus none. So I think that that that all this we’re talking about ties back in a theme of perseverance and resilience, and growth and success.”
— James R. Elliott [00:48:25 → 00:48:38]
Viral Topic: The Importance of Walking and Diet: “Walking is one of the best forms of exercise actually burns a higher percentage of fat. It just takes a little longer. So if you want to walk and walk for an hour, hour and twenty, not that a half hour walk is not great for you, but in terms of walk for an hour or run for twenty five, twenty, twenty five minutes, it’s it’s it’s a choice. But again, whatever people do, I think is is fine. They don’t have to do, you know, join a circuit training or a dance class or whatever the the exercise and just and eat better. I’ve learned that eating and and diet is is a huge, huge thing, even to the point of where certain foods still will make me exhausted, will make me depressed, anxious foods and will affect our mental health.”
— James R. Elliott [00:51:30 → 00:52:20]
Viral Topic: Modern Workplace Challenges and Solutions: “So it’s fascinating the the solutions we come up with to new and modern problems. If we just think outside the box and instead of thinking, oh, I can’t or I can’t do this because, or I’m not able to, or I can’t do it now because whether you’re an entrepreneur, whether you’re a business leader or someone in in a business looking to grow into a leader, I invite you to be very, very careful with with what you say and and with what thoughts you allow to run your mind.”
— James R. Elliott [00:58:12 → 00:58:35]
Definition of Terms UsedPsychological Safety* Definition: Psychological safety refers to an environment where individuals feel secure enough to express themselves, share ideas or concerns, and take interpersonal risks without fear of humiliation, rejection, or negative consequences to their status or career. * Relevance: The episode stresses its necessity for fostering growth, innovation, and authentic self-expression within teams and organisations, particularly in inclusive and resilient workplaces. * Examples: An employee feeling comfortable admitting a mistake during a project review or suggesting a new approach without fearing ridicule or reprisals. * Related Terms: Trust Culture, Inclusion, Open Communication, Feedback Environment * Common Misconceptions: Psychological safety is often confused with comfort or lack of accountability; in reality, it requires candid discussion and constructive challenge, not avoidance of conflict or performance standards.
Limiting Beliefs* Definition: Limiting beliefs are ingrained convictions or assumptions that constrain personal or professional potential, often manifesting as self-imposed barriers to taking action or embracing change. * Relevance: Throughout the conversation, limiting beliefs are cited as the reason individuals remain in unfulfilling roles, resist change, or fail to pursue growth, acting as major obstacles to both career progression and inclusion. * Examples: Convictions such as “I can’t leave my job because I have no other skills”, or “Leadership is not for people like me”. * Related Terms: Self-Sabotage, Growth Mindset, Cognitive Bias, Imposter Syndrome * Common Misconceptions: Many believe limiting beliefs are objective truths about themselves or the world, when they are often subjective perceptions passed down by family, culture, or previous negative experiences.
Dunning-Kruger Effect* Definition: The Dunning-Kruger Effect is a cognitive bias in which individuals with low ability or knowledge in a particular area overestimate their competence, while highly skilled individuals may underestimate their relative competence. * Relevance: The episode references this effect in discussion of leadership and employability, noting that those lacking self-awareness may assume they are more capable than they truly are, thereby impacting performance, progression, and workplace dynamics. * Examples: A new manager assuming they are an exceptional leader because of technical expertise, despite lacking interpersonal skills or experience managing teams. * Related Terms: Self-Awareness, Metacognition, Overconfidence Bias, Imposter Syndrome * Common Misconceptions: It is frequently misunderstood as arrogance alone, rather than a specific lack of self-insight about one’s deficiencies in a domain.
Break-Fix Service Provider* Definition: A break-fix service provider is an IT business model wherein services are rendered reactively to ‘breakages’ or malfunctions, rather than through proactive or preventative measures such as managed services. * Relevance: The episode uses this term to frame discussions of organisational adaptability and the necessity for businesses to evolve their models (e.g., transitioning from break-fix to managed services in the IT sector) to remain relevant and competitive. * Examples: An IT company only called out to repair server failures, rather than providing ongoing monitoring and optimisation to prevent issues. * Related Terms: Managed Service Provider (MSP), Reactive Maintenance, Proactive Maintenance, Service-Level Agreement (SLA) * Common Misconceptions: Many perceive break-fix as cost-effective, yet it often leads to greater downtime, unpredictability, and higher cumulative costs compared to preventative approaches.
Meritocracy* Definition: Meritocracy denotes a system or organisational culture in which advancement, reward, and authority are based strictly on individual merit, achievement, or ability, disregarding social origins or identity factors. * Relevance: The guests scrutinise the concept by highlighting its limitations and the flawed belief that a purely meritocratic system leads to optimal leadership or innovation, particularly ignoring the value of resilience, diversity, and non-linear career paths. * Examples: Promotion policies claiming to recognise only academic success or sales figures, without acknowledging lived experience, creativity, or adaptability. * Related Terms: Equality of Opportunity, Social Mobility, Performance-Based Advancement, Nepotism * Common Misconceptions: Many believe meritocracy inherently eliminates bias and guarantees fairness, yet in practice, it often overlooks structural barriers and privileges that influence who is deemed ‘meritorious’.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | James R Elliot | |
The post Confidence, Balance, and Success appeared first on SEE Change Happen: The Inclusive Culture Experts.
How PR Shapes Authentic Change in a Noisy World
Sarah McCracken explores the power of authentic storytelling, reputation management, and strategic visibility in PR, highlighting how amplifying marginalised voices can shape societal change and foster genuine inclusion.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Sarah McCracken for an energising conversation centred on raising voices and shaping meaningful change through effective and authentic communication. Together, they explore the transformative power of public relations – not as “spin,” but as a genuine means to amplify underrepresented voices and champion the causes of inclusion, diversity, and belonging. The discussion covers how authenticity and visibility are fundamental for organisations and individuals seeking to make a positive impact, the nuances of PR versus marketing, and the risks of reputation management in an age of misinformation and polarised narratives. Joanne and Sarah offer fresh perspectives on countering toxic public discourse, myth-busting without fuelling negativity, and the role of emotional storytelling in bridging the gap between logic and action.
Sarah is an award-winning PR and communications specialist based in County Down, Northern Ireland, with a career spanning sectors as diverse as healthcare, environment, politics, and education. Renowned for her work empowering women and marginalised groups to find confidence in their own voices, Sarah brings a wealth of campaigning experience, from securing smoke-free legislation to driving climate change action. She is particularly passionate about demystifying PR, running workshops and masterclasses to equip others with the skills to raise their visibility and engage meaningfully with stakeholders, journalists, and policymakers. As the founder of Women in PR Northern Ireland and The PR Club, Sarah’s mission is to ensure that everyone has the opportunity to be heard, whether advocating for legislative change or simply finding the courage to share their story online.
Through their engaging exchange, Joanne and Sarah unpack why positive change begins when we tell our own stories with honesty and intention, rather than reacting to the noise of detractors. The episode touches on the challenge of ensuring marginalised voices reach the mainstream, how individuals and organisations can educate, lobby, and use social media effectively, and the most effective ways to handle negative PR. With real-life anecdotes and practical advice, listeners are not only encouraged to embrace their uniqueness but to connect authentically to create ripples of impact.
The key takeaway from this episode is that shaping change requires courage, clarity, and the willingness to own your narrative—regardless of the platform or opposition. Listeners will come away determined to elevate their voices thoughtfully, champion the causes they believe in, and help foster a more inclusive dialogue.
Published: 01.05.2025 Recorded: 04.02.2025 Duration: 1:01:35 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #157 Raising Voices, Shaping Change — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsViral Topic: Campaigning for Change
“that was kind of my first kind of we can do this kind of moment, you know, when you’re there at a speech and the secretary of state is making these announcements, and you’ve got your your clients from from the charity with you. You and the stakeholders of people are gonna be really impacted for the better as a result of this, and it was just brilliant to be part of that.”
— Sarah McCracken [00:04:24 → 00:04:41]
How to Make Your Story Newsworthy: “Just because you think it’s good, doesn’t make it newsworthy.”
— Sarah McCracken [00:12:01 → 00:12:03]
Viral Topic: The Decline of Fact-Checking Online: “And then we’re losing all the the the fact checkers as well off social media platforms, which is quite frightening in itself. Because then where do where do I go to get facts verified? Where do my children go who who aren’t as new savvy?”
— Sarah McCracken [00:14:19 → 00:14:31]
Authenticity in Leadership: “But, yeah, you do you and do it really, really well.”
— Sarah McCracken [00:17:55 → 00:17:57]
Viral Topic: Effective Advocacy in Politics: “I would be encouraging you to, to write a briefing, to be engaging with your local MP, to be engaging with the people who are gonna be speaking to this motion and informing them of the actual facts of the matter.”
— Sarah McCracken [00:19:23 → 00:19:33]
The Power of Personal Storytelling: “You know, you need to get the young people telling their story about the impacts that caring for their their family member has on them. And that is so much more powerful than than you or I telling their story on on their behalf.”
— Sarah McCracken [00:22:32 → 00:22:43]
The Double-Edged Sword of Social Media: “So there there’s pros and cons to socials, but I I personally think the pros outweigh the cons, especially if we use it intentionally to educate, to inform, to build connections.”
— Sarah McCracken [00:36:15 → 00:36:24]
Coping with Online Criticism: “But it can be difficult, especially if people are attacking you personally.”
— Sarah McCracken [00:37:57 → 00:38:00]
The Dangers of Echo Chambers in Decision-Making: “If it’s people you’ve surrounded with because they say yes, that’s not gonna help you in the long term.”
— Sarah McCracken [00:40:07 → 00:40:12]
The Power of PR for Credibility: “So so that’s the value of PR as well. It’s it’s building that credibility through different outlets that’s not paid for. So, again, that that’s gonna enhance your credibility and hopefully down the line boost your presence.”
— Sarah McCracken [00:55:28 → 00:55:40]
Definition of Terms UsedSpin (in PR)* Definition: “Spin” refers to the strategic presentation of information or events by public relations professionals, often putting a particular slant on a story to cast an individual, organisation, or cause in a positive (or sometimes less negative) light. * Relevance: The episode addresses how PR practitioners, especially in political or crisis contexts, are labelled as “spin doctors”, which implies manipulation rather than honest communication; Sarah McCracken pushes back against this, advocating for transparency and authenticity. * Examples: A political adviser describing negative economic data as a “temporary setback” rather than acknowledging recession; reframing a product recall as a demonstration of a company’s commitment to safety. * Related Terms: Framing, Narrative Shaping, Media Messaging, Crisis Communications * Common Misconceptions: Many believe all PR is simply “spinning” the truth, whereas ethical practice involves honest storytelling and stakeholder engagement rather than distortion or deception.
Stakeholder Engagement* Definition: Stakeholder engagement is the process of actively involving individuals, groups, or organisations who have an interest or stake in a decision, issue, or project, ensuring their perspectives are heard and valued. * Relevance: Central to Sarah McCracken’s PR philosophy, stakeholder engagement forms the backbone of effective reputation management and is crucial for shaping campaigns that reflect diverse voices and perspectives. * Examples: Consulting staff or customers before launching a new inclusion initiative; inviting public input into community projects or policies. * Related Terms: Consultation, Participatory Decision-Making, Public Affairs, Internal Communications * Common Misconceptions: Stakeholder engagement is sometimes thought of as mere box-ticking or a publicity exercise, but when done authentically, it leads to lasting organisational change and enhanced trust.
Public Affairs* Definition: Public affairs is a branch of public relations focused on building relationships and communicating with government bodies, politicians, and policymakers to influence public policy, legislation, and societal outcomes. * Relevance: Sarah references working on public affairs campaigns (such as smoke-free legislation and climate change law) and describes briefing policymakers as a vital tactic for effecting systemic change beyond media headlines. * Examples: Lobbying parliamentarians to support equality legislation; preparing position papers for select committees; engaging local councillors to back community projects. * Related Terms: Lobbying, Advocacy, Government Relations, Political Communications * Common Misconceptions: Public affairs is sometimes conflated with underhand lobbying or secretive influence, but in reality, it often focuses on transparent, evidence-based advocacy and democratic engagement.
Myth Busting* Definition: Myth busting refers to the proactive identification and correction of misinformation, misunderstandings, or deliberate falsehoods circulating in public discourse, especially via the media or social channels. * Relevance: The episode highlights the vital role of myth busting in DEI (Diversity, Equity, and Inclusion) communications, particularly when countering the negative PR and culture war narratives that seek to undermine inclusion. * Examples: Publishing fact sheets to counter anti-vaccine misinformation; creating social media campaigns debunking gender equality myths; clarifying organisational stances on controversial issues. * Related Terms: Fact Checking, Disinformation, Reputation Defence, Crisis Communications * Common Misconceptions: Some assume myth busting always backfires by amplifying the myth. However, targeted, evidence-based clarification is often essential for protecting organisational reputation and public trust.
Imposter Syndrome* Definition: Imposter syndrome is a psychological pattern where individuals doubt their abilities or accomplishments and fear being exposed as a fraud, despite evidence of their competence or success. * Relevance: Sarah McCracken and Joanne Lockwood both discuss their personal experiences of imposter syndrome, particularly among women and underrepresented groups trying to find and assert their voice in public, professional, or online spaces. * Examples: A business leader feeling unqualified to speak at a conference despite years of experience; a woman hesitating to post her achievements on social media for fear of judgement or being “found out.” * Related Terms: Self-Doubt, Confidence Gap, Limiting Beliefs, Psychological Safety * Common Misconceptions: It’s often mistakenly thought to be a sign of actual incompetence or weakness, when in fact it is a common experience—especially among high-achieving or marginalised individuals—and can be managed or overcome through support and self-awareness.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sara McCracken The PR Club | |
The post Raising Voices, Shaping Change appeared first on SEE Change Happen: The Inclusive Culture Experts.
Amplifying Marginalised Voices
Saba Ali passionately explores the power of amplifying marginalised voices, the significance of intersectionality, and the urgent need for unity and compassion within the LGBTQIA community amidst challenging societal landscapes.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Saba Ali to share her inspiring journey and discuss the theme of speaking truth to power. Joanne and Saba explore how individuals can champion the voices of marginalised communities, navigate cultural abuse, and work towards institutional change. Joanne reflects on her first encounter with Saba on a panel discussion and highlights Saba's recent accolade as an ally for the trans community. The episode delves into the importance of truth-telling and support, especially in challenging times, emphasising unity within the LGBTQIA community and beyond.
Saba Ali, a public speaker and advocate for justice, focuses on intersectionality, cultural abuse, and the lived experiences of queer South Asian individuals. Saba's superpower lies in her ability to amplify marginalised voices to drive institutional change. Her personal background includes overcoming childhood abuse and navigating intersectional discrimination as a queer woman of colour with hidden disabilities. Through years of therapy and self-improvement, Saba has emerged as a critical friend to the criminal justice system and an unwavering ally for those in need of advocacy and support.
Throughout the episode, Saba shares her journey from a childhood marred by abuse to becoming a powerful advocate for marginalised communities. Reflecting on her lived experiences, she emphasises the importance of creating spaces for honest conversations and providing platforms for those whose voices often go unheard. Joanne and Saba discuss the significance of critical friends within systems like the criminal justice system to ensure authentic representation and positive change.
Towards the end of the episode, the conversation shifts to dealing with societal challenges and supporting individuals in harmful environments. Joanne reflects on her experiences with hate crime reporting, underscoring the importance of supportive, compassionate communication from authorities.
A key takeaway from this episode is the transformative power of allyship and the importance of speaking up to create spaces where marginalised voices can instigate institutional change. Whether through grassroots advocacy or engaging with established systems, listeners will learn how impactful collaboration can drive inclusivity and societal transformation.
Published: 24.04.2025 Recorded: 31.01.2025 Duration: 0:58:29 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #156 Speaking Truth to Power
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and Timestamps“Speaking Out Against Injustice”: “And I think, you know, the more I’ve worked in advocacy and I’ve worked around sort of hate crime, abuse, whether it’s child abuse, domestic abuse, it’s really made me realize that it’s not acceptable. It’s not okay.”
— Saba Ali [00:07:01 → 00:07:17]
“Breaking the Silence on Identity and Abuse”: “And I think especially as women, especially as women of colour, there is so much, there is so many layers of abuse that we have to put up with, and so many people just suffer in silence.”
— Saba Ali [00:08:07 → 00:08:19]
Inclusivity in Representation: “If you’re gonna represent London, which is incredibly diverse culturally and in so many other ways, it cannot be represented just by white gay men that are middle aged. You’ve gotta have youth.”
— Saba Ali [00:14:19 → 00:14:26]
The Importance of Diverse Representation: “To me, representation is really important as I have all those voices, and I don’t think it’s fair that any one person can speak on behalf of a whole community or any one person can say, I’m an ambassador for the trans community.”
— Saba Ali [00:16:24 → 00:16:37]
The Unseen Burden of Protecting Communities: “I’ve had other people say to me that I’m so grateful you do what you do because I wouldn’t do it. And I’ve had so many people in the community say I would not do what you do.”
— Saba Ali [00:21:31 → 00:21:43]
“Media Manipulation and Policing Challenges”: “But I think when it comes to policing, you know, they’ve absolutely ruined it. And we have and I am gonna say we have such a far right leaning media who absolutely twists headlines and the information that’s put out there. It’s completely misinformed, complete scaremongering, and the average person that reads the news or listens to the radio is getting incorrect information.”
— Saba Ali [00:24:30 → 00:25:00]
Struggles in Policing: “So on mass, they come across as evil. But one on one, when you get that, you know, one on one, they’ve actually been, like, I actually can’t believe the police have been nice to me.”
— Saba Ali [00:26:21 → 00:26:34]
“Empathy in Law Enforcement”: “Listen to them first before you start filling out your forms and ticking your boxes because listening is just the most important thing.”
— Saba Ali [00:30:51 → 00:30:58]
“Challenging Conversion Therapy”: “I think conversion, it’s not really converting someone. It’s torturing them.”
— Saba Ali [00:43:15 → 00:43:18]
“Trans Community in Crisis: ‘For the trans community… when it comes to homelessness, they have absolutely nowhere to go.'”
— Saba Ali [00:44:34 → 00:44:37]
Definition of Terms UsedCritical Friend* Definition: A critical friend is someone who provides constructive feedback for improvement while supporting and challenging an organisation or individual to reach higher levels of quality and effectiveness. * Relevance: It allows for unbiased evaluation and helps drive meaningful changes by fostering a culture of reflection and continuous improvement. * Examples: Saba Ali’s role in guiding institutions by amplifying marginalised voices and influencing change. * Related Terms: Ally, Mentor, Advisor, Feedback Partner * Common Misconceptions: Some think a critical friend only criticises, but their role is to provide support while offering actionable feedback for growth.
Intersectionality* Definition: Intersectionality is the interconnected nature of social categorizations such as race, gender, and sexuality, creating overlapping systems of discrimination or disadvantage. * Relevance: Understanding intersectionality helps in addressing the unique challenges and biases that individuals face due to the interplay of various identities. * Examples: Saba Ali’s advocacy work focusing on the multiple layers of discrimination faced by queer South Asian individuals. * Related Terms: Social Categories, Overlapping Disadvantages, Hybrid Identities * Common Misconceptions: Some perceive it as a division tool, but it aims to highlight and address diverse unfair treatments.
Cultural Abuse* Definition: Cultural abuse involves actions that harm individuals by disrespecting or exploiting their cultural values and beliefs, often used to control or oppress. * Relevance: Cultural abuse can have lasting impacts on victims, affecting their identity, self-esteem, and psychological well-being. * Examples: Saba Ali’s experiences with child and cultural abuse leading to her work in advocating for justice. * Related Terms: Emotional Abuse, Psychological Abuse, Religious Exploitation * Common Misconceptions: Many assume cultural abuse is always physical, ignoring the mental and emotional manipulations involved.
Restorative Justice* Definition: Restorative justice is an approach focused on repairing harm by encouraging victims and offenders to communicate and agree on solutions, fostering healing and accountability. * Relevance: Restorative justice seeks resolution and learning rather than punishment, promoting rehabilitation and reconciliation. * Examples: Saba Ali’s emphasis on resolving conflicts through understanding and educational means. * Related Terms: Mediation, Conflict Resolution, Rehabilitation * Common Misconceptions: Often misunderstood as being soft on crime, it actually requires offenders to address and understand the impact of their actions.
Chosen Family* Definition: A chosen family consists of individuals who intentionally form a supportive and close-knit network, especially when biological families are unsupportive or absent. * Relevance: Chosen families provide emotional support, acceptance, and a sense of belonging, crucial for many, especially in marginalised communities. * Examples: Joanne Lockwood’s experiences of a supportive family during and after transitioning. * Related Terms: Support Network, Community, Found Family * Common Misconceptions: People sometimes see chosen families as replacements for biological ones, rather than as unique relationships offering support where biological families may not.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Saba Ali | |
The post Speaking Truth to Power appeared first on SEE Change Happen: The Inclusive Culture Experts.
Heartfelt Healthcare for Trans Individuals
Susie Green explores the compassionate realm of trans healthcare, reflecting on her journey and the pressing need for inclusive, medically overseen support systems that champion resilience, authenticity, and societal acceptance.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a thought-provoking conversation with Susie Green about the challenges and triumphs in providing compassionate healthcare for trans individuals. Susie shares her insights on the evolving landscape of trans healthcare, the societal impacts of current anti-trans rhetoric, and the pivotal role that support systems play in the lives of trans youth. Joanne and Susie also examine the damaging effects of misinformation and discrimination on trans individuals and their families, shedding light on the pressing need for informed, empathetic care.
Susie Green is co-founder and co-director of Anne Health, an organisation dedicated to offering accessible and compassionate healthcare for trans people of all ages. Her journey into this crucial work began when her daughter, at the age of four, expressed her true gender identity. Susie’s firsthand experiences as a mother of a trans child fuelled her passion for advocacy and inclusive healthcare. Known for her resilience and dedication, Susie has been a prominent figure in the trans community for over two decades, previously serving as CEO of Mermaids, a charity that supports transgender youth and their families. Her expertise and personal experiences make her an invaluable advocate for trans rights and healthcare.
Joanne and Susie delve into the stark realities trans individuals face, from the lack of informed healthcare professionals to the toxic narratives perpetuated by mainstream media. They discuss the critical importance of puberty blockers as a means to provide trans youth with space to explore their identities safely, countering the harmful misconceptions that often surround this treatment. Susie emphasises that denying access to such care is not a neutral act—it has severe and sometimes fatal consequences for trans youth.
The episode concludes with Susie sharing the mission of Anne Health and its commitment to offering safe, personalised care for trans individuals. Despite the hate and legal challenges faced, Susie remains steadfast in her commitment to support and uplift the trans community. Joanne and Susie urge listeners to foster understanding, hold space for those struggling, and continue advocating for inclusive healthcare practices.
A key takeaway from this episode is the urgent need for empathy and informed care in supporting trans individuals. Listeners will gain a deeper understanding of the systemic challenges faced by the trans community and the importance of access to safe, affirming healthcare. This episode serves as a powerful call to action to challenge the status quo and advocate for a more inclusive and compassionate society.
Published: 10.04.2025 Recorded: 30.01.2025 Duration: 1:03:28 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #155: Healthcare with a Heart
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsRising Above Negativity: “The things that they say about me, they don’t bother me because they’re not true.”
— Susie Green [00:20:14 → 00:20:19]
Viral Comeback: “But seriously, does my bum look big in this?”
— Susie Green [00:23:24 → 00:23:26]
Challenges Faced by Trans Families in America: “Because access to their health care for their kids looks like it’s gonna be shut down. And clinics are acting in advance of the order actually coming into law as well and turning peep you know, turning young people away from clinic appointments for blockers and stuff.”
— Susie Green [00:26:21 → 00:26:39]
Bias in Healthcare Reports: “If you did a trial on autism, having members of, you know, of the group that were doing that review, you know, would having somebody who actually was autistic on that, would that be biased? No, it wouldn’t. It’s only trans people.”
— Susie Green [00:31:34 → 00:31:47]
Blatant Discrimination in Healthcare: “I heard the reports of the GP surgeries who just took all of their trans patients off their books and went, we’re not we’re not supporting you anymore.”
— Susie Green [00:35:39 → 00:36:54]
Misconceptions in Healthcare: “I went to work for Gender GP and sort of quickly realized that it wasn’t for me because what I saw, what I thought was within Gender GP didn’t come to pass, and it was clear that they weren’t providing personalized, appropriately, medically overseen care.”
— Susie Green [00:40:50 → 00:41:10]
The Struggle for Affordable and Quality Care: “There’s got to be something better than this. There’s got to be something that is actually as affordable as we can make it whilst also ensuring that there is, like, the quality of care with the proper medical oversight.”
— Susie Green [00:41:20 → 00:41:32]
Puberty Blocker Ban: “We came out because we wanted people to know that there was an alternative and that, actually, we were working towards providing a safe and legal route for people to be able to access puberty blockers so that the criminalizing of parents, who just wanna help their kids would, that we would find a way to to help them to do that legally.”
— Susie Green [00:43:36 → 00:43:58]
Legal Oversight in Health Care Legislation: “We commissioned him and his team to look at what we were doing, the model that we were we were doing, and and to give us, like, their legal oversight into the best ways to ensure that we were as robust as possible.”
— Susie Green [00:45:35 → 00:45:48]
“Navigating Medical Bureaucracy for My Child”: “I had to take her to Boston in America to be seen by Dr. Norman Spack at the Boston Children’s Hospital. And that feeling of being alone and being isolated and doing something that’s going against what the NHS was telling me because I was told that she had to go through a full now puberty to be sure that that’s not what she wanted. And I was like, that’s insane. That’s insane.”
— Susie Green [00:49:17 → 00:49:44]
Definition of Terms UsedPuberty Blockers* Definition: Puberty blockers are medications used to delay the onset of puberty in children experiencing gender dysphoria, giving them more time to explore their gender identity before undergoing irreversible physical changes. * Relevance: This intervention is crucial in trans healthcare as it helps alleviate psychological distress by preventing the development of unwanted secondary sexual characteristics. * Examples: A child assigned male at birth who identifies as female may take puberty blockers to prevent the deepening of their voice and growth of facial hair. * Related Terms: Hormone Replacement Therapy (HRT), Gender Dysphoria, Transgender Youth, Endocrinology Common Misconceptions: Puberty blockers are often wrongly assumed to cause permanent infertility or irreversible effects, whereas they are intended to provide a reversible pause in physical development.
Conversion Practices* Definition: Conversion practices refer to attempts to change an individual’s sexual orientation or gender identity through psychological or spiritual interventions. * Relevance: These practices are widely discredited and considered unethical, ineffective, and harmful, leading to mental health issues and trauma for those subjected to them. * Examples: Therapies aimed at making a gay person straight or a transgender person conform to their sex assigned at birth. * Related Terms: Conversion Therapy, Reparative Therapy, Sexual Orientation Change Efforts (SOCE) Common Misconceptions: Some believe conversion practices can be successful in changing one’s gender identity or sexual orientation, despite extensive evidence to the contrary.
Transadjacent* Definition: Transadjacent refers to individuals who do not personally identify as transgender but are closely connected to the trans community, often through advocacy or personal relationships. * Relevance: Allies who are transadjacent play a vital role in supporting, advocating, and amplifying the voices of trans individuals. * Examples: A parent of a transgender child or a friend deeply involved in trans rights advocacy. * Related Terms: Ally, LGBTQ+ Advocate, Cisgender, Transgender Support Common Misconceptions: Being transadjacent does not mean one is questioning their own gender identity; it denotes support and solidarity with the trans community.
Cisgender Outcome* Definition: A cisgender outcome is when individuals identify and continue to identify with the sex they were assigned at birth, without feeling any incongruence between their gender identity and their physical body. * Relevance: In discussions about trans healthcare, promoting a cisgender outcome often means prioritising interventions aimed at affirming the sex assigned at birth, which is controversial and considered unethical by many advocates. * Examples: Encouraging a trans child to accept their birth sex rather than exploring gender-affirming treatments. * Related Terms: Gender Dysphoria, Transgender, Gender Identity, Conversion Practices Common Misconceptions: Some believe that achieving a cisgender outcome eliminates gender dysphoria, but this often exacerbates the distress experienced by trans individuals.
Neurodiversity* Definition: Neurodiversity is the concept that neurological differences, such as autism and ADHD, are natural variations in the human genome, and should be respected and valued as any other human variation. * Relevance: Recognising neurodiversity in the context of gender identity acknowledges that diverse ways of thinking and being can influence one’s understanding and expression of gender. * Examples: A person with autism who also identifies as Non-binary may experience their gender identity in unique ways due to their neurological differences. * Related Terms: Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Neurodivergent, Neurotypical Common Misconceptions: Neurodiversity is often misunderstood as a medical deficit or disorder, rather than a natural and valuable difference in cognitive functioning.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Susie Green Anne Health | |
The post Healthcare with a Heart appeared first on SEE Change Happen: The Inclusive Culture Experts.
Transforming Workplace Stress into Personal Brilliance
Emma Parnell shares her transformative journey from burnout to brilliance, emphasising the vital role of self-care, emotional intelligence, and fostering inclusive and psychologically safe environments.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Emma Parnell to explore the transformative journey from burnout to brilliance. Emma, an L&D manager, shares her personal experiences and insights into creating inclusive environments where people can thrive. Joanne and Emma delve into the importance of recognising personal and professional boundaries, as well as the role of emotional intelligence in fostering a culture of inclusion and belonging.
Emma Parnell has over 30 years of experience in learning and development. She is dedicated to fostering inclusive environments that unlock the potential of every individual. With a career that spans various roles and industries, Emma’s superpower lies in her resilience and her ability to inspire others to embrace their differences. In this episode, she candidly discusses her personal battle with burnout and her journey towards recovery, providing valuable insights into the importance of self-care and setting boundaries.
Both Joanne and Emma stress the need for organisations to embed diversity, equity, and inclusion (DEI) into their DNA rather than treating it as a tick-box exercise. They discuss the challenges of creating engaging and inclusive training content and the significance of scenario-based learning to drive behavioural change. Emma shares a touching story about a colleague with bipolar disorder, highlighting the importance of understanding and embracing individual differences in the workplace.
Joanne and Emma also tackle the misconceptions surrounding DEI efforts and offer strategies to ensure that these initiatives are seen as integral to organisational success. They emphasise the need for leaders to demonstrate emotional intelligence and to create psychologically safe environments where employees feel valued and heard.
The episode concludes by underscoring the transformative power of self-care and resilience in overcoming burnout and achieving brilliance. By sharing her journey, Emma provides hope and practical advice for those experiencing similar challenges.
A key takeaway from this episode is the importance of recognising and addressing burnout through self-care and boundary-setting, both personally and within organisations. Listeners will gain valuable insights into creating inclusive, psychologically safe environments that foster belonging and allow individuals to thrive. Whether you’re a leader, a DEI champion, or someone navigating the pressures of modern work life, this episode offers practical guidance for achieving brilliance amidst challenges.
Published: 03.04.2025 Recorded: 28.01.2025 Duration: 0:59:22 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #154 From Burnout to Brilliance — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsEmbracing Diversity and Inclusion: “It’s the responsibility of child perhaps as well as learning and development and people who manage people to find out what the superpower is of the person that they’re hiring, because they can surprise you.”
— Emma Parnell [00:02:39 → 00:03:46]
The Importance of Inclusive Leadership: “Quietness doesn’t mean that somebody hasn’t got something to contribute.”
— Emma Parnell [00:04:19 → 00:04:22]
The True Essence of Inclusion: “One of the things that I think would be amazing in the future is if it was part of an organization’s DNA and not, don’t forget, we need to have a policy on it.”
— Emma Parnell [00:08:56 → 00:09:10]
Creating Engaging Content for Learners: “But I think what you must always do as a creator of training is put yourself in the position of the learner.”
— Emma Parnell [00:12:15 → 00:12:22]
The Power of Learning Experiences: “Rather than just telling people how to think, what to think, when to think it, you just empower them to explore how they feel about it.”
— Emma Parnell [00:15:00 → 00:15:09]
The Power of Collaborative Learning: “And I think that when you can get people together in a room and give them a challenge, a problem to solve together, So that you, as a facilitator, you lead the session, but you let them do the work, do it all, and discover it, and lead it, and enjoy it, and come to their own conclusions.”
— Emma Parnell [00:26:44 → 00:27:02]
The Importance of Psychological Safety in the Workplace: “But everybody should feel safe to be able to say when they’re worried about something, when things are going wrong.”
— Emma Parnell [00:29:50 → 00:29:58]
The Importance of Psychological Safety in Teams: “So it’s psychological safety is it’s for some teams I’ve worked in, it’s quite natural, actually. It’s, you know, everybody respects everybody else, and everybody can speak when they need to. And say if they’re not happy about something or say if they need something to be different.”
— Emma Parnell [00:30:50 → 00:31:05]
The Importance of Emotional Intelligence in Management: “And, again, it just creates a more inclusive environment if particularly management are emotionally intelligent and empathetic and can appreciate listening to other people rather than making assumptions about things and using emotional intelligence to ensure that they treat everybody as individuals and not just a blanket view of how to manage people, for example.”
— Emma Parnell [00:36:31 → 00:36:59]
Experiencing Burnout: “I didn’t know why. So, it was a little bit like an out of body experience in the sense that I could, I could almost see myself looking down on me at my desk thinking, why aren’t you doing the things you need to do?”
— Emma Parnell [00:38:53 → 00:39:04]
Definition of Terms UsedPsychological Safety* Definition: Psychological safety refers to a workplace environment where individuals feel comfortable expressing their thoughts, asking questions, and admitting mistakes without fear of ridicule or retaliation. * Relevance: Crucial for fostering an inclusive and innovative workplace where employees feel valued and can contribute fully. * Examples: Encouraging team members to speak up during meetings, non-judgmental feedback sessions, open-door policies for management. * Related Terms: Employee Well-being, Inclusive Cultures, Emotional Intelligence, Trust in the Workplace * Common Misconceptions: Some may think psychological safety means avoiding conflict altogether, but healthy debate and constructive criticism are also part of a psychologically safe environment.
Burnout* Definition: Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress, often related to work. * Relevance: Understanding and addressing burnout is vital for maintaining a productive and healthy workforce. It can directly impact employee performance and retention. * Examples: Chronic fatigue, cynicism towards one’s job, reduced professional efficacy. * Related Terms: Stress Management, Employee Well-being, Resilience, Work-life Balance * Common Misconceptions: Many assume burnout is solely an individual’s problem, but organisational culture and management practices significantly contribute to it.
Emotional Intelligence (EQ)* Definition: Emotional Intelligence is the ability to understand, use, and manage your own emotions positively to relieve stress, communicate effectively, empathize with others, and overcome challenges. * Relevance: Key for building strong relationships in the workplace, fostering a collaborative environment, and improving leadership capabilities. * Examples: Active listening, empathy in communication, emotional regulation during stressful situations. * Related Terms: Social Intelligence, Self-awareness, Empathy, Emotional Regulation * Common Misconceptions: Some believe that EQ is an inherent trait and cannot be learned or developed, but it can actually be improved with practice and training.
Diverse Teams* Definition: Diverse teams refer to work groups composed of individuals with different characteristics, backgrounds, and perspectives, including but not limited to ethnicity, gender, age, and cognitive diversity. * Relevance: Diverse teams are crucial for innovation, creativity, and comprehensive problem-solving in an organisation. * Examples: Teams that include both younger and older members, people from various cultural backgrounds, or those with different professional experiences. * Related Terms: Diversity & Inclusion (D&I), Cross-functional Teams, Multiculturalism, Neurodiversity * Common Misconceptions: Some view diverse teams as harder to manage due to potential conflicts, but when managed well, they outperform homogeneous teams in the long run.
Learning Culture* Definition: A learning culture is an organisational environment that encourages and supports continuous learning, critical thinking, and the sharing of knowledge within the business. * Relevance: Cultivating a learning culture is essential for ensuring employees’ ongoing development, innovation, and adapting to change. * Examples: Regular training sessions, access to online learning platforms, mentorship programmes. * Related Terms: Continuous Learning, Organisational Development, Knowledge Sharing, Employee Development * Common Misconceptions: Some believe a learning culture only involves formal training programs, but it also includes informal learning and knowledge sharing among peers.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Emma Parnell | |
The post From Burnout to Brilliance appeared first on SEE Change Happen: The Inclusive Culture Experts.
Rediscovering Purpose and Connection
Anna VanAgtmael explores the transformative journey from corporate life to empowering women through adventure retreats, blending fearless connections and bold living, while navigating the challenges of entrepreneurship and personal growth.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Anna VanAgtmael for an invigorating discussion titled "Fearless Connections, Bold Journeys." They dive into Anna's transformative journey from a successful career in laboratory medicine to becoming the founder of Wandering Roots, an organisation dedicated to empowering women through adventure retreats. Anna reveals the deeply personal and professional milestones that led her to this change, highlighting how taking risks can inspire authentic connections and fierce living. Join Joanne and Anna to explore the essence of stepping out of one’s comfort zone and the extraordinary benefits it brings.
Anna VanAgtmael is a trailblazer who has dedicated her career to building supportive and transformative environments for women. As the founder of Wandering Roots, she organises adventure retreats worldwide, blending her love for travel with her passion for helping women unlock their potential. Anna's journey began in laboratory medicine where she successfully built and managed a laboratory before an unexpected neck surgery prompted her to reconsider her path. This epiphany led her to create spaces for women to pause, reflect, and realign with their life's purpose. Her unstoppable drive to transform lives is rooted in her own experiences, making her a compelling advocate for living boldly and authentically.
During the conversation, Anna discusses the importance of addressing fears and taking managed risks to achieve personal growth. She explains how her retreats offer women the chance to disconnect from daily responsibilities and dive into experiences that challenge and invigorate them. Joanne and Anna touch on the value of being surrounded by supportive communities and how shared adventures can lead to profound personal insights. Anna also breaks down her strategy for balancing the excitement of entrepreneurship with the practicalities of running a sustainable business, offering listeners invaluable advice on navigating their own bold journeys.
One key takeaway from this episode is the empowering notion that stepping out of your comfort zone can lead to immense personal growth and fulfillment. Anna’s journey from a structured corporate life to creating transformative retreats showcases the power of resilience and the rewards of authenticity. Listeners will be inspired to embrace their fears, take calculated risks, and pursue a life that resonates with their true selves. Tune into this episode for a boost of motivation to embark on your own bold journey and foster fearless connections.
Published: 27.03.2025 Recorded: 27.01.2025 Duration: 0:53:52 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #153: Fearless Connections, Bold Journeys — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and QuotesFinding Healing and Connection Through Yoga: “And we were sharing very vulnerable parts of ourselves, and everybody is loving and accepting each other for who they were and not who they were trying to be.”
— Anna VanAgtmael [00:05:14 → 00:05:22]
The Power of Your Inner Circle: “You know, they always say you’re the, what is it? The 5 people you spend the most time with are usually a reflection of who you are as well.”
— Anna VanAgtmael [00:07:27 → 00:07:36]
The Entrepreneurial Mindset: “Nobody that has ever hosted a retreat, myself included, is doing it for the profit, but it’s the only way to sustain your business instead of operating an extensive hobby.”
— Anna VanAgtmael [00:10:26 → 00:10:35]
Embracing Change and Serving Others: “This is a test from the universe and I I’m I’m like firm and that I don’t want to do that anymore. And so I will take this time and create a service for the people that were requesting it, sort of giving me a purpose, like you said, filling a need.”
— Anna VanAgtmael [00:15:12 → 00:15:30]
Viral Topic – Women Supporting Women: “It’s like we really get to know each other, and it’s just a lot of women supporting women and business owners supporting business owners.”
— Anna VanAgtmael [00:16:38 → 00:16:45]
Step Outside Your Comfort Zone: “I want everybody to try something that kind of terrifies them. I want them to like step outside of their comfort zone with a supportive group of people around them and also have that pause like I did where all of your responsibility is taken care of because we have a personal chef.”
— Anna VanAgtmael [00:17:12 → 00:17:56]
Finding Your Path: “I just started doing things that interested me and kinda scared the hell out of me.”
— Anna VanAgtmael [00:33:04 → 00:33:09]
Vulnerability with Strangers: “It’s usually easier to tell a stranger something like some secret or something vulnerable because they don’t know anything about you.”
— Anna VanAgtmael [00:35:27 → 00:35:36]
Navigating International Travel During Uncertain Times: “I found these telehealth tests that were accepted by PSA. And so we were able to as long as we had Wi Fi tests at our venue, we didn’t have to, like, ship everybody to, like, a health centre or anything like that.”
— Anna VanAgtmael [00:38:21 → 00:38:33]
Tropical Storm Chaos: “We got stuck in a tropical storm… it was, like, the worst rain storm they had had in, like, 13 years or something.”
— Anna VanAgtmael [00:43:32 → 00:43:37]
Definition of Terms UsedTransformative Adventure Retreats* Definition: Transformative adventure retreats are trips designed to combine physical adventure activities with personal development, self-discovery, and fostering authentic connections among participants. * Relevance: These retreats allow participants to step out of their comfort zones, experience personal growth, and build meaningful connections in a supportive environment. * Examples: Yoga retreats in remote locations, hiking expeditions with personal coaching sessions, or adventure travel paired with mindfulness workshops. * Related Terms: Personal Growth Retreats, Wellness Retreats, Experiential Travel. * Common Misconceptions: Some may believe these retreats are just vacations or leisure trips, but they are often structured with activities aimed at promoting significant personal transformation and emotional well-being.
Radical Sobriety* Definition: Radical sobriety is a lifestyle choice where individuals abstain from alcohol and other substances to experience life more fully and authentically, embracing all emotions and experiences without any form of intoxication. * Relevance: It promotes self-awareness, mental clarity, and emotional resilience by removing substances that may dull or alter one’s perception of reality. * Examples: Choosing not to drink alcohol at social events, engaging in sober social activities, and focusing on personal well-being and mental health. * Related Terms: Sobriety, Mindfulness, Clean Living, Substance-Free Lifestyle. * Common Misconceptions: People might think radical sobriety is only for those with a history of substance abuse, but it can be a proactive choice for anyone seeking a more authentic and enriching life experience.
Authentic Connections* Definition: Authentic connections refer to genuine, deep, and meaningful relationships built on honesty, vulnerability, and mutual understanding, free from superficiality and pretence. * Relevance: These connections are crucial for emotional well-being, providing support, trust, and a sense of belonging in both personal and professional contexts. * Examples: Friendships where individuals feel safe to share their true selves, supportive work environments where colleagues engage openly and honestly, and family relationships based on unconditional acceptance. * Related Terms: Emotional Intimacy, Deep Relationships, Genuine Bonds. * Common Misconceptions: Authentic connections aren’t just about sharing positive experiences; they often involve navigating difficult conversations and challenges together, which strengthens the relationship over time.
Resilience through Adversity* Definition: Resilience through adversity is the capacity to recover quickly from difficulties and challenges, often emerging stronger and more adaptable as a result. * Relevance: Building resilience is essential for personal growth and success, enabling individuals to cope with setbacks and maintain mental and emotional health. * Examples: Overcoming the fear of failure in entrepreneurial ventures, bouncing back from personal losses, and adapting to unexpected life changes. * Related Terms: Mental Toughness, Adaptability, Emotional Strength, Grit. * Common Misconceptions: Resilience is not about avoiding suffering; it is about learning to navigate and grow from difficult experiences with a positive outlook.
Side Hustle* Definition: A side hustle is a project or business undertaken in addition to one’s main job, usually to earn extra income or explore a passion or interest outside of regular working hours. * Relevance: It offers financial flexibility, additional skill development, and can potentially lead to a full-time entrepreneurial venture. * Examples: Freelance graphic design, starting an online shop, offering consulting services, or creating and monetising content online. * Related Terms: Gig Economy, Freelancing, Part-Time Business, Entrepreneurship. * Common Misconceptions: Some believe side hustles are only for those struggling financially, but they can also be pursued by individuals seeking personal fulfilment or a creative outlet.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | Anna VanAgtmael Wandering Roots | |
The post Fearless Connections, Bold Journeys appeared first on SEE Change Happen: The Inclusive Culture Experts.
Unpacking Neurodiversity, Autism, and ADHD in Modern Workplaces
Charlie Hart unveils their personal and professional journey in championing neurodiversity and LGBTQIA+ inclusion, offering profound insights on accommodating diverse minds, and fostering an equitable, embracing, and truly inclusive workplace.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and Charlie Hart bring you an engaging and enlightening discussion on embracing neurodiversity. They explore the unique challenges and advantages of being neurodivergent in today's society and workforce. Charlie, a prominent advocate for neurodiversity and LGBTQIA+ inclusion, shares their experiences and insights on the significance of understanding and adapting to different neurological profiles at work. Joanne and Charlie uncover the mechanisms behind late diagnoses, asynchronous learning, and how the modern work environment can be more inclusive of different neurological experiences.
Charlie Hart, also known as Awesome Charlie, is a celebrated neurodivergent keynote speaker with a powerful dedication to creating a better world for neurodivergent and LGBTQIA+ youth. Drawing inspiration from their own children and the Gen Z community, Charlie transitioned from a career in HR to become a full-time advocate and researcher on neurodiversity inclusion. Their journey through discovering their own ADHD, autism, and complex PTSD has shaped their unique insights into societal and workplace inclusion, making them a valued voice in the field.
Throughout the episode, Joanne and Charlie delve into personal anecdotes and professional experiences highlighting the critical aspects of creating an inclusive environment for everyone. They challenge societal constructs and bring attention to the importance of recognising individual strengths and support needs. The conversation also touches on the intersectionality of neurodivergence with other identities, particularly within the LGBTQIA+ community, underscoring how these overlapping challenges can impact daily life and career progression.
One key takeaway from this episode is the emphasis on rethinking traditional workplace norms to accommodate neurodiverse employees effectively. Listeners will gain a profound understanding of the importance of creating flexible, supportive work environments that enable all individuals to thrive. This episode is a must-listen for anyone looking to deepen their knowledge of neurodiversity and enhance their approach to inclusivity in both personal and professional realms.
Published: 20.03.2025 Recorded: 23.01.2025 Duration: 1:02:41 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #152: Embracing Every Mind — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and QuotesDiscovering Neurodiversity: “So in 2018, I went through the autism diagnosis, and I discovered the neurodiversity community online.”
— Charlie Hart [00:03:34 → 00:03:43]
Embracing Neurodiversity: “The difference is when you’re neurodivergent, it can mean that the things you’re good at, you’re particularly good at, and the things you that you struggle with, you’re you particularly struggle with.”
— Charlie Hart [00:14:35 → 00:14:45]
The Overlapping Spectrum of Neurodiversity: “You can’t draw a neat line around the autistic part of my brain and the ADHD part.”
— Charlie Hart [00:17:19 → 00:17:25]
The Complexity of Diagnosing Autism and ADHD: “When you look at it like that, I I don’t know many people that I would say were just just autistic or just ADHD.”
— Charlie Hart [00:18:10 → 00:18:17]
Deaf Community Advocates Against Politically Correct Language: “It was the deaf community that said bollocks to that. We’re deaf.”
— Charlie Hart [00:21:33 → 00:21:37]
Neurodiversity in IT Workplaces: “If you want the people with those skills, then you’re gonna have to not have neuro normative expectations on how they get through the recruitment process, what support they need in the role, what their interpersonal skills are like, and that kind of thing.”
— Charlie Hart [00:33:32 → 00:33:48]
“Modern Remote Work Challenges”: “And I said to her, I can’t work like this. It’s so overwhelming. And I started to send a a lot of text messages on Teams, and she was saying to me, I can’t work like this. It’s hurting my shoulders and my wrist.”
— Charlie Hart [00:37:06 → 00:37:19]
The Future of Work: “They are the workforce of the future. And if they’ve got preferred ways of working, preferred hours or flexibility or media, all of these things, they’re used to expressing that preference and not being told, no, you’ve got to work in this place from 9 till 5, Monday to Friday, and do as you told.”
— Charlie Hart [00:41:11 → 00:41:30]
Neurodiversity and Psychological Safety at Work: “If you’re having issues because your kids are at home and they’re anxious and you’re trying to do a job at home school at the same time and there’s a global pandemic, that you’re not just putting on a brave face and only showing a professional veneer, but you can actually say what you’re up against and know that it’s not gonna be used against you.”
— Charlie Hart [00:46:42 → 00:47:03]
Neurodiversity in the Workplace: “Even if you think you don’t have any autistic employees, and every company will, but every workforce is neurodiverse because it is made up of human individuals who think, fail, and process in different ways.”
— Charlie Hart [00:47:40 → 00:47:53]
Definition of Terms UsedNeurodivergent* Definition: Neurodivergent refers to individuals whose neurological development and functioning are different from what is considered typical or neurotypical. This term includes a range of conditions such as autism, ADHD, dyslexia, and more. * Relevance: Understanding neurodiversity is crucial in creating inclusive environments that accommodate various ways of thinking and experiencing the world. It emphasises the value of cognitive differences. * Examples: Autistic individuals may have heightened focus on specific interests, while those with ADHD might excel in creative problem-solving. * Related Terms: Neurotypical, Neurodiversity, Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD) * Common Misconceptions: Many believe that neurodivergent individuals are less capable or are disorders that need curing. In reality, neurodivergence encompasses a wide range of strengths and capabilities.
Monotropism* Definition: Monotropism is the tendency to focus on one interest at a time, often to the exclusion of other stimuli. This is commonly observed in autistic individuals. * Relevance: Recognising monotropism can help in understanding the intense focus and passion autistic individuals may have in specific areas, which can be a significant strength in specialised roles. * Examples: An autistic person intensely focusing on a hobby or task, often achieving a high level of expertise or comprehensive detail. * Related Terms: Hyperfocus, Special Interests, Flow State, Attention Tunnels * Common Misconceptions: Some see monotropism as being obsessive or inflexible, but it can actually be a powerful cognitive tool for deep learning and expertise.
Neurotypical* Definition: Neurotypical refers to individuals whose neurological development and functioning align with what is considered the societal norm or typical. * Relevance: The term helps differentiate between those who may require different support structures and those who are typically well-supported by existing societal frameworks. * Examples: Most educational and workplace settings are designed with neurotypical individuals in mind, often overlooking the needs of neurodivergent people. * Related Terms: Neurodivergent, Neurodiversity, Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD) * Common Misconceptions: Being neurotypical does not necessarily mean being superior; it simply reflects the most common neurological pattern in a given population.
Rejection Sensitive Dysphoria (RSD)* Definition: Rejection Sensitive Dysphoria (RSD) is an extreme emotional sensitivity and pain triggered by the perception of rejection or criticism, often associated with ADHD. * Relevance: Recognising RSD is important for understanding the emotional challenges faced by individuals with ADHD in social and professional environments. * Examples: An individual with RSD might overreact to perceived slights or criticism, experiencing intense emotional turmoil. * Related Terms: Emotional Dysregulation, ADHD, Social Anxiety, Neurodiversity * Common Misconceptions: RSD is often mistaken for mood disorders or general emotional instability, but it is a specific response linked to actual or perceived rejection.
Double Rainbow* Definition: The term “Double Rainbow” refers to the intersection of being both neurodivergent and part of the LGBTQIA+ community. * Relevance: Understanding the “double rainbow” helps in addressing the unique challenges and strengths that arise from holding multiple marginalised identities. * Examples: A person who is both autistic and transgender may face distinct social and workplace challenges that need comprehensive inclusivity strategies. * Related Terms: Intersectionality, Neurodiversity, LGBTQIA+, Dual Minorities * Common Misconceptions: Some may think that neurodiversity and LGBTQIA+ issues are entirely separate, but in reality, these can intersect, compounding experiences of marginalisation and resilience.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Charlie Hart Ausome Charlie | |
The post Embracing Every Mind appeared first on SEE Change Happen: The Inclusive Culture Experts.
Embracing Autism and Empowering Families
Crystal Jordan navigates the intricate landscape of autism advocacy, highlighting the importance of redefining normal, fostering independence, and the critical role of personalised education in empowering neurodiverse individuals.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Crystal Jordan explore what it means to "redefine normal" within the context of autism and neurodiversity. Crystal, an autism advocate and author, shares her journey of turning her personal experiences into a mission for inclusion and empowerment. Joanne and Crystal delve into the challenges and triumphs of advocating for autistic individuals, especially those who are nonverbal, and discuss how societal perceptions of "normal" often fall short of embracing the individuality and potential of neurodiverse individuals.
Crystal Jordan is based in Atlanta, Georgia, and is a dedicated autism advocate, philanthropist, and author. Inspired by her son Zachariah, who was diagnosed with autism at the age of two, Crystal has devoted her life to creating a world where neurodiversity is embraced. She founded Zachariah's World, a brand that focuses on autism awareness and inclusion through books, apparel, and advocacy. Joanne and Crystal discuss how Crystal's advocacy journey began and the importance of creating environments where autistic individuals can thrive. Crystal's work is driven by her desire to ensure that her son and others like him can lead fulfilling lives with access to education, employment, and societal acceptance.
Throughout the episode, Joanne and Crystal tackle issues such as the importance of individualized education plans (IEPs), the role of advocacy in securing necessary services, and the need for more resources and support for autistic individuals and their families. They also highlight the everyday challenges and rewards of raising an autistic child, including finding joy in small milestones and fostering independence. Crystal shares humorous and heartwarming stories about her son Zachariah, shedding light on his unique personality and the ways he navigates the world.
A key takeaway from this episode is the critical role of advocacy in creating inclusive environments for neurodiverse individuals. Listeners will gain a deeper understanding of the challenges faced by autistic individuals and their families and the importance of pushing for systemic changes that promote acceptance and inclusion. Crystal's story is a powerful reminder that everyone deserves the opportunity to thrive, regardless of their neurodiversity. The episode encourages listeners to become allies and actively support the cause of inclusion through understanding, patience, and advocacy.
Published: 13.03.2025 Recorded: 21.01.2025 Duration: 0:56:27 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #151: Redefining Normal — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and QuoatesThe Importance of Advocacy in Elder Care: “You have to be brutally firm with people in order to get not not rude, but just really, really firm.”
— Crystal Jordan [00:17:15 → 00:17:22]
Caring for an Adult Child with Down Syndrome: “They’re very aware of the fact they won’t be able to go on providing care and advocacy for their son for the rest of their lives.”
— Crystal Jordan [00:27:26 → 00:27:34]
Viral Topic: The Crisis Facing Adults with Down Syndrome: “What’s happening now is because of the health care advances, people with, downs are now living longer and potentially most of them are now outliving their parents. So we’ve got a crisis with the with people with downs where they will not be able to see that they haven’t got independent living or they’re not independently capable of living.”
— Crystal Jordan [00:27:52 → 00:28:08]
Supporting Nonverbal Autistic Adults: “What I don’t see is adult autistic people being advocated for on television nationally. I don’t see the awareness of nonverbal autistic people in their twenties, thirties, and forties and how we support them.”
— Crystal Jordan [00:28:54 → 00:29:05]
The Importance of Empathy in Advocacy: “We haven’t created, I would call it, an empathy bridge. We haven’t got people to connect in an empathetic way to the the problems so that they become bought into providing the solution.”
— Crystal Jordan [00:29:47 → 00:29:57]
Parental Pride: “There’s nothing prouder than to see our 2 children go to university, grow up, get married, have their own house, property.”
— Crystal Jordan [00:31:28 → 00:31:35]
Balancing the Needs of Siblings: “It must be must be hard to ensure that your typical child doesn’t feel pushed out or marginalised from their atypical child with autism, where you’re putting all your all your time into that one child.”
— Crystal Jordan [00:38:12 → 00:38:17]
Embracing Neurodiversity in Education: “The individualized education programme allows us to create something just for Zach or just for another autistic child, not treat them like everybody else because… neurodiversity… are so individual.”
— Crystal Jordan [00:41:09 → 00:41:18]
Understanding Dyslexia: “When we finally had this diagnosis for, dyslexia, we suddenly understood why he’s not able to recognize letters and shapes and things.”
— Crystal Jordan [00:46:49 → 00:46:57]
Overcoming Ignorance Together
Quote: “We all live in our own little echo chamber. We all blinkers on. We hear what we know. Anything outside of that, we tend to be blissfully unaware of.”
— Crystal Jordan [00:52:14 → 00:52:44]
Definition of Terms UsedNeurodiversity* Definition: Neurodiversity refers to the concept that variations in brain function and behavioural traits are normal and part of the natural diversity of the human population. * Relevance: Embracing neurodiversity promotes inclusiveness for individuals with neurological differences, such as autism and ADHD, acknowledging their unique perspectives and contributions. * Examples: Recognising autistic individuals for their unique skills, incorporating neurodiverse hiring practices, and adapting workplace environments to accommodate different neurological needs. * Related Terms: Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Inclusion, Neurodivergent * Common Misconceptions: Neurodiversity is sometimes misunderstood as a medical condition that needs curing, rather than a natural variation in human cognition and functioning.
Individualized Education Program (IEP)* Definition: An Individualized Education Program (IEP) is a custom-tailored educational plan designed to meet the unique needs of a student with disabilities. * Relevance: The IEP is crucial in providing the required support and resources that help neurodiverse students achieve their academic potential and equitable access to education. * Examples: Specialised instructional strategies, speech therapy, occupational therapy, and specific educational goals tailored to the student’s needs. * Related Terms: Special Education, 504 Plan, Educational Accommodations, Learning Disabilities * Common Misconceptions: Many believe that an IEP lowers academic standards, but it is actually a means to personalise learning in a way that allows students to meet educational objectives according to their capabilities.
Advocacy* Definition: Advocacy involves the act of speaking or acting on behalf of someone or a cause, particularly to influence policies, decisions, and the allocation of resources. * Relevance: Advocacy is vital in securing the necessary supports and accommodations for neurodiverse individuals, ensuring they are treated with respect and have equal opportunities. * Examples: Parents advocating for their child’s educational needs through an IEP, lobbying for disability rights, and public campaigns to raise awareness about autism. * Related Terms: Activism, Support Networks, Legal Advocacy, Self-Advocacy * Common Misconceptions: Advocacy is often misunderstood as aggressive confrontation when it also includes peaceful and strategic efforts to create positive change.
Nonverbal Autism* Definition: Nonverbal autism is a type of autism spectrum disorder where individuals do not use spoken language effectively, relying instead on alternative communication methods. * Relevance: Understanding nonverbal autism is crucial for developing effective communication strategies and supports to help these individuals express themselves and interact with others. * Examples: Using sign language, picture exchange communication systems (PECS), and electronic communication devices. * Related Terms: Augmentative and Alternative Communication (AAC), Autism Spectrum Disorder (ASD), Speech-Language Pathology, Communication * Common Misconceptions: A common misconception is that nonverbal individuals cannot understand speech or communicate effectively, but many are capable of understanding and using alternative methods to convey their thoughts.
Stimming* Definition: Stimming, or self-stimulatory behaviour, involves repetitive actions or movements often seen as a way for neurodiverse individuals to self-regulate emotions and sensory input. * Relevance: Recognising stimming behaviours is essential for providing an inclusive environment that understands and supports the sensory needs of neurodiverse individuals. * Examples: Hand-flapping, rocking, repeating sounds or words, and tapping objects. * Related Terms: Sensory Processing Disorder, Self-Regulation, Repetitive Behaviours, Coping Mechanisms * Common Misconceptions: Many perceive stimming as merely disruptive or unnecessary, while in reality, it is often a crucial means of self-soothing and managing anxiety.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Crystal Jordan Zachariah World | |
The post Redefining Normal appeared first on SEE Change Happen: The Inclusive Culture Experts.
Rethinking Wellness: Embracing Holistic Health Practices
Christian Elliott unravels the complexities of holistic health, challenging the conventional medical model and championing transformative, toxin-free living for true wellness and longevity.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Christian Elliot, a certified personal trainer, nutritionist, life coach, and founder of Healing United. The discussion centres around the transformative journey from the toxins in our environment and food to achieving holistic health and well-being. Christian passionately articulates the failures of conventional healthcare and why many find themselves stuck in a cycle of symptom management rather than achieving true wellness. Joanne and Christian delve into the complexities of chronic diseases, the impacts of toxins on our bodies, and the importance of informed consent in medical treatments.
Christian Elliot's journey to holistic health began out of personal necessity. After conventional medicine failed him, he turned to alternative practices, discovering the intricate links between diet, environment, and health. As the founder of Healing United, Christian's mission is to empower people to reclaim their health through personalised holistic detox programmes. His superpower? Simplifying complex health concepts into actionable solutions. Living in Florida, Christian has dedicated the past two decades to studying and promoting alternative methods for achieving optimum health. His insights into the systemic issues within conventional healthcare, paired with his practical advice, offer listeners a fresh perspective on health and wellness.
Throughout this engaging episode, Joanne and Christian discuss the monopolistic tendencies of the current healthcare system and the linguistic handcuffs that label alternative medicine as lesser. They challenge these biases and highlight the importance of taking ownership of one's health. The conversation covers the historical context of how conventional healthcare gained dominance, the role of the pharmaceutical industry, and the methods Christian uses to help clients detox and nourish their bodies for optimal health.
The episode concludes by emphasising the need for education and opting out of a system that prioritises profit over people. Joanne and Christian advocate for a holistic approach to health that includes proper nutrition, hydration, and a balanced lifestyle. They encourage listeners to question conventional methods, seek informed consent, and explore alternative paths to wellness.
A key takeaway from this episode is the transformative power of holistic health practices in achieving true wellness. By learning to detoxify and nourish our bodies, we can break free from the cycle of symptom management and reclaim our health. Whether you're dealing with chronic conditions or simply looking to improve your well-being, this episode provides invaluable insights and practical advice for a healthier, more balanced life.
Published: 06.03.2025 Recorded: 15.01.2025 Duration: 0:57:40 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #150: From Toxins to Transformation
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Timestamps and QuotesThe Medical Industrial Complex: “This big high level system that has really profit ahead of people and that is really interested in the medical world and treating symptoms rather than getting to root causes.”
— Christian Elliot [00:05:43 → 00:05:55]
The Downfall of Modern Healthcare: “A patient that’s cured as a customer lost.”
— Christian Elliot [00:09:54 → 00:09:56]
Health Crisis Commentary: “In the 1930s about seven and a half percent of the population had a chronic health condition. Today, six out of ten people have at least one.”
— Christian Elliot [00:10:34 → 00:10:42]
Viral Debate on Health Terminology: “The so called conventional model has claimed for itself the exclusive rights to use words like cure, treat, prevent, mitigate or ameliorate and everything so called alternative is not allowed to use those terms.”
— Christian Elliot [00:12:49 → 00:13:02]
The Flaws of Conventional Healthcare: “Poison your body into submission. If it’s not working, cut parts out. And if you got something significant, we can radiate you, we can burn you and burn that part of your body in order to help it heal. And the basic logic of that doesn’t handle a stress test very well.”
— Christian Elliot [00:13:40 → 00:13:53]
The Body’s Healing Power: “The body is what heals itself, the intervention doesn’t.”
— Christian Elliot [00:14:33 → 00:14:36]
Medical Accountability: “Where was that informed consent at the beginning of prescribing that? There wasn’t any.”
— Christian Elliot [00:25:10 → 00:25:14]
The Power of Fear in Control: “Fear is part of how we are trained to like. If you, if you can get someone an anxious moment, they are malleable and they are likely to do whatever you tell them with authority and confidence is the answer.”
— Christian Elliot [00:30:06 → 00:30:17]
Pharmaceutical Influence in Media: “We just have the largest advertisers on all mainstream media, 50 to 70% of their advertising revenue, more in an election year comes from pharmaceutical Companies so they get to dictate content, they get to dictate culture.”
— Christian Elliot [00:38:48 → 00:39:02]
Rise and Fall of Mutual Aid Societies: “And what that did, because there were thousands of them and because people weren’t dependent on the dole, they didn’t rely on the government largess to meet their need, they were a threat to monopolists.”
— Christian Elliot [00:42:50 → 00:43:00]
Definition of Terms UsedHolistic Health* Definition: Holistic health is an approach to wellness that incorporates physical, mental, and spiritual well-being. It focuses on looking at the whole person rather than just treating symptoms, aiming to address the root causes of health issues. * Relevance: The episode emphasises the importance of taking a holistic approach to health to ensure long-term wellness and prevent illness, advocating for methods that go beyond conventional healthcare. * Examples: Incorporating a balanced diet, regular exercise, mental health support, and alternative therapies like acupuncture or chiropractic care. * Related Terms: Integrative Medicine, Alternative Medicine, Functional Medicine, Whole-Person Care * Common Misconceptions: Many believe holistic health ignores scientific methods, but it often combines various evidence-based practices to achieve optimal health.
Medical Industrial Complex* Definition: The medical industrial complex refers to the network of pharmaceutical companies, healthcare providers, and regulatory bodies that are interlinked and often driven by profit rather than patient welfare. * Relevance: Christian Elliott discusses the influence of profit-driven motives in conventional healthcare and how it affects treatment options available to patients. * Examples: The relationship between pharmaceutical companies and regulatory bodies like the FDA, leading to the prioritisation of profitable drugs over more effective natural treatments. * Related Terms: Pharmaceutical Industry, Healthcare Economics, Big Pharma, Profit-Driven Healthcare * Common Misconceptions: People often think that the medical industrial complex is solely focused on patient care, but it prioritises financial gain, sometimes at the expense of optimal health solutions.
Pharmakia* Definition: Pharmakia, originating from Greek, means witchcraft or sorcery. In the context of this episode, it describes the critical view of modern pharmaceuticals as manipulative and harmful. * Relevance: The episode highlights the etymology to critique how the pharmaceutical industry often relies on chemical interventions that can be detrimental to health. * Examples: The use of terms like “witchcraft” or “sorcery” to question the morality and efficacy of certain pharmaceutical practices. * Related Terms: Pharmaceuticals, Drug Industry, Chemical Medicine * Common Misconceptions: Some believe the criticism implies all pharmaceuticals are harmful; however, the term is used to encourage scrutiny of profit-driven and symptom-focused treatments.
Detoxification Programmes* Definition: Detoxification programmes are structured plans aimed at removing toxins from the body to improve health and restore balance. * Relevance: Christian Elliott discusses the value of personalised detox programmes in empowering individuals to reclaim their health. * Examples: Juice cleanses, fasting, herbal supplements, and guided detox diets. * Related Terms: Cleanse, Purification, Toxin Removal, Detox Diet * Common Misconceptions: Many think detoxification programmes are scams or ineffective, but when properly guided, they can offer significant health benefits by reducing toxic load.
Linguistic Handcuffs* Definition: Linguistic handcuffs refer to the restricted language and terminology alternative medicine practitioners must use, often mandated by regulatory bodies, to avoid making medical claims. * Relevance: Christian Elliott points out how these restrictions hinder the ability to fully communicate the benefits of alternative treatments. * Examples: Practitioners cannot legally state that water “cures dehydration” without making a drug claim, forcing them to use more convoluted language to convey health benefits. * Related Terms: Medical Regulation, Health Communication, Alternative Medicine Terminology * Common Misconceptions: Some people believe the alternative health sector’s language restrictions mean their methods are unproven or ineffective; whereas, the restrictions are often the result of regulatory policies rather than a lack of efficacy.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Christian Elliot Healing United | |
The post From Toxins to Transformation appeared first on SEE Change Happen: The Inclusive Culture Experts.
Battling Cancer and Finding Balance
Georges Córdoba shares his compelling journey through battling stage 4 melanoma, embracing holistic health, and balancing physical and emotional well-being, all while navigating personal challenges and catalysing change through resilience and purpose
In this episode of The Inclusion Bites Podcast, Joanne Lockwood sits down with Georges Córdoba to explore the harrowing yet inspiring journey of beating the odds against stage IV cancer. Georges, a stage IV cancer survivor and holistic health coach, sheds light on his battle with melanoma, sharing personal anecdotes and the pivotal moments that led him to embrace a holistic approach to health. Joanne and Georges discuss the importance of balancing conventional medicine with holistic practices for comprehensive well-being.
Georges Córdoba a Venezuelan-born health coach and bestselling author, brings a wealth of experience and insights into this episode. Raised by immigrant parents who lost everything during WWII, Georges developed a deep sense of empathy and philanthropy that propelled him into various charitable endeavours. Despite a successful career in engineering and technology, his life took a drastic turn when he was diagnosed with malignant melanoma. Over a decade, Georges underwent numerous surgeries and treatments, eventually moving away from conventional treatments to explore holistic alternatives. Now cancer-free for 12 years, Georges focuses on helping others achieve well-being through a balance of physical, emotional, mental, and spiritual health.
Throughout the episode, Georges speaks candidly about the pressures he faced from family and medical professionals to adhere to conventional treatments and how he ultimately found solace and healing in a more holistic approach. He discusses the "four legs of the table" metaphor to emphasise the need for balance in different facets of health. Georges also shares how his personal beliefs and spiritual journey influenced his healing process, stressing the importance of humility, faith, and taking action. Additionally, he highlights the impact of stress, poor nutrition, and environmental factors on chronic diseases, advocating for lifestyle changes as opposed to extreme diets.
The episode concludes with Joanne and Georges reflecting on the significance of holistic and inclusive approaches to health and well-being. They encourage listeners to consider both conventional and alternative methods, underlining the importance of a balanced, mindful lifestyle. Joanne invites the audience to engage with the podcast, subscribe, and share their stories of inclusion and transformation.A key takeaway from this episode is the power of a balanced, holistic approach in overcoming life’s toughest challenges, illustrated through Georges’ inspiring journey from a cancer survivor to a holistic health coach. Listeners will gain invaluable insights into the importance of integrating physical, emotional, mental, and spiritual well-being to achieve true health and resilience.
Published: 27.02.2025 Recorded: 13.01.2025 Duration: 1:00:45 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #149: Beating the Odds
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsUnstoppable Blaze: A Perfect Storm of 90 mph Winds and Unpredictable Fires: “Because on top of everything the fires are very tough to contain because they have 85, 90 mile an hour winds on top of everything. So like a perfect storm. Now they have like, and that’s unusual, a tropical storm turning hurricane over there. So they, they’re getting better but it’s been, it’s been crazy.”
— Georges Córdoba [00:02:20 → 00:02:46]
Healing through Service: “When you serve others, and I have this in my book, service is healing as well.”
— Georges Córdoba [00:09:14 → 00:09:19]
The Reward of Helping Others: “You know, it’s interesting, every time you help somebody from your heart, at the end of it you think who helped who? You go home and you say, man, I feel I’m the one.”
— Georges Córdoba [00:10:39 → 00:10:49]
Battling Cancer: “On year eight, I fought cancer, advanced cancer, melanoma for 10 years and I had 10 surgeries, including four craniotomies because I have metastasis in my brain and two gamma knives and two of my eight tumours.”
— Georges Córdoba [00:12:06 → 00:12:22]
The Impact of Lifestyle on Health: “I have, you know, basically have to tell you that 25% of nutrition and digestion is what you eat. 75% is who you are when you eating, are you eating in a hurry? Do you chew very few times before you swallow? I mean, there are so many things that we do to get us ourselves sick.”
— Georges Córdoba [00:16:41 → 00:17:01]
Faith in Action: “An intention without action becomes an illusion.”
— Georges Córdoba [00:29:10 → 00:29:13]
The Power of the Subconscious Mind in Healing: “But the good news is that we also are the ones that can get us ourselves back to healing. And that’s where the mind comes in. The power of the mind and subconscious mind.”
— Georges Córdoba [00:31:21 → 00:31:32]
The Connection Between Stress and Digestion: “It says, oh you know what, Joanne is stressed. We’re not going to have a good digestion and so what happens because of the cortisol and the stress, the vagus nerve tells the gut, hey, you know, Joanne is stressed out. So we’ll See what you’re going to do.”
— Georges Córdoba [00:31:59 → 00:32:17]
The Power of Holistic Healing: “By going through my protocol, through the holistic journey, you’re gonna feel better, you’re gonna have less side effects, and you’re gonna heal.”
— Georges Córdoba [00:50:50 → 00:51:00]
Balanced Diet Tips: “You have to just have some good proteins, good fats and good carbs and learn how to create balanced ph plates.”
— Georges Córdoba [00:58:04 → 00:58:14]
Definition of Terms UsedHolistic Health Approach* Definition: A holistic health approach considers the whole person, including physical, emotional, mental, and spiritual health, rather than just focusing on specific symptoms or ailments. * Relevance: This approach emphasizes maintaining balance in all aspects of life, which is vital for comprehensive well-being and long-term health. * Examples: Integrating practices like meditation, balanced diet, regular exercise, and emotional counselling into one’s daily routine. * Related Terms: Integrative Medicine, Alternative Medicine, Mind-Body Connection * Common Misconceptions: Some believe holistic health dismisses conventional medicine; however, it often incorporates and complements traditional medical treatments.
Survivor’s Guilt* Definition: Survivor’s guilt refers to the feelings of guilt or despair experienced by someone who has survived a traumatic event or illness, particularly when others did not. * Relevance: Understanding this emotional response is crucial for addressing mental health and providing support to individuals who are coping with such feelings. * Examples: A cancer survivor feeling guilty for outliving fellow patients, or a disaster survivor struggling with why they were spared. * Related Terms: Post-Traumatic Stress Disorder (PTSD), Grief, Emotional Trauma * Common Misconceptions: It is often misunderstood as simply being sad, but survivor’s guilt is a complex psychological condition that may require professional help.
Four Legs of the Table Metaphor* Definition: A metaphor used to describe the balanced integration of four key aspects of health—physical, emotional, mental, and spiritual well-being. * Relevance: It highlights the importance of addressing all facets of health to achieve overall stability and balance, akin to a table standing firmly on its four legs. * Examples: Ensuring regular physical activity (physical), maintaining close relationships (emotional), engaging in stimulating mental activities (mental), and practising faith or spirituality (spiritual). * Related Terms: Holistic Wellness, Balanced Living, Comprehensive Health * Common Misconceptions: Some might think focusing on one aspect (e.g., physical health) is sufficient, but neglecting other areas can lead to imbalance and issues.
Acidic and Alkaline Foods* Definition: Foods are classified based on their effect on the body’s pH level, with acidic foods lowering pH and alkaline foods raising it. * Relevance: Understanding this classification can aid in creating a balanced diet that promotes optimal physical health and prevents diseases linked to an acidic body environment. * Examples: Acidic foods include meat, dairy, and processed foods; Alkaline foods encompass fruits, vegetables, nuts, and seeds. * Related Terms: pH Balance, Nutritional Biochemistry, Dietary Health * Common Misconceptions: It’s often incorrectly assumed that all acidic foods are unhealthy; in moderation and when balanced with alkaline foods, they can be part of a healthy diet.
Gamma Knife Procedure* Definition: A precise, non-invasive radiation therapy used to treat brain disorders, including tumours, without the need for a traditional craniotomy. * Relevance: It offers a less invasive option for treating complex brain conditions, reducing recovery time and physical trauma compared to conventional surgery. * Examples: Used to treat conditions like brain metastases, arteriovenous malformations, and certain types of neuralgia. * Related Terms: Stereotactic Radiosurgery, Neurosurgery, Radiotherapy * Common Misconceptions: Some may erroneously believe it’s a surgical procedure involving a knife, but it actually involves focused radiation beams that are pain-free.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Georges Córdoba Qualevita | |
The post Beating the Odds appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Buzzwords to Belonging: Simplifying DEI
Julie Kratz dissects the core of allyship, emphasising the transformative impact of inclusive leadership, fairness, and the enduring significance of fostering genuine human connections within corporate cultures.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores Allyship in Action with guest Julie Kratz, an insightful discussion around the nuances of Diversity, Equity, and Inclusion (DEI) work. Julie shares her perspective on how focusing on inclusion, training, and creating inclusive leadership rather than just diversity can bring about meaningful change within organisations. Joanne and Julie delve into the importance of simplifying DEI language to promote fairness and reduce societal fears, underscoring the need for actionable steps towards creating equitable workplaces.
Julie Kratz is an accomplished author, speaker, and founder of Next Pivot Point, specialising in allyship and inclusive leadership. After spending 12 years in corporate America, Julie recognised the overarching need for belonging and safe leadership, which motivated her to establish her consultancy. Her work focuses on engaging broader conversations beyond gender-specific issues, addressing workplace inclusion challenges, and promoting a long-term vision for societal change. Julie’s columns for Forbes provide her a platform to influence and initiate discussions on these critical topics.
The conversation between Joanne and Julie unearths valuable insights into the evolving nature of DEI, where performative actions are contrasted with genuine, active allyship. They highlight how companies like Warner and American Airlines are champions of DEI, adhering to their core values despite shareholder opposition. While discussing equity issues such as pay equality, they emphasise the importance of fairness and inclusive culture over mere buzzwords. Both agree on the power of focusing on outcomes such as fairness, respect, and trust to cultivate an inclusive environment.
Listeners will find this episode particularly enlightening as it underscores a crucial shift towards genuine allyship and inclusion. Joanne and Julie's dialogue calls for a re-evaluation of DEI terminology and a steadfast commitment to creating environments where fairness and inclusivity are paramount. For those keen to foster a more inclusive and supportive culture within their organisations, this episode of The Inclusion Bites Podcast offers both inspiration and practical guidance.
A key takeaway from this episode is the profound impact that focusing on fairness and inclusion can have in simplifying the DEI approach and fostering a supportive and equitable environment. Listeners are encouraged to challenge themselves to move beyond performative allyship, embracing genuine actions that drive meaningful change.
Published: 13.02.2025 Recorded: 09.01.2025 Duration: 0:52:33 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #148: Allyship in Action — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsNecessity Breeds Entrepreneurship: “I never really dreamed of being an entrepreneur, but it was out of the necessity of my own difficult time surviving in corporate America.”
— Julie Kratz [00:02:36 → 00:03:47]
The Backlash Against DEI: “There wouldn’t be a target on DEI if it wasn’t achieving some success. You wouldn’t bother with it.”
— Julie Kratz [00:08:47 → 00:08:56]
The Last Stand Narrative in Modern America: “I honestly thought we got that over with first Trump presidency, but apparently there’s more ammo ready to come out.”
— Julie Kratz [00:11:52 → 00:12:00]
Title: The Importance of Acknowledging History
Quote: “When you don’t acknowledge our problematic history, you’re much more likely to repeat it.”
— Julie Kratz [00:12:28 → 00:12:29]
Shocking Election Results: “I had no idea 51% of our country felt that way. I just didn’t, I didn’t think it was possible.”
— Julie Kratz [00:15:59 → 00:16:06]
The March Towards Conflict: “He’s setting up the conditions for, at a minimum, a deep resistance movement, if not a revolution. And I don’t use those words lightly.”
— Julie Kratz [00:17:28 → 00:17:39]
The Importance of Support Systems: “If they feel supported then they’re going to be able to contribute more to society and that benefits all of us.”
— Julie Kratz [00:22:58 → 00:23:04]
The Impact of Ageism: “On ageism is the biggest ism of them all. We’re, we’re fearful of our own mortality because the likelihood of you becoming disabled at some point in your life is extremely high. Like it’s almost inevitable. And so you’re pointing that out. We don’t want to think about that because it’s, it’s too scary to fathom, like our own vulnerability. And I think that’s the heart of all the isms. We’re too afraid of accepting that it somehow challenges our own virtues or our own self image.”
— Julie Kratz [00:24:20 → 00:24:56]
Changing the Narrative in DEI: “I just started writing back, I’ll take positive stories, please.”
— Julie Kratz [00:30:40 → 00:30:43]
The Primal Need for Allyship: “The research on it shows just like mentorship, it’s not the mentee that really benefits, it’s the mentor.”
— Julie Kratz [00:42:43 → 00:42:50]
Definition of Terms UsedDiversity, Equity, and Inclusion (DEI)* Definition: DEI is an umbrella term encompassing initiatives and policies aimed at creating a diverse, equitable, and inclusive environment where all individuals have fair access to opportunities and resources. * Relevance: DEI fosters a workplace culture that values differences, promotes fairness, and ensures everyone feels included and respected. * Examples: Implementing unbiased recruitment processes, organising diversity training programs, and establishing mentorship schemes for underrepresented groups. * Related Terms: Belonging, Affirmative Action, Social Justice, Inclusive Leadership * Common Misconceptions: DEI is often misconstrued as favouritism or reverse discrimination. It is, in fact, about levelling the playing field, not giving undue advantage.
Inclusive Leadership* Definition: Inclusive leadership refers to leadership practices that actively seek and value diverse perspectives, fostering an environment where everyone feels empowered to contribute. * Relevance: Inclusive leaders drive innovation, enhance team performance, and create a culture of trust and respect. * Examples: Encouraging open dialogue, recognising and addressing biases, and ensuring equal opportunities for development and advancement. * Related Terms: Transformational Leadership, Servant Leadership, Collaborative Leadership, Psychological Safety * Common Misconceptions: Some believe inclusive leadership dilutes authority or slows down decision-making, but it actually leads to more informed and effective outcomes.
Calling In* Definition: “Calling In” is an approach to addressing behaviour or comments that perpetuate harm, with the intent to educate and include rather than shame or ostracise. * Relevance: It promotes constructive dialogue and learning, reinforcing a culture of continuous improvement and empathy. * Examples: Having a private conversation to explain why a comment is harmful and offering resources for further understanding. * Related Terms: Calling Out, Conflict Resolution, Restorative Justice, Compassionate Communication * Common Misconceptions: Some assume calling in is less effective than calling out, but it often results in more sustainable behavioural change and stronger relationships.
Curb Cut Effect* Definition: The curb cut effect describes the broader benefits experienced by all when changes are made to accommodate specific needs, originating from the design of wheelchair-accessible curb ramps. * Relevance: It illustrates how equitable practices designed for marginalised groups can enhance overall accessibility and convenience, benefiting society as a whole. * Examples: Closed captions for the hearing-impaired aiding language learners, ramps being useful for parents with prams, and voice recognition software benefiting various users. * Related Terms: Universal Design, Accessibility, Inclusivity, User-Centred Design * Common Misconceptions: People often think such accommodations only benefit specific groups, failing to recognise the broader, often unintended, societal advantages.
Zero-Sum Game* Definition: A zero-sum game is a situation in which one party’s gain is inherently equal to another party’s loss, suggesting that resources are limited and must be competed for. * Relevance: Challenging this misconception in DEI work helps to underscore that advancing equity and inclusion can create benefits and opportunities for all, rather than disadvantaging others. * Examples: Promoting gender diversity in leadership roles leads to better decision-making and performance, benefiting the entire organisation. * Related Terms: Win-Win Situation, Collaboration, Shared Value, Resource Allocation * Common Misconceptions: Many believe that helping one group necessitates taking away from another, ignoring the potential for mutual gains and systemic improvements.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Julie Kratz Next Pivot Point | |
The post Allyship in Action appeared first on SEE Change Happen: The Inclusive Culture Experts.
Creating Safe Spaces: Psychological Safety and the Need for Belonging
Lorne Epstein examines the impact of awareness on biases, the power of human goodness, and strategies for fostering inclusivity, rooted in a belief in our shared desire for peace and safety.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Lorne Epstein dive deep into the world of unconscious bias and the transformative power of self-awareness. Lorne, a seasoned social scientist, brings to the table compelling insights into human goodness, the evolving understanding of diversity, and practical techniques for managing stress and enhancing decision-making. Joanne complements these insights with her rich experiences, making for a thought-provoking and inspiring discussion.
Lorne Epstein has over 20 years of experience as a social scientist, focusing on unconscious bias and its implications in everyday life. Beyond his academic pursuits in cognitive neuroscience, Lorne has delivered workshops around the globe, reaching over 50,000 participants. His journey includes hosting a public radio show about jobs, conducting online workshops during the COVID pandemic, and offering training that has transformed perspectives in various settings, including a notable session at an Ohio hospital. Lorne advocates for continuous learning, self-reflection, and practical techniques to manage stress and decision-making, aiming to inspire positive change at both personal and societal levels.
The conversation kicks off with Lorne's optimistic view of fundamental human goodness, despite the often-negative portrayal of people in the media. He and Joanne explore the nuanced understanding of diversity, emphasising the inclusion of different learning styles and interactions. Lorne introduces stress management techniques like breathing exercises and structured stand-up meetings to enhance clarity in decision-making. Key components for effective decision-making are discussed, including timing, relevant information, outcome analysis, and physical awareness. Joanne delves into the importance of recalibrating the definition of success and the role of authenticity in creative work.
Listeners are given an intimate glimpse into overcoming personal failures and fears, with both Lorne and Joanne sharing poignant personal anecdotes. The episode wraps up by celebrating resilience, the importance of psychological safety, and fostering environments where individuals can thrive without fear of judgment. Joanne touchingly expresses her gratitude towards Lorne's contributions and hints at exciting future episodes.
A key takeaway from this episode is the profound impact of self-awareness and continual learning in overcoming biases and fostering inclusive environments. Listeners will walk away with practical tools for managing stress and making effective decisions, as well as inspiration to challenge societal norms and embrace the transformative power of inclusivity. Tune in for an enriching experience that promises to equip you with actionable insights and drive meaningful change. #InclusionBites #BreakingBias
Published: 13.02.2025 Recorded: 19.12.2024 Duration: 1:07:06 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #147: Breaking Bias
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsThe Realities Behind the Glitter: “By the end of towards the end of the flight, the plane got just crazy turbulent. I got so sick that they took me off by ambulance, went to the hospital for about 3 or 4 hours, got fixed up.”
— Lorne Epstein [00:06:39 → 00:06:51]
The Mysteries of the Brain: “In every class I’ve taken, usually sometime during the class, the teachers, like, shrugs their shoulders and says, and we don’t know.”
— Lorne Epstein [00:16:18 → 00:16:23]
The Nature of Unconscious Biases: “We fill in the blanks. If I tell you three pieces of information, you’ll connect them and make up a story.”
— Lorne Epstein [00:19:34 → 00:19:39]
Topic of Human Connection: “But when I don’t, that gives the opportunity, the space for for connection and intimacy, like not physical intimacy, like, you know, just that emotional intimacy.”
— Lorne Epstein [00:26:08 → 00:26:20]
The Importance of Language and Lifelong Learning: “I think one of the one of my greatest one of my superpowers, I didn’t write that down, is that I am truly a lifelong learner. Like, I’m getting a master’s degree in cognitive neuroscience. And I got to tell you, sometimes I wonder why, because it’s so freaking hard.”
— Lorne Epstein [00:38:33 → 00:38:45]
Decision-Making Essentials: “And so in a surgical room, that’s really bad. But doing that, when teams have small teams have to make a decision, an important decision is to come together and have a quick, like, okay. What are we doing here?”
— Lorne Epstein [00:42:21 → 00:42:22]
Decision-Making Criteria: “The information has to have 2 components. 1, it has to only address the question that we’re asking and no more because our human brain isn’t really good with data and numbers. Right? Second thing is that it has to have ethic it has to have provenance.”
— Lorne Epstein [00:43:15 → 00:43:32]
The Fear of Judgement: “You can see it somewhere in that development period where kids go from, like, being this joyful, lit up, exuberant, I’m just gonna be, like, whatever I am, to then, like, all of a sudden, buttoned up, shut down, controlled, scared. I don’t want anyone to see me.”
— Lorne Epstein [00:48:57 → 00:49:13]
Overcoming Fear: “What can I do that is a little scary, but not as super scary? And keep building on that to build confidence.”
— Lorne Epstein [00:52:54 → 00:52:59]
The Courage to Stand for Inclusion: “And I appreciate that you are standing in the gap, like where we are and where we could be around every human being feeling included, experiencing inclusion.”
— Lorne Epstein [01:01:26 → 01:01:40]
Definition of Terms UsedPsychological Safety* Definition: Psychological safety is the belief that one can express ideas, questions, concerns, or mistakes without fear of negative consequences to self-image, status, or career. * Relevance: Creating environments with psychological safety can lead to higher levels of performance, creativity, and engagement among individuals. * Examples: Open forums for idea sharing, team meetings where feedback is encouraged, and leaders modelling vulnerability. * Related Terms: Trust, Emotional Safety, Team Dynamics, Inclusive Leadership * Common Misconceptions: It is often misunderstood as being synonymous with comfort; however, it entails creating a space where challenging conversations and constructive conflicts are welcome.
Unconscious Bias* Definition: Unconscious bias refers to the stereotypes or attitudes that affect our understanding, actions, and decisions in an unconscious manner, influenced by background, cultural environment, and personal experiences. * Relevance: Addressing unconscious bias is crucial in fostering inclusive environments, both in workplaces and broader social settings. * Examples: Gender bias in hiring, racial biases impacting customer service, and confirmation biases in decision-making. * Related Terms: Implicit Bias, Stereotyping, Cognitive Bias, Discrimination * Common Misconceptions: Some believe they are exempt from biases; however, everyone has unconscious biases that need to be examined and managed.
Visualisation Techniques* Definition: Visualisation techniques involve creating mental images to achieve specific goals or alleviate anxieties, often used as a tool for improving performance or mental well-being. * Relevance: Utilising visualisation can help individuals prepare for stressful situations, enhancing self-confidence and reducing anxiety. * Examples: Athletes visualising winning a race, professionals envisioning successful presentations, and visualising calm places to manage stress. * Related Terms: Mental Imagery, Mindfulness, Cognitive Rehearsal, Stress Reduction * Common Misconceptions: Some may think visualisation is simply daydreaming; however, it is a structured practice aimed at achieving real outcomes.
Fight or Flight Response* Definition: The fight or flight response is the body’s automatic physiological reaction to perceived threats, preparing an individual to either confront or flee from the danger. * Relevance: Understanding this response can help manage stress and reactions in high-pressure situations, crucial for both personal and professional contexts. * Examples: Elevated heart rate and adrenaline when facing a deadline, or the instinct to escape during a public speaking event. * Related Terms: Stress Response, Anxiety, Survival Instincts, Autonomic Nervous System * Common Misconceptions: It’s often thought to only apply to physical dangers; however, it also occurs in social and psychological stress situations.
Neuroscience of Memory* Definition: The neuroscience of memory involves the study of how the brain processes, stores, and retrieves information, highlighting the complex and varying mechanisms behind memory formation. * Relevance: Insights into memory neuroscience are vital for understanding learning processes and addressing issues related to memory disorders. * Examples: Research on how memories are consolidated during sleep, studying disorders like Alzheimer’s Disease, and understanding the impact of emotional experiences on memory recall. * Related Terms: Cognitive Neuroscience, Memory Consolidation, Synaptic Plasticity, Neuroplasticity * Common Misconceptions: Some believe memory works like a video recorder; in reality, it is a reconstructive process influenced by many factors.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Lorne Epstein Electric Cow | |
The post Breaking Bias appeared first on SEE Change Happen: The Inclusive Culture Experts.
Creating Inclusive Work Environments for People with Intellectual Disabilities
Dominique Dehaene advocates for sports as a means to foster inclusion for individuals with intellectual disabilities, highlighting personal growth, societal perceptions, and the need for empathy and equal opportunities.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood engages in a compelling conversation with Dominique Dehaene as they explore the profound impact of sports on social inclusion, particularly for individuals with Intellectual and Developmental Disabilities (IDD). The episode delves into various facets of inclusion within corporate settings and society, examining how sports can serve as a powerful catalyst for change. Joanne and Dominique discuss the role of positive mindsets in overcoming perceived employment challenges and highlight how inclusive sports initiatives can transform lives by fostering confidence, social skills, and professional development.
Dominique Dehaene, the national director of Special Olympics Belgium, brings a wealth of experience and personal insight to the discussion. As a father of a son with autism, Dominique's journey has been deeply intertwined with advocating for and fostering inclusive environments. His work with the Special Olympics underscores his commitment to highlighting the abilities of individuals with IDD rather than their limitations. He shares touching personal stories, including his son's experiences with social anxiety and professional aspirations, providing a heartfelt perspective on the broader conversation about inclusion and societal norms. His unique blend of professional expertise and personal dedication makes him a compelling advocate for the inclusion revolution.
Throughout the episode, Joanne and Dominique touch on pivotal themes such as the integration of individuals with IDD into the workforce, the importance of celebrating present accomplishments, and the transformative effect of sports on mental and physical well-being. They explore the concept of "play unified" and how mixed-ability sports can help reshape perceptions and create more accepting communities. The episode also addresses the broader implications of setting realistic expectations and celebrating achievements without succumbing to the pressures of relentless ambition.
Dominique and Joanne conclude with an emphasis on the need for practical solutions and a supportive network to ensure individuals with IDD can thrive in all aspects of life. They call for a collective effort to foster empathy, authenticity, and inclusive mindsets from an early age.
A key takeaway from this episode is the transformative power of sports in championing inclusion and empowering individuals with IDD. Listeners will find inspiration in the personal stories shared and gain practical insights into the role of inclusive activities in fostering a sense of belonging and equality. Tune in to explore how embracing diversity through sports can create profound societal change, and join the conversation about building a more inclusive world.
Published: 06.02.2025 Recorded: 17.12.2024 Duration: 0:55:38 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #145: Beyond Branding — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsEmbracing Inclusion Through Sports: “We strive indeed for an inclusive society where people with intellectual disabilities, anyone else can, can play a full role in, regarding their talents and, disregarding, I would say their disabilities.”
— Dominique Dehaene [00:04:03 → 00:04:19]
Parenting with Perspective: “You look at the world differently through the eyes of a person with autism, especially when you’re so close to him, so it opens your mind, it opens your perspective on some ideas you have, so it opens your perspective on the world.”
— Dominique Dehaene [00:06:58 → 00:07:14]
Embracing Openness about Autism: “Me and my wife always did, we were always very open about our son’s disability, autism, you know, it’s not something you have to hide or put away.”
— Dominique Dehaene [00:08:52 → 00:09:03]
Overcoming Challenges: “We would all get sick if we just stayed home for the rest of our lives without saying it can happen, of course, but you gotta have a purpose as you say.”
— Dominique Dehaene [00:19:54 → 00:20:03]
The Transformative Power of Sports: “So we truly believe that sports is, is an entry to, to, to much more fulfilling life, I think, I can say.”
— Dominique Dehaene [00:23:09 → 00:23:19]
Changing Perspectives on Disabilities: “But the way these young children look at those athletes and these people with IDD, they don’t see the difference or they, you know, it just, they’re very open minded about it and they say just, yeah, maybe he or she was a bit different, but I didn’t really notice anything.”
— Dominique Dehaene [00:25:48 → 00:26:05]
The Surprising Truth About Air Traffic Control: “Engineers would not always and mostly not make good air traffic controllers just because they think too much, you know, they overthink and, you know, air traffic controls, and it might not sound very reassuring, but trust me, it is, you know, they have plan A for the traffic they’re guiding, but they also have in the back of their minds, a plan B and a plan C and it’s not call it gut feeling, but you know, it’s intuition, it’s instinct, it’s knowledge, it’s experience, etcetera. It’s a skill.”
— Dominique Dehaene [00:27:47 → 00:28:21]
Support for People with Intellectual and Developmental Disabilities: “For some people it is because they don’t get the help that they could use. And this is of course, even more the case for people with IDD. They need more help than others. And if there’s no help they can rely on, it makes it even more difficult.”
— Dominique Dehaene [00:32:22 → 00:32:37]
The Future of Care for IDD Individuals: “At a certain time you have to start thinking, yeah, what will happen if life takes its normal course and we live this life earlier than our son, who will take care of him then?”
— Dominique Dehaene [00:33:19 → 00:33:31]
Inclusive Healthcare for IDD Communities: “You need doctors and nurses, etcetera, who can approach people with IDD differently because, you know, you cannot just ask, you know, are you hurting somewhere?”
— Dominique Dehaene [00:38:58 → 00:39:08]
Definition of Terms UsedIntellectual and Developmental Disabilities (IDD)* Definition: IDD encompasses intellectual disabilities and developmental disorders such as autism and Down syndrome, involving significant limitations in both intellectual functioning and adaptive behaviour. * Relevance: Understanding IDD is crucial for creating inclusive environments both in the workplace and society, ensuring individuals with these disabilities are provided with equal opportunities and support. * Examples: Intellectual disabilities, autism spectrum disorders, Down syndrome. * Related Terms: Neurodiversity, Special Needs, Cognitive Disabilities. * Common Misconceptions: Many believe individuals with IDD cannot be productive members of society, but with appropriate support, they can thrive and contribute significantly.
Social Enterprise* Definition: A social enterprise is a business that prioritises social objectives alongside financial goals, reinvesting profits to address social, environmental, or community challenges. * Relevance: Social enterprises demonstrate how businesses can be both profitable and purposeful, providing models for employing individuals with disabilities and contributing to community welfare. * Examples: Cafes employing individuals with IDD, cooperative businesses, fair trade organisations. * Related Terms: Non-Profit Organisation, Cooperative, Impact Investment. * Common Misconceptions: Some think social enterprises are purely charitable entities, but they operate as businesses with revenue-generating models.
“Play Unified” Initiatives* Definition: “Play Unified” initiatives encourage people with and without intellectual disabilities to engage in shared physical activities and sports, promoting inclusion and breaking down barriers. * Relevance: These initiatives are pivotal in changing societal perceptions and demonstrating that individuals with disabilities possess unique talents and abilities, fostering a sense of equality. * Examples: Unified sports events, inclusive physical education programmes in schools. * Related Terms: Inclusive Sports, Unified Sports, Abilities Focus. * Common Misconceptions: Some assume people with IDD cannot participate effectively in sports, while “Play Unified” initiatives prove the opposite.
Divisioning in Special Olympics* Definition: Divisioning is the process in the Special Olympics where athletes are grouped into competition divisions based on their abilities to ensure fair and equitable competition. * Relevance: Divisioning allows athletes with varying abilities to compete on a level playing field, promoting confidence and personal growth. * Examples: Grouping athletes by skill level in running events, swimming, or team sports. * Related Terms: Skill Grouping, Adaptive Competition, Fair Play. * Common Misconceptions: It’s often thought that competition in the Special Olympics isn’t genuine, but divisioning ensures it remains challenging and rewarding for all participants.
Social Anxiety* Definition: Social anxiety is a chronic mental health condition characterised by intense fear or anxiety of social situations where one may be judged, negatively evaluated, or rejected. * Relevance: Recognising social anxiety is important for understanding the challenges faced by individuals, including those with IDD, and creating supportive environments that mitigate stress and encourage comfort in social interactions. * Examples: Fear of public speaking, anxiety in social gatherings, apprehension about job interviews. * Related Terms: Social Phobia, Anxiety Disorders, Mental Health. * Common Misconceptions: Social anxiety is often trivialised as mere shyness, but it can severely impact everyday functioning and quality of life if not addressed appropriately.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Dominique Dehaene Special Olympics Belgium | |
The post Creating Inclusive Work Environments for People with Intellectual Disabilities appeared first on SEE Change Happen: The Inclusive Culture Experts.
Bridging Brands and People
Samta Datta explores the profound impact of genuine connections, the importance of maintaining authenticity in personal branding, and the evolving cultural perceptions of success and gender roles within familial and professional landscapes.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Samta Datta explore how authentic connection triumphs over mere branding. The discussion, succinctly titled "Genuine Stories, Empowered Connections," delves into the nuanced themes of connection, authenticity, and the fundamental human need to belong. Both Joanne and Samta share their insights on the significance of true self-expression in personal and professional realms and how it transcends superficial branding efforts.
Samta Datta, hailing from Mumbai, India, is a renowned brand marketing consultant. Known for her work in amplifying diverse voices, she has exceptional expertise in connecting people, brands, and audiences by understanding their deeper insights, pain points, and passions. Her unique approach focuses on authenticity and true self-expression, often critiquing the superficiality of mere persona in branding. Samta's work extends to training and consultancy, aiding businesses and individuals eager to develop genuine, resonant connections. Her commitment to inclusive and empowered communication makes her a significant voice in the industry.
The conversation touches on how the COVID-19 pandemic highlighted the profound impact of isolation on mental health, while also transforming methods of connection through digital means. Both Joanne and Samta reflect on the boom in pet ownership as a response to the lack of physical connection and its implications on emotional wellbeing. Furthermore, they discuss the precarious balance of maintaining a public persona versus embodying one's true self, acknowledging the burnout it can cause, and providing historical examples like Elvis Presley.
Joanne and Samta also explore societal expectations and pressures, particularly around gender roles and career-family dynamics. They reflect on how these pressures transcend cultures, affecting both Western and Indian societies similarly. The discussion emphasises the transcience of success and the importance of learning and growing from all life experiences, alongside the necessity of empowering, intentional living.
One key takeaway from this episode is the imperative of aligning personal and brand authenticity in a profit-driven world. Joanne and Samta underscore the importance of prioritising genuine relationships and connections, both in life and business, for a fulfilling and sustainable approach to success. They invite listeners to subscribe to Inclusion Bites and join the conversation on fostering a more inclusive and connected world.
Published: 30.01.2025 Recorded: 06.12.2024 Duration: 0:55:57 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #145: Beyond Branding — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsThe Power of Connection: “No matter how much knowledge you have, how much value you have to offer, if you’re not able to connect from that, you know, with that person, nothing that you have is appealing.”
— Samta Datta [00:03:24 → 00:03:38]
“The Digital Wound and Surge in Travel Post-COVID”: “If you see how the digital wound really happened, happened in Covid and if you were actually seeing, you know, the travel industry kind of going off the charts today, it is because of COVID because, you know, people are like, there is one life to live and we need to live it and we need to experience everything.”*
— Samta Datta [00:05:36 → 00:05:55]
The Pursuit of Psychological Safety: “If you start living a little more intentional life, you realise maybe, you know, you. You have to do that in a meditative state, that maybe you will never find that kind of hundred percent, you know, Psychological safety in most people. But as long as you can deal with, okay, I’m not certainly a hundred percent psychologically safe in this space, but if I, I know how to get around this, you’ll be able to open up more.”
— Samta Datta [00:11:19 → 00:11:48]
Understanding Consumer Desires: “We realise that human insights and the fundamental truths remain so strongly ingrained across geographies that it’s very difficult to kind of go past that.”
— Samta Datta [00:13:20 → 00:13:27]
The Complexity of Personal Branding: “You are a strong brand or you are a strong identity in reflection to others, actually are more of yourself, you know, you are not a brand.”
— Samta Datta [00:15:06 → 00:15:18]
Building a Stronger Brand: “When you become more of who you are, when you end up owning more of who you are, you are a stronger brand.”
— Samta Datta [00:15:45 → 00:15:54]
Balancing Values and Profitability: “In the world that we live in, if we are constantly married to an Excel sheet and the bottom line and every year on year we have to show a certain amount of profitability, it becomes very difficult, increasingly difficult.”
— Samta Datta [00:32:59 → 00:33:15]
Cultural Family Values in Indian Business: “It might not be very easily understood or why are Indians doing it? Why is everybody related to everybody? But you know, it’s, it’s that cultural family value kind of cascades down to the business most times.”
— Samta Datta [00:37:13 → 00:38:30]
Changing Dynamics of Modern Families: “If you were going to be put to the point where you have to work all through your life and you know, make careers as bright as your spouse, then more and more couples are not willing to have, you know, the next generation more and more, you know, so you will cut corners somewhere.”
— Samta Datta [00:42:42 → 00:43:02]
Redefining Success: “I’m not going to subscribe to how you hand me down the rules of success because I’m going to make it my way and I’m going to make tools around it that and I’m going to make take a lot more technological support for it.”
— Samta Datta [00:48:55 → 00:49:09]
Definition of Terms UsedTherapeutic Importance of Touch* Definition: The therapeutic importance of touch refers to the physical and emotional healing benefits derived from human touch, including feelings of care, comfort, and connection. * Relevance: During the COVID-19 pandemic, the absence of physical touch heightened mental health issues, showcasing the critical role it plays in overall wellbeing. * Examples: Hugging a loved one, receiving a massage, or even a friendly handshake can provide solace and reduce feelings of loneliness. * Related Terms: Haptic Communication, Physical Affection, Tactile Stimulation * Common Misconceptions: Some believe digital interactions can replace physical touch, but while they provide connection, they cannot replicate the profound benefits of human contact.
Psychological Safety* Definition: Psychological safety is the belief that one can speak up, express concerns, and make mistakes without facing retribution or judgment in a social or professional environment. * Relevance: Fostering psychological safety is crucial for genuine connection and collaboration, allowing individuals to contribute openly and authentically. * Examples: Teams that encourage open discussions, workplaces that promote mental health initiatives, and relationships built on mutual respect and trust. * Related Terms: Trust in the Workplace, Safe Spaces, Inclusive Culture * Common Misconceptions: Psychological safety is often mistaken for comfort, but it requires embracing vulnerability and open dialogue, not just being free from stress.
Connection and Mental Health* Definition: The relationship between connection and mental health highlights how human interaction and social bonds directly impact psychological wellbeing. * Relevance: This was particularly evident during the pandemic, as isolation and lack of socialisation led to increased mental health challenges. * Examples: Joining support groups, maintaining regular contact with friends and family, and engaging in community activities. * Related Terms: Loneliness, Social Isolation, Emotional Wellbeing * Common Misconceptions: Some think that online connections are sufficient substitutes for in-person interactions, but face-to-face engagements have unique, irreplaceable benefits.
Authenticity in Personal Branding* Definition: Authenticity in personal branding involves presenting one’s true self, values, and beliefs, instead of fabricating a persona solely for public appeal. * Relevance: Authentic personal branding builds genuine connections and trust, reducing the risk of burnout from maintaining an artificial image. * Examples: Sharing personal experiences and struggles in professional contexts, staying true to one’s principles in business dealings, and avoiding overly curated social media personas. * Related Terms: Genuine Self, Integrity, Personal Transparency * Common Misconceptions: People often confuse personal branding with self-promotion or think it requires constant self-disclosure, but true authenticity focuses on consistency and truthfulness.
Intentional Living* Definition: Intentional living is a lifestyle choice where individuals make deliberate decisions that align with their values, goals, and priorities, leading to a more fulfilling and meaningful life. * Relevance: Embracing intentional living can help navigate environments lacking psychological safety, providing a foundation for personal growth and resilience. * Examples: Setting clear life goals, prioritising meaningful relationships, and making conscious choices about one’s career and personal habits. * Related Terms: Mindful Living, Purpose-Driven Life, Conscious Living * Common Misconceptions: Intentional living is sometimes seen as overly rigid or idealistic, but it’s actually about creating flexibility and making choices that enhance one’s quality of life.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Samta Datta Samta Datta | |
The post Beyond Branding appeared first on SEE Change Happen: The Inclusive Culture Experts.
Transforming Business with Spiritual Insights
Sandeep Gupta explores the complex relationship between inner and outer worlds, highlighting spirituality's universal journey, ethical organisational frameworks, and the significant influence of balancing love, mutuality, and self-preservation.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in an enlightening conversation with Sandeep Amar Gupta on "Breaking Barriers, Building Futures." Sandeep delves into the dynamic interplay between the external world of actions and the inner world of values and consciousness. Joanne and Sandeep meticulously dismantle misconceptions surrounding spirituality, distinguishing it from religion and presenting it as a universal journey from selfishness to selflessness.
Sandeep Amar Gupta, a transformational coach and speaker based in New Delhi, India, specialises in guiding leaders to overcome growth obstacles through a blend of ancient wisdom and modern strategies. Having started his career as a chartered accountant in 1979, Sandeep has witnessed and adapted to the tremendous shifts in the business world. His unique approach involves holistic thinking, ethical strategies, and the integration of human values into business models to foster significant growth and societal value. Known for his candid and empathetic coaching style, Sandeep has helped many unlock their potential and navigate the complexities of today's ever-evolving world.
Joanne and Sandeep discuss the idea of organisations as entities with a soul, where values and purpose manifest in humane actions. Central to their discussion is the three-part structure of people (soul), culture (mind), and business operations (body). They critique the short-sightedness in modern management, advocating for systemic thinking and long-term sustainability, with references to companies like Apple and Google. Furthermore, they explore the empirical research supporting the growth of companies that embrace human values and consider the socio-economic relationships within a business framework.
Sandeep and Joanne also delve into the practical aspects of leadership, such as fostering a positive work environment, avoiding micromanagement, and employing a supportive approach. The podcast touches on the significance of failure as a learning tool, the neurobiological responses to leadership techniques, and the necessity of adapting to change in a rapidly evolving landscape.
A key takeaway from this episode is the notion of holistic management that integrates ethical strategies and human values with business operations. Listeners will discover how aligning personal and organisational strengths with the demands of the external environment can lead to remarkable growth and sustainability. This episode offers invaluable insights into creating meaningful futures by balancing self-interest with collective wellbeing, making it a must-listen for anyone keen on fostering inclusive, value-driven workplaces.
Published: 23.01.2025 Recorded: 06.12.2024 Duration: 0:53:37 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #143: Breaking Barriers, Building Futures
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsIndia: A Genetic Hotbed for Clinical Trials: “The genetic composition of India has got genes from virtually all the races across the globe in India. So if you, you know, evaluate a drug in the Indian subcontinent and in, in, and in India in particular, you can be rest assured it is going to work at least in 60, 70% of the world population.”
— Sandeep Amar Gupta [00:04:04 → 00:04:29]
The Importance of Integration in Modern Management: “You’ve got to integrate the three, you got to look at the larger picture, the whole picture.”
— Sandeep Amar Gupta [00:14:29 → 00:14:34]
“Redefining Business Success with Friends of Endearment”: “It’s a research done by Sisodia Raj. Sisodia was a professor in Wharton School and the research is called Friends of Endearment. Now what he did was he selected around 60 odd groups across the world which comprised of the S&P 500, the companies which were there on the S&P 500 and companies which also fell in the great to great Brit Greater index.”
— Sandeep Amar Gupta [00:16:41 → 00:17:11]
Customer Experiences Shape Brand Loyalty: “You go to Harrods, it’s the world renowned store, right? You buy something from there, you say, I’ve got it from Harrods. If the sales girl or the sales man misbehaves with you, shows you up, says, this is not a store for you, will you go back to Harrods? You will not.”
— Sandeep Amar Gupta [00:19:02 → 00:19:23]
Building Team Synergy: “Since the values, vision and mission were created by the entire 32, they became committed to it.”
— Sandeep Amar Gupta [00:29:21 → 00:29:27]
Topic: The Art of Proper Observation: “Once you learn to manage your attention, learn to observe properly.”
— Sandeep Amar Gupta [00:33:43 → 00:33:45]
Coaching Truths: “So somewhere, you know, we coaches need to get out of that fear of displeasing the client because truths are hard to swallow. But at the same time we got to be polite, we got to be diplomatic and all truths need not be told at the same time or at the wrong time. We got to be mindful.”
— Sandeep Amar Gupta [00:41:49 → 00:42:11]
The Human Dimension: “Two things very important for the human being to unleash its full potential or live by his or her full potential. One of the values, aspirations, dreams, self management tools and techniques which come from spirituality. Because human beings are a microcosm of the macrocosm that’s on one side, on the other side, yes, it knocks. You need money to survive.”
— Sandeep Amar Gupta [00:43:38 → 00:44:08]
The Intersection of Spirituality and Economics: “So spirituality and economics, when they come together, that is the time human beings flourish.”
— Sandeep Amar Gupta [00:44:52 → 00:44:59]
“The Evolution of Eras”: “I’ve seen the transitioning from the industrial era to the IT era, to the knowledge era and now to the virtual reality.”
— Sandeep Amar Gupta [00:46:37 → 00:46:47]
Definition of Terms UsedDual Worlds Concept* Definition: The Dual Worlds Concept refers to the notion that individuals exist in two realms simultaneously: the external world of actions and results, and the inner world of love, consciousness, and values. The inner world influences the external. * Relevance: Understanding the Dual Worlds Concept helps explain how internal values and consciousness can shape external outcomes and behaviours, impacting personal and organisational success. * Examples: A leader driven by inner values of empathy and integrity will likely foster a positive and productive work environment that reflects those values. * Related Terms: Inner Self, External Reality, Value Alignment, Conscious Leadership * Common Misconceptions: A common misconception is that the inner world has little to no impact on one’s external actions and success.
Organisations with a Soul* Definition: Organisations with a Soul are those that embody inner truth, values, and purpose, which manifest in humane and ethical actions, creating a positive impact on society. * Relevance: Such organisations are able to attract and retain talent, foster customer loyalty, and achieve sustainable success by integrating values into their business model. * Examples: Companies like Ben & Jerry’s, known for their social activism and ethical practices, exemplify an Organisation with a Soul. * Related Terms: Mission-Driven Business, Ethical Organisation, Values-Based Leadership * Common Misconceptions: People may think that focusing on values undermines profitability, but it often leads to long-term growth and resilience.
Systemic Thinking* Definition: Systemic Thinking refers to a holistic approach to problem-solving that considers the entire system, including relationships, patterns, and cycles, rather than isolated parts. * Relevance: This approach is crucial for building sustainable strategies in organisations, allowing for ethical decision-making and value creation that benefit society as a whole. * Examples: Apple and Google, which are lauded for their long-term, holistic business strategies focused on innovation and societal impact. * Related Terms: Holistic Thinking, Systems Theory, Integrated Management * Common Misconceptions: A common misconception is that systemic thinking is too complex and impractical for real-world business, but it actually simplifies decision-making by providing a broader perspective.
Better Worldliness* Definition: Better Worldliness is a balanced approach to life that includes love, mutuality, and self-preservation, facilitating opportunities for education, health, and peaceful living. * Relevance: Practicing Better Worldliness can lead to a more equitable and harmonious society, as it encourages individuals to balance personal interests with collective well-being. * Examples: Communities or organisations that promote work-life balance, social responsibility, and emotional well-being exhibit Better Worldliness. * Related Terms: Balanced Living, Ethical Materialism, Holistic Well-being * Common Misconceptions: Some may believe that Better Worldliness requires significant self-sacrifice, while it actually advocates for a balanced approach to life.
AOPA Formula* Definition: The AOPA Formula is a personal growth strategy comprising Attention Management, Observation, Pause, and Acceptance to foster self-awareness and intentional actions. * Relevance: This formula helps individuals manage their reactions and make conscious choices, leading to personal and professional growth. * Examples: Practicing mindfulness to manage stress (Attention Management), regularly self-reflecting on one’s actions (Observation), taking a moment before responding to a conflict (Pause), and accepting feedback without defensiveness (Acceptance). * Related Terms: Mindfulness, Self-Regulation, Emotional Intelligence, Self-Awareness * Common Misconceptions: There is a misconception that the AOPA Formula requires a significant time investment, while it can be effectively incorporated into daily routines with minimal time.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sandeep Amar Guppta Breaking Growth Barriers · | |
The post Breaking Barriers, Building Futures appeared first on SEE Change Happen: The Inclusive Culture Experts.
Leveraging Military Skills in Corporate Leadership
Inclusive leadership, military transition, corporate culture, teamwork dynamics, leadership strategies, personal growth, cross-department collaboration, motivation and resilience, employee value, diversity and inclusion.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts Taran Kumar, who shares his compelling journey from the battlefield to the boardroom. Taran’s unique experiences as a former army officer who transitioned into the corporate world provide a fresh perspective on leadership, teamwork, and inclusivity. Joanne and Taran explore the challenges he faced adjusting to corporate culture and how his military background equipped him with skills that have become invaluable in the business environment.
Taran Kumar, based in Ahmedabad, India, is a former hotelier turned army officer and now a leadership coach and startup mentor. He embarked on his military career after succeeding in the Union Public Service Commission exam, which led to a rigorous Service Selection Board process. Taran sustained significant injuries during a high-altitude conflict, which profoundly affected his outlook on life and leadership. His reputation for genuine care and adaptive leadership greatly influenced his soldiers, fostering an environment of trust and support. Known as the "force multiplier," Taran applies the lessons he learned in the military to the corporate world, advocating for inclusivity and team unity.
The discussion delves into the crucial aspects of corporate culture that often get overlooked, like the importance of cross-departmental communication and valuing non-revenue generating departments. Taran makes insightful analogies to football and chess, illustrating the critical role each employee plays within an organisation. The episode highlights how the hierarchical and trust-based structure of the military can inform and enhance corporate practices, aiming for a more inclusive and cohesive work environment.
Joanne and Taran touch upon themes of personal growth and the belief that hard work can lead to career advancement. They discuss the necessity of involving diverse teams in corporate planning, showcasing how everyone’s input can drive success. The episode empowers listeners to rethink their approach to leadership and teamwork, drawing from Taran’s experiences of resilience and adaptability.
A key takeaway from this episode is the importance of valuing every role within an organisation for its long-term success. Listeners will be inspired by Taran’s journey and his advocacy for inclusive workplace culture, gaining practical insights on how to implement these values in their own professional lives. Whether in the battlefield or the boardroom, the essence of strong leadership and teamwork remains the same. Don't miss this inspiring conversation on The Inclusion Bites Podcast.
Published: 16.01.2025 Recorded: 04.12.2024 Duration: 1:04:40 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #143: Battlefield to Boardroom — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsOvercoming Colonial Mindsets: “In fact, you know, every country that comes out of a colonial mindset takes time for that thing to get over. And India was no exception for that.”
— Taran Kumar [00:03:04 → 00:03:15]
The Importance of Self-Reliance in National Defence: “So it is very important for any nation to be self reliant on these aspects. Then only you can defend yourself.”
— Taran Kumar [00:09:52 → 00:10:01]
The Diversity of Belief Systems: “We have got more than 33,000 gods and none of us is forced to follow 1 God.”
— Taran Kumar [00:15:25 → 00:15:31]
The Value of Life and Loyalty: “Once life is gone, you can’t get it back.”
— Taran Kumar [00:26:05 → 00:26:07]
Survival and Uncertainty: “At that point in time, when the blood was oozing out and my body was aching, I was not too sure.”
— Taran Kumar [00:33:40 → 00:33:45]
Corporate Disconnect: “In the corporate world, many a times, the corporate vision is not passed down to the lowest player in the food chain of that corporate organisation.”
— Taran Kumar [00:43:58 → 00:44:10]
The Importance of Inclusive Organisational Structures: “There are so many organizations which are I call them as, nonrevenue generating. They are the ones which are eating revenues, but they are so important for the growth of that organization.”
— Taran Kumar [00:44:55 → 00:45:08]
The Importance of Internal Promotion: “Why don’t you promote people from your own organisation? Why are you not taking action in the right time frame before it’s too late?”
— Taran Kumar [00:46:38 → 00:46:44]
“Overproduction Woes: The production manager or the project manager became a bit more enthusiastic and he started producing things in overdrive. Much beyond the capacity of the sales team to sell, although he was doing a great thing by increasing the productivity, but in the bargain, instead of making more revenues, company was investing more in their warehousing because they had to now stack these items somewhere.”
— Taran Kumar [00:54:04 → 00:54:31]
The Power of Inter-Departmental Collaboration: “We’ll see that these two streams will have more people coming and picking up stuff from their shelves than what they would be picking up from the shelf of the retail stores.”
— Taran Kumar [01:00:22 → 01:00:30]
Definition of Terms UsedUnion Public Service Commission (UPSC)* Definition: The Union Public Service Commission (UPSC) is India’s central recruiting agency responsible for appointments to and examinations for All India services and group A & group B of Central services. * Relevance: The UPSC plays a crucial role in selecting personnel for various key positions in the Indian government. Taran Kumar successfully cleared the UPSC exam, which marked his entry into the Indian military. * Examples: The Civil Services Examination (CSE), Engineering Services Examination (ESE), and Combined Defence Services Examination (CDS). * Related Terms: Indian Administrative Service (IAS), Central Armed Police Forces (CAPF), Service Selection Board (SSB) * Common Misconceptions: Many believe the UPSC only recruits for civil services, but it also conducts exams for defence services and engineering positions.
Service Selection Board (SSB)* Definition: The Service Selection Board (SSB) is an organisation that evaluates candidates for becoming officers in the Indian Armed Forces through a series of psychological, physical, and mental assessments. * Relevance: Taran Kumar’s completion of the SSB process was a significant milestone in his military career, showcasing his resilience and capability. * Examples: Intelligence and Personality Tests, Group Testing Officer Tasks (GTO), Psychological Tests, and Interview. * Related Terms: Officer Training Academy (OTA), National Defence Academy (NDA), Indian Military Academy (IMA) * Common Misconceptions: Some think SSB is only for physical fitness; however, it extensively tests psychological and leadership qualities as well.
Inclusivity in Corporate Culture* Definition: Inclusivity in corporate culture refers to fostering an environment where diverse employees feel valued, respected, and supported, enabling them to fully participate and contribute to the organisation. * Relevance: Taran Kumar emphasised the importance of inclusivity for a cohesive and effective corporate team, drawing parallels between military and corporate teamwork. * Examples: Implementing inclusive policies, holding awareness programmes, and ensuring representation across various levels of the organisation. * Related Terms: Diversity, Equal Opportunity, Cultural Competence * Common Misconceptions: Inclusivity is often mistaken for mere diversity; inclusivity requires active efforts to integrate and support diverse members.
Cross-Vertical Involvement* Definition: Cross-vertical involvement refers to the engagement of employees from different departments or functional areas within an organisation to collaborate on projects or initiatives. * Relevance: According to Taran Kumar, this approach strengthens team cohesion and ensures varied perspectives contribute to the organisation’s success. * Examples: Team projects including members from HR, finance, marketing, and production; interdisciplinary task forces; collaborative workshops. * Related Terms: Cross-Functional Teams, Interdepartmental Collaboration, Synergy * Common Misconceptions: Some believe that cross-vertical involvement leads to conflicts due to diverse viewpoints; however, managed correctly, it fosters innovation and comprehensive problem-solving.
High-Altitude Military Operations* Definition: High-altitude military operations involve military actions conducted in regions of significant altitude, often exceeding 12,000 feet, where environmental conditions are harsh and challenging. * Relevance: Taran Kumar shared his experiences of operating at altitudes around 20,000 feet, illustrating the physical and mental demands on military personnel in such environments. * Examples: Combat missions, surveillance activities, and logistical operations in mountainous terrains like the Himalayas. * Related Terms: Altitude Sickness, Cold Weather Operations, Mountain Warfare * Common Misconceptions: High-altitude operations are often perceived as purely physical challenges; however, they require high mental resilience and strategic acumen as well.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Tarun Kumar Force Multipliers | |
The post Battlefield to Boardroom appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Role of Governance in Effective ERG Leadership
Alyssa Dver explores the empowering journey of ageing, the importance of nurturing valuable relationships, and the enriching experience of diverse perspectives while advocating for inclusive and psychologically safe work environments.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes guest Alyssa Dver to discuss the nuances of creating and sustaining a sense of belonging. Joanne reflects on turning 60, sharing how she feels more settled in her personality and wisdom gained over the past decade. Alyssa appreciates this perspective, noting that age often brings the ability to simplify and enrich life by focusing on what truly matters. The conversation touches on shedding unnecessary relationships and valuing meaningful connections as they age.
Alyssa Dver, a confidence expert and leader of the ERG Leadership Alliance, joins Joanne to share her remarkable insights on empowerment and belonging. Alyssa has dedicated her career to helping people feel valued and confident, creating spaces where everyone can find a sense of belonging. Through her work with the American Confidence Institute and ERG Leadership Alliance, Alyssa has influenced corporate cultures globally, providing training and resources to enhance leadership and foster inclusive environments. Alyssa's personal journey, including experiences with her son's neurological issues, has fuelled her passion for genuine well-being and psychological safety in the workplace.
Joanne and Alyssa discuss the importance of being judicious with time and relationships, likening unnecessary subscriptions to unneeded relationships that drain rather than add value. They also touch upon the influence of diverse perspectives, with Joanne highlighting the importance of understanding others' lived experiences even without full agreement. Alyssa sheds light on the learned nature of selfish behaviours as defensive mechanisms and the role of belonging in reducing global conflicts. The debate around Employee Resource Groups (ERGs) ownership, governance, and the strategic structure necessary for their effectiveness is explored, offering listeners a comprehensive understanding of ERGs' dynamic roles in organisations.
The episode concludes with hopes for a peaceful resolution to future societal challenges and emphasises the power of community support in fostering resilience. Joanne invites listeners to share their thoughts, subscribe to the podcast, and stay engaged for future episodes that promise to delve deeper into inclusivity and belonging.
A key takeaway from this episode is the shift from accumulating to prioritising meaningful connections, the critical role of diverse perspectives in fostering innovation, and the importance of empowering others to create inclusive environments. Whether you're managing an ERG, navigating personal growth, or seeking to cultivate a sense of belonging in your community, this episode offers valuable insights to inspire and guide you on your journey.
Published: 09.01.2025 Recorded: 03.12.2024 Duration: 1:03:16 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #142: Empowering Belonging — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsMaintaining the Importance of Diversity: “The constructs are still, maybe even more so, important.”
— Alyssa Dver [00:27:49 → 00:27:53]
Understanding Trauma in the Classroom: “You’re never going to understand, nor should you, nor, you know, it’s almost a waste of time in many cases to try and really understand the trauma. But there are ways we can support that child in learning better, knowing that they’ve been through trauma.”
— Alyssa Dver [00:31:27 → 00:31:43]
The Importance of Vulnerability in Leadership: “I can’t bring my whole self to work if you’re not even letting me open my mouth in a meeting.”
— Alyssa Dver [00:32:13 → 00:33:05]Fear of Empowerment in Leadership: “Leaders fear empowering people because it means that they’re gonna lose their own power, which in truth is just the opposite.”
— Alyssa Dver [00:34:22 → 00:34:29]Leadership Challenges in Group Dynamics: “So, there’s a lot of new people that come and go, and they may or may not have experience leading a group at all.”
— Alyssa Dver [00:39:59 → 00:40:06]
Importance of Clear Mission Statements: “Those fundamentals are really important. And and in light of those, when you’re clear about who that group is for, the structure of the group, the processes of the group, the roles of the different not just in the leadership chain, but the executive sponsors, the role of the allies. When you have those fundamentals updated regularly, then everything else gets easier.”
— Alyssa Dver [00:41:40 → 00:42:03]
The Future of Employee Resource Groups: “Now, here’s where the ERGs and the whole world is changing a lot. And you were in the London event. You know that my trends report for 2025 is all about the numbers.”
— Alyssa Dver [00:44:48 → 00:44:59]
The Importance of Quantitative Outcomes in Business: “The ERGs have been there, but there never really been this rally cry of we’ve got to show the quantitative outcome to the business because the businesses are funding this.”
— Alyssa Dver [00:45:30 → 00:45:39]
The Importance of Executive Sponsorship in Organisational Success: “The only way one of these groups really does well is if it has good executive sponsorship. Why? Because they have the visibility, they have the ear, they have the power really to ensure that that group is respected.”
— Alyssa Dver [00:52:42 → 00:52:57]
Balancing Diversity and Community Building: “But to expect a single diversity person or department for that matter, if there’s still a department in your organisation, or to expect the employees to do it on their own, it’s kind of naive.”
— Alyssa Dver [00:58:13 → 00:58:20]
Definition of Terms UsedJudicious with Time and Relationships* Definition: Being selective and wise about how one allocates time and cultivates relationships, focusing on those that are mutually beneficial and fulfilling. * Relevance: As people age, they tend to prioritise meaningful connections and activities, enhancing their quality of life and emotional well-being. * Examples: Shedding superficial friendships, avoiding time-wasting activities, and investing more in family and close friends. * Related Terms: Time Management, Prioritisation, Relationship Building * Common Misconceptions: Some may think it means becoming antisocial or reclusive, but it actually involves being more intentional about one’s social interactions.
Symbiotic Relationships* Definition: Relationships wherein both parties benefit and support each other, contributing positively to each other’s lives. * Relevance: Fostering symbiotic relationships leads to a more balanced and supportive social network, enhancing personal and professional growth. * Examples: Mentorships, collaborative partnerships, and friendships where both individuals offer genuine support and value. * Related Terms: Mutualism, Reciprocity, Cooperative Relationships * Common Misconceptions: People might confuse them with one-sided relationships where only one person benefits, but true symbiotic relationships are mutually advantageous.
Employee Resource Groups (ERGs)* Definition: Voluntary, employee-led groups within organisations aimed at fostering a diverse, inclusive workplace aligned with the company’s mission and values. * Relevance: ERGs play a critical role in promoting inclusivity, providing support networks for employees, and enhancing company culture. * Examples: Women in Tech groups, LGBTQ+ alliances, and multicultural networks within a company. * Related Terms: Diversity, Equity, and Inclusion (DEI), Affinity Groups, Employee Networks * Common Misconceptions: There is a belief that ERGs are only social clubs without tangible benefits, but they significantly impact employee retention, satisfaction, and productivity.
Psychological Safety* Definition: A belief that one can speak up, share ideas, and take risks without fear of negative consequences to self-image, status, or career. * Relevance: Psychological safety is essential for fostering innovation, creativity, and overall team performance in the workplace. * Examples: Open-door policies, encouraging team discussions, and creating a culture where feedback is valued and respected. * Related Terms: Trust, Emotional Safety, Inclusive Leadership * Common Misconceptions: Some may think it equates to being ‘soft’ or avoiding conflict, whereas it actually involves creating an environment where constructive criticism and debate are welcomed.
Governance* Definition: The framework of rules, practices, and processes by which an organisation is directed and controlled, including ERGs and advisory boards. * Relevance: Effective governance is crucial for maintaining order, ensuring accountability, and aligning group activities with organisational goals. * Examples: Establishing clear roles and responsibilities, regular reviews of ERG objectives, and transparent decision-making processes. * Related Terms: Administration, Leadership, Organisational Oversight * Common Misconceptions: Governance is often perceived as restrictive or bureaucratic, but when done correctly, it provides structure and enhances efficiency.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Alyssa Dver ERG Alliance | |
The post Empowering Belonging appeared first on SEE Change Happen: The Inclusive Culture Experts.
Embracing Imperfection and Progress
Steph VanHaverbeke explores personal transformation, the liberation in letting go of perfection, and navigating gender identity, while championing empathy and critical thinking to foster inclusion and growth.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a thought-provoking dialogue with guest Steph VanHaverbeke. They explore the complex notion of perfection, examining how striving for it can coexist with embracing imperfection. Joanne introduces the idea that "perfection is the enemy of progress," encouraging acceptance of "good enough" as a worthy aim. This episode is enriched with personal stories and practical insights that highlight the beauty of impermanence, the importance of self-acceptance, and the need to unload unnecessary baggage to achieve personal growth.
Steph VanHaverbeke is the co-founder of the House of Coaching and an advocate for cognitive agility and inclusion strategies. Having undergone a significant personal transformation, Steph's journey has been marked by a fresh start after a professional setback and a gender transition. Her experiences before and after transitioning offer a deeply personal perspective on authenticity, societal expectations, and self-acceptance. Living in Belgium, Steph has benefited from progressive gender laws, and her transition has greatly informed her empathetic and authentic approach to coaching. Steph's current projects include facilitating guided meditations and creating resources available through her website, https://coachsteff.life.
Joanne and Steph discuss the profound impact of self-limiting beliefs and the necessity of personal change to move forward in life. Steph shares her experiences of feeling compelled to prove herself as a man before transitioning, an exhausting endeavour that contrasted sharply with the liberation and authenticity she felt post-transition. Both Joanne and Steph draw on their understanding of identity to underline the importance of self-acceptance and letting go of societal constructs. Their conversation veers into the transformative power of AI and its potential to shape future work dynamics, drawing parallels with how past technological advancements have liberated humanity from burdensome tasks.
A key takeaway from this episode is the courage to embrace imperfection and focus on what truly matters, rather than being bound by societal constructs or self-imposed constraints. Listeners will find Steph's journey and insights particularly inspiring as they explore the themes of identity, technology, and the ongoing quest for personal and societal growth. This episode encourages a healthy reflection on personal baggage and self-limiting beliefs, offering actionable insights for anyone looking to engage in meaningful change.
Published: 02.01.2025 Recorded: 02.12.2024 Duration: 0:50:09 **Shownotes:**
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Steph VanHaverbeke The House of Coaching | |
The post No Expected Outcome appeared first on SEE Change Happen: The Inclusive Culture Experts.
Navigating Mental Health and Personal Trauma
Alex Williams unravels the profound journey of resilience, mental health advocacy, and the transformative power of hope, authenticity, and personal responsibility in overcoming life's profound challenges and societal pressures.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a profound conversation with Alex Williams, uncovering the depths of resilience and authenticity in the face of life's adversities. Joanne and Alex traverse the challenging terrain of navigating personal trauma and the pivotal role of hope and community in recovery and mental health advocacy.
Alex, a seasoned mental health nurse and passionate advocate for resilience, shares his harrowing childhood experiences, marked by the tragic loss of his mother and subsequent turbulent years. Despite his career success in mental health, Alex's journey to self-worth was fraught with internal struggles and suicidal ideation until he found solace in Viktor Frankl’s philosophies. This awakening prompted Alex to dedicate his life to mental health advocacy, focusing on authentic conversations about commonly shared struggles. His insights draw from a lifetime of combating personal demons and striving for genuine emotional well-being.
Throughout the episode, Alex and Joanne critically examine the dangers of comparing oneself to others, particularly within the deceptive realm of social media. They dismantle the facade of the wellness industry's marketed illusions, highlighting the importance of authenticity and the peril of fake perceptions of success. Both speakers stress the significance of grounding oneself in reality while maintaining hope as a motivational force. Alex shares practical tips for managing mental health, fostering a healthy relationship with oneself, and building supportive communities.
Joanne and Alex also touch upon the necessity of enduring discomfort as a catalyst for change, exploring personal responsibilities in navigating societal pressures and the overwhelming tide of information in the modern age. They champion small, manageable changes as stepping stones toward substantial progress, underscoring the impact of human connection and authentic support systems in overcoming life’s challenges.
A key takeaway from this episode is the vital role of authenticity and community in mental health recovery. Listeners will gain invaluable insights into fostering resilience, recognising the significance of supportive networks, and navigating life’s setbacks with a hopeful yet realistic mindset. This episode encourages a compassionate self-relationship and emphasizes that genuine connections can be powerful conduits for healing and growth.
Published: 26.12.2024 Recorded: 25.11.2024 Duration: 0:59:43 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #140: Getting Back Up — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsThe Challenge of Chronic Health Issues: “The NHS in this country, for example, it was designed to treat acute problems, not really complex chronic issues.”
— Alex Williams [00:05:08 → 00:05:14]
The Impact of Constant Connectivity on Mental Well-Being: “I don’t think we realize as a society is how we’re so busy because we’re plugged into all these things with all these stresses coming at us.”
— Alex Williams [00:06:40 → 00:06:48]
The Double-Edged Sword of Social Media Comparison: “Most people I would say have terrible relationships with themselves even though on the surface on social media, they act like everything’s, you know, got everything together.”
— Alex Williams [00:08:28 → 00:08:35]
“The Illusion of Success on Social Media”: “I don’t believe any influence in social media or anyone out is doing as well as they’re doing. So it’s really important when I’m when you’re viewing that to go actually, is this real or is this just a glimpse of what they’re showing or actually what they’re trying to make me believe?”
— Alex Williams [00:12:06 → 00:12:19]
The Importance of Validation: “If we don’t feel like we can be ourselves and express how we really feel and do the things we want to in life, and if we have to feel like we could constantly at the high parts and wear masks in a sense of showing up in different ways to appease everyone else, eventually, you will get to a point where we’re like, what the hell is going on here?”
— Alex Williams [00:21:21 → 00:21:37]
The Importance of Pets for Mental Health: “But it was, well, if it to be honest, if it wasn’t for my dog and feeling the need and the worry to be there for him, I think I wouldn’t be here today.”
— Alex Williams [00:29:05 → 00:29:15]
The Power of Choice: “Everything can be taken from you, sorry, except your ability to choose how you respond, your ability to choose your own way.”
— Alex Williams [00:29:39 → 00:29:45]
The Power of Sharing Your Story: “Talking about my own story kind of I think it was good because it made me stop being the person who was held the answers to everyone else’s problems and made me realise that, actually, I’m just like all of you.”
— Alex Williams [00:31:23 → 00:31:32]
The Importance of Supportive Relationships: “I think we all want someone in our lives who can just be there for us when we’re struggling, when we’re happy, like, when we celebrate our achievements or maybe just to redirect us if we’re going off the path a little bit.”
— Alex Williams [00:39:37 → 00:40:44]
Overcoming Rejection Fears:
“I have to be really mindful of that now, that when I’m maybe going forward to do something or pushing myself to do something that actually I could do in my life, I’m like, that little voice says, oh, do you really need to do that?… But I think it’s like… even if that person does reject me, I can handle it, and I still got good people in my life.”
— Alex Williams [00:45:47 → 00:45:59]
Definition of Terms UsedMental Health Advocacy* Definition: Mental Health Advocacy involves promoting awareness, understanding, and support for individuals experiencing mental health issues. It seeks to influence policies and practices to improve mental health services and reduce stigma. * Relevance: In the episode, Alex Williams emphasises the importance of advocating for mental health to create resilient communities and support systems that can help individuals recover from life’s setbacks. * Examples: Campaigning for better mental health funding, educating the public about mental health, and creating supportive environments in workplaces and schools. * Related Terms: Stigma Reduction, Public Awareness, Mental Health Education * Common Misconceptions: Some may think mental health advocacy is only for professionals, but anyone can be an advocate by speaking out and supporting others.
Market of Hope and Illusion* Definition: This term refers to the wellness industry’s tendency to sell certainty and recovery through products and services, often creating unrealistic expectations of instant healing. * Relevance: Alex Williams critiques this market, discussing how it can create false narratives of recovery that people buy into out of a desire for certainty amid their struggles. * Examples: Fitness programmes that promise rapid transformation, self-help books that guarantee immediate change, and detox products claiming miraculous results. * Related Terms: Wellness Industry, Instant Gratification, False Advertising * Common Misconceptions: Consumers often believe these marketed solutions will provide quick fixes, but true recovery requires time and effort.
Authenticity on Social Media* Definition: Authenticity on social media means representing oneself genuinely and honestly, without succumbing to pressures to appear perfect or highly successful. * Relevance: Both Alex and Joanne stress the importance of authenticity, discussing how social media often pressures individuals to present a misleading representation of their lives. * Examples: Sharing both successes and failures, posting candid moments instead of curated content, and engaging in honest conversations online. * Related Terms: Social Media Transparency, Genuine Engagement, Digital Authenticity * Common Misconceptions: Many believe that showing vulnerability on social media will lead to rejection, but it can foster deeper connections and community support.
Personal Responsibility in Recovery* Definition: This concept involves individuals taking active steps to manage and improve their mental health, recognising that while external factors impact their well-being, personal action is crucial. * Relevance: Alex Williams discusses the importance of taking personal responsibility in one’s mental health journey, highlighting the necessity of small, manageable changes to foster growth and resilience. * Examples: Regularly attending therapy sessions, practising self-care, joining support groups, and setting achievable goals for personal development. * Related Terms: Self-Efficacy, Empowerment, Self-Improvement * Common Misconceptions: There is a misconception that personal responsibility means handling everything alone, but it actually involves seeking and utilising support systems effectively.
Viktor Frankl’s Influence* Definition: Viktor Frankl was an Austrian neurologist and psychiatrist who founded logotherapy, emphasising the search for meaning as the central human motivational force. * Relevance: Alex Williams credits Frankl’s work with helping him reclaim his ability to choose his path, highlighting the significance of finding meaning in life’s challenges. * Examples: Reading works like “Man’s Search for Meaning” and applying its principles to overcome personal struggles and build resilience. * Related Terms: Logotherapy, Existential Psychology, Meaning-Centred Therapy * Common Misconceptions: Some might think that finding meaning negates the need for other therapeutic interventions, but it is often part of a comprehensive approach to mental health.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Alex Williams Alex J Williams | |
The post Getting Back Up appeared first on SEE Change Happen: The Inclusive Culture Experts.
Media Sensationalism and Constructive Conversations
John Sands shares a deeply personal and transformative journey through a severe COVID-19 experience, underscoring the profound importance of vaccination, allyship, and the delicate balance of empathy and inclusion in navigating a polarised world.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by John Sands to explore the transformative power of turning challenges into opportunities. John dives into a range of pressing issues, including media sensationalism, the polarisation of opinions in social debates, and the ways in which remote work statistics are often misrepresented. The conversation is not just about identifying problems but also about creating actionable solutions in the workplace, particularly through the use of Employee Resource Groups (ERGs).
John Sands is a certified ERG trainer committed to fostering inclusive workplaces where every voice is heard. With a background that spans a navy career, personal resilience through severe health crises, and substantial experience working with various ERGs, John's insights are both profound and practical. His metaphor of "turning lead into gold" encapsulates his mission to empower organisations to transform raw ideas into actionable and impactful initiatives. Along with his engaging personal stories, such as his vivid coma experiences and battle with double pneumonia, John offers a rich tapestry of experiences that underline his empathetic approach to leadership and inclusion.
Joanne and John delve into the importance of robust discourse, even on divisive topics like animal rights and political stances. John recounts how sensational headlines often drown out meaningful discussions and how social media can create echo chambers, amplifying polarising views. They also touch on historical figures and how differing perspectives shape their legacies, using Nelson Mandela as an example. In the context of ERGs, John highlights their crucial role in fostering a sense of belonging and providing strategic benefits for organisations, from employee retention to inclusive policy-making.
Listeners are encouraged to connect with John Sands for more discussions on ERG leadership and the importance of empathy in overcoming adversities. Joanne Lockwood wraps up the episode by underscoring the power of inclusion and community, urging listeners to share their thoughts and stories to foster a more inclusive world through dialogue.
A key takeaway from this episode is the emphasis on empathy and constructive dialogue in transforming polarised views into collaborative efforts. Listeners will gain valuable insights into the role of ERGs in creating inclusive environments and the importance of understanding and conversation in mitigating societal divides. This episode offers a compelling blend of personal experience and practical advice, making it a must-listen for anyone committed to driving inclusion and societal change.
Published: 19.12.2024 Recorded: 21.11.2024 Duration: 0:57:32 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #139: Turning Lead into Gold — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsEmpowering ERGs to Make a Difference: “The goal is created by the people that I’m teaching, or just facilitating, getting these people to speak and to take an idea and make it real, and for it to really make a difference in the workplace.”
— John Sands [00:04:07 → 00:04:11]
Employee Resource Groups: “I helped to create an ERG around disability and also was an ally for the LGBTQIA plus ERG, the black alliance ERG, and also, I was part of the veterans ERG.”
— John Sands [00:05:29 → 00:05:37]
The Pitfalls of Corporate Diversity Initiatives: “And that’s another big pitfall for this kind of thing is they’ll say, yeah, we need it. We want it on the website. We wanna show we’re, you know, we’re a diverse, corporation, but then they don’t, they don’t help to make that survive. So it withers on the vine, basically.”
— John Sands [00:09:12 → 00:09:27]
Importance of Allyship in ERGs: “we’re not only looking to support and educate the people within that group, but we’re also looking to then support people outside of that group to understand. And education is very important.”
— John Sands [00:10:40 → 00:10:53]
Growing Up in a Different Era: “I grew up at a time, where, is looked back as, being, you know, a, the, a black time, the black time, a, a dark time where, I was doing, I’m trying to put together actually, a presentation around and I call it poor little white boy.”
— John Sands [00:12:57 → 00:13:16]
The Problem with Generalizations: “You just get people that are bad no matter what what where they come from, whether they’re, you know, LGBTQIA, whether they’re black, whether they’re white, whether they’re Christian, whether they’re Catholic, whatever. You just get bad people.”
— John Sands [00:14:48 → 00:14:59]
The True Impact of Political Polarization: “Even parts of the same family no longer speak to each other because of the way that they’re they’re voting. So it’s got that polarization is, is incredible.”
— John Sands [00:18:21 → 00:19:13]
The Double-Edged Sword of Technology: “It’s it’s it’s a beast of, you know, of of two sides, really, because we’ve got the the amazing technology that allows us to communicate and to to share information.”
— John Sands [00:29:18 → 00:29:28]
The Harsh Reality of Isolation: “I don’t think I’m gonna finish this diary, because my breathing was getting so bad.”
— John Sands [00:36:01 → 00:36:47]
Facing Mortality: “I’ve never ever never ever lost that feeling. The feeling I had when I thought I was lying on the bed, and I was thinking, what’s it gonna be like to die?”
— John Sands [00:39:13 → 00:39:25]
Definition of Terms UsedPolarised View* Definition: A polarised view refers to opinions or perspectives that are strongly divided and positioned at extreme ends, often without room for compromise or understanding. * Relevance: Polarised views are prominently seen in social media debates, where individuals retreat under pressure, hindering constructive discussion and inclusivity. * Examples: Debates on controversial topics such as horse racing and animal rights, Brexit, and certain social justice issues. * Related Terms: Partisanship, Divisiveness, Binary Thinking * Common Misconceptions: It is often believed that polarisation simplifies decision-making, but it can actually obstruct meaningful dialogue and progress by fostering an “us versus them” mentality.
Sensational Headlines* Definition: Sensational headlines are exaggerated or provocative news headlines designed to capture attention and elicit strong emotional reactions, often at the expense of accurate reporting. * Relevance: Sensational headlines can mislead the public and amplify misinformation, impacting discourse on important issues and feeding into confirmation biases. * Examples: Misleading statistics or claims about remote workers being lazy, or distorted facts about public health crises. * Related Terms: Clickbait, Yellow Journalism, Media Spin * Common Misconceptions: Many believe sensational headlines provide the most important news, but they often prioritise engagement over factual integrity.
Echo Chambers* Definition: Echo chambers are environments, particularly within social media, where individuals are exposed only to information and opinions that reflect and reinforce their own, limiting exposure to counterarguments. * Relevance: Echo chambers contribute to societal divisions and the reinforcement of polarised views, impacting family and community dynamics, especially during key events like elections. * Examples: Social media timelines tailored to match user preferences, like pro-Brexit or anti-Brexit content, or communities around specific political ideologies. * Related Terms: Filter Bubbles, Confirmation Bias, Groupthink * Common Misconceptions: It’s often assumed that echo chambers represent a balanced view of reality, but they can distort perception by excluding differing opinions.
Armchair Experts* Definition: Armchair experts are individuals who, often through social media, present themselves as knowledgeable on certain topics without formal expertise, relying on superficial understanding or popular opinion. * Relevance: The rise of armchair experts has complicated public discourse and contributed to the spread of misinformation, as people may trust unverified opinions over credible sources. * Examples: Public figures speaking authoritatively on health issues they aren’t specialised in, like Chris Hoy commenting on cancer awareness. * Related Terms: Pseudo-Experts, Social Media Gurus, Misinformation * Common Misconceptions: People may believe that widespread social media presence equates to credible expertise, though true expertise requires extensive knowledge and experience.
Employee Resource Groups (ERGs)* Definition: Employee Resource Groups (ERGs) are volunteer-led groups within an organisation designed to foster a diverse, inclusive workplace aligned with organisational goals and employee needs. * Relevance: ERGs are vital in promoting inclusion, providing support for diverse employees, affecting recruitment, retention, and overall workplace culture positively. * Examples: ERGs focusing on disability, LGBTQIA+ issues, veterans, etc., providing safe spaces for discussion and advocacy. * Related Terms: Diversity Groups, Affinity Groups, Inclusion Initiatives * Common Misconceptions: Some may think ERGs only benefit specific groups, but they offer broader organisational advantages, including diverse perspectives and improved employee engagement.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | John Sands ERG Alliance | |
The post Turning Lead Into Gold appeared first on SEE Change Happen: The Inclusive Culture Experts.
Beyond Comfort Zones: Empowerment Through Self-Discovery and Growth
Claire Payne explores the significance of stepping beyond comfort zones to achieve empowerment, the essential role of self-assessment in personal growth, and the transformative impact of recognising emotions and fostering genuine inclusivity.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Claire Payne to explore the journey of embracing one's full potential. Claire, a partner in an international law firm and seasoned tribunal judge, delves into the dynamics of stepping beyond comfort zones as a route to empowerment. They discuss the significance of self-assessment, addressing emotions, and the power of fun and experiential learning in the pursuit of personal growth.
Claire is a multifaceted professional with rich expertise in law, mediation, and academia. Her career has seen a meteoric rise as she quickly ascended through the legal ranks. However, she felt constrained by traditional expectations and ventured into understanding how organisational culture impacts diversity and inclusion. Claire's unique journey led her to uncover historical collaborations between humans and wolves, which she uses as a powerful metaphor for effective teamwork and innovation in modern organisations. Claire is passionate about helping individuals and leaders unleash their true potential by fostering inclusive and authentic environments.
Joanne and Claire examine the practice of gradually expanding comfort zones to facilitate growth without overwhelming stress. Claire shares her fascinating approach of using metaphorical and literal exercises, such as walking on glass, to illustrate empowerment and reinforce the importance of fun and experiential learning. They touch on leadership authenticity, the fear of failure, and the necessity of creating inclusive cultures where individuals feel safe to express uncertainties. Claire's insights into mediation and emotional processing further underscore the importance of recognising and addressing emotions in conflict resolution, promoting a shift from adversarial to collaborative approaches.
The conversation also addresses societal pressures of fitting in versus the comfort of true belonging, emphasising intrinsic self-worth and non-judgmental peer interactions. Claire and Joanne highlight the potential for restorative justice to acknowledge wrongdoing and prioritise emotional strength and resilience in handling conflicts. They advocate for a shift towards genuine goals and collaborative problem-solving in corporate cultures, moving away from aggressive posturing.
A key takeaway from this episode is the profound value of stepping beyond comfort zones and fostering authentic, inclusive environments for personal and organisational growth. Listeners will be inspired by Claire Payne's unique perspectives and practical tips for embracing their full potential, making this episode a must-listen for those eager to drive positive change in their lives and workplaces.
Published: 12.12.2024 Recorded: 11.11.2024 Duration: 0:58:04 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #138: Embracing Full Potential — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsThe Importance of Workplace Culture: “And it actually all came down to the culture, it came down to how much they allowed people to be themselves and bring themselves to work.”
— Claire Payne [00:03:42 → 00:03:49]
“Indigenous Wisdom on Wolves”: “Whereas if you go back to the indigenous people, they see them very much still with this view that they are teachers, that they are guides, that they are to be looked to as a source of wisdom.”
— Claire Payne [00:07:51 → 00:08:01]
Modern Conflict Resolution: “…finding a solution rather than just digging themselves into a trench and hurling things at each other from either side until one of them gives in.”
— Claire Payne [00:13:11 → 00:13:19]
The Rise of Mediation in Modern Legal Practice: “We’re seeing a lot more mediation now, a lot more people willing to get into a meeting and lawyers willing to get their clients to the table to have a discussion where they can start collaborating about how they can find a solution and find a way forward.”
— Claire Payne [00:13:57 → 00:14:12]
Experiencing Leadership: “I take them in to meet the wolves, to feel what it feels like to be part of that pack, part of that community. And you feel it at such a visceral level.”
— Claire Payne [00:27:29 → 00:29:02]
Reflecting on Failure: “And the reason for that is because even when it’s gone wrong, there will be absolute nuggets of gold to be gathered there that tell you how to get it right next time, what can we do better next time? What can we do to make sure that the next time we give this a go, it’s a bigger success?”
— Claire Payne [00:31:00 → 00:31:16]
“Stop Putting People in Boxes”: “And I think in a way we’ve got to stop putting people in boxes and start recognising people as individuals rather than trying so desperately to categorise everybody, because somebody is not their, you know, neurodiverse tag or their sexuality tag or their gender tag.”
— Claire Payne [00:34:29 → 00:34:50]
Common Ground and Understanding: “But sometimes it just takes someone standing in the middle to see it, to step back as a neutral observer and go, do you actually realise that there is a common ground here?”
— Claire Payne [00:39:24 → 00:39:35]
“Stretching Your Comfort Zone”: “We’re not meant to spend, you know, 99% of our lives in a burning house trying to escape that. That’s not what our system was built for.”
— Claire Payne [00:52:55 → 00:53:05]
Life and Fun: “And that’s the thing, you know, if life isn’t fun, then what’s the point, really?”
— Claire Payne [00:54:32 → 00:56:07]
Definition of Terms UsedStepping Beyond Comfort Zones* Definition: Stepping beyond comfort zones involves moving out of familiar and safe boundaries to experience new challenges, fostering personal and professional growth. * Relevance: Essential for empowerment and achieving one’s full potential, rather than merely surviving within known parameters. * Examples: Taking on new job roles, engaging in public speaking, learning a new skill, initiating difficult conversations. * Related Terms: Personal Growth, Risk-Taking, Self-Development, Empowerment Common Misconceptions: Some believe that staying within comfort zones keeps stress at bay, but growth often requires manageable discomfort and challenge.
Restorative Justice* Definition: Restorative justice focuses on repairing the harm caused by criminal behaviour through inclusive processes that engage all stakeholders, rather than purely punitive measures. * Relevance: Highlights the importance of acknowledgement and emotional closure, aiming to heal both victims and perpetrators. * Examples: Mediation sessions between victims and offenders, community service as recompense, facilitated apologies and reconciliations. * Related Terms: Mediation, Conflict Resolution, Reconciliation, Victim Support Common Misconceptions: A common misconception is that restorative justice is too lenient, but it addresses the root causes and emotional impacts more deeply than traditional punitive justice.
Vagal System* Definition: The vagal system, or vagus nerve, is a key component of the parasympathetic nervous system, responsible for regulating stress responses and maintaining calm and social engagement. * Relevance: Understanding the vagal system is crucial for managing stress, promoting neurological regulation, and facilitating effective collaboration and emotional well-being. * Examples: Deep breathing exercises, meditation practices, fostering safe social connections to activate the parasympathetic response. * Related Terms: Parasympathetic Nervous System, Neurological Regulation, Stress Management, Social Engagement Common Misconceptions: Many assume the vagal system solely controls digestive processes, but it broadly impacts emotional and physiological responses to stress.
Experiential Learning* Definition: Experiential learning is the process of acquiring knowledge through direct experience, reflection, and application, rather than traditional academic instruction alone. * Relevance: Particularly vital for leadership development and fostering inclusive organisational cultures by providing firsthand insight into effective practices and empathy-building. * Examples: Leadership retreats, team-building exercises, simulations, and real-world problem-solving tasks. * Related Terms: Hands-On Learning, Reflective Practice, Applied Learning, Interactive Learning Common Misconceptions: Some view experiential learning as less rigorous than academic learning, yet it often leads to deeper understanding and practical application skills.
Intrinsic Self-Worth* Definition: Intrinsic self-worth refers to the inherent value an individual places on themselves, independent of external validation, achievements, or societal expectations. * Relevance: Vital for maintaining emotional resilience and well-being, protecting against the negative impact of external judgments and pressures. * Examples: Self-compassion practices, affirmations, maintaining boundaries, focusing on personal values and strengths. * Related Terms: Self-Esteem, Self-Compassion, Emotional Resilience, Internal Locus of Control Common Misconceptions: Many believe intrinsic self-worth is tied to success or approval from others, but it is actually about recognising one’s inherent value regardless of external factors.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Claire Payne Orthelian | |
The post Embracing Full Potential appeared first on SEE Change Happen: The Inclusive Culture Experts.
Unpacking Harm and Inclusivity in Everyday Language
Katie Allen explores the intricate balance of intention versus impact, urging for mindful language use and deeper understanding to foster genuine inclusivity, while emphasising the evolving nature of identity and the role of authentic conversations.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts an engaging conversation with Katie Allen on the nuances of sexual orientation and relationships. Katie shares her insights into asexuality, highlighting how understanding and communication stand as pillars in any relationship, particularly through the lens of her own experiences. Together, Joanne and Katie discuss the importance of cultivating environments that promote openness, authenticity, and inclusion.
Katie Allen, a confidence coach and inclusion consultant, brings her expertise and personal journey to the podcast. Identifying as asexual, Katie offers a unique perspective on the complexities of attraction and relationships. Her journey has been one of self-discovery and honest communication, especially in her roles as a partner and inclusion advocate. Katie is passionate about helping individuals and organisations embrace ambiguity and engage in meaningful conversations to drive change. With a focus on authenticity, she works to dismantle societal pressures that often hinder genuine connections and understanding.
Throughout the episode, Katie delves into the spectrum of asexual experiences, explaining that asexuality can involve various types of attraction, such as aesthetic or emotional connections. She explores the nuances of being in a relationship where differences in sexual orientation exist, emphasising the importance of ongoing, honest dialogues. The discussion touches on the significance of sharing diverse experiences to foster empathy and cultural intelligence, illustrating how societal norms can often conceal the lived realities of different communities.
Katie also addresses the role of language and its impact on inclusion, advocating for the evolution of terminology to better reflect contemporary understandings and respect personal preferences. Joanne and Katie discuss the broader implications of empathy and accountability, using practical analogies to unpack complex ideas about intention versus impact in our interactions.
A key takeaway from this episode is the critical importance of communicating openly and authentically in fostering inclusive and meaningful relationships. Listeners are encouraged to explore diverse narratives and engage in dialogues that build empathy, understanding, and inclusive connections within their communities and organisations. This episode enriches our perception of identity and relationships while challenging us to rethink how we communicate and connect with others.
Published: 05.12.2024 Recorded: 29.10.2024 Duration: 0:55:52 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #137: Talking Not Telling
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and Timestamps“Leadership and Inclusion”: “Then you say, okay, how do you feel about having a conversation about racism? Nope, nobody wants to have that conversation. All of a sudden the psychological safety is not there.”
— Katie Allen [00:05:13 → 00:05:22]
Language Evolution and Acceptance: “We can use figuratively and literally interchangeably because literally sometimes means figuratively now.”
— Katie Allen [00:12:36 → 00:12:42]
The Importance of Engaging with Others: “People exist all around you. Why would we not engage?”
— Katie Allen [00:15:47 → 00:15:50]
“Influence of Public Figures on Identity”: “The likes of Andrew Tate are one of them in the sense that they believe what they believe, and it serves them to double down on that harder and harder every time, because that’s their brand now.”
— Katie Allen [00:17:04 → 00:17:16]
The Reality of Safety Concerns: “When you’re a woman, that’s something you have to think about.”
— Katie Allen [00:20:48 → 00:21:45]
Broadening Perspectives: “Are we just following people who are just like us with the same experiences as us that went to the same school that we did, you know, or how are we looking for content and information to help educate us about experiences that exist outside that?”
— Katie Allen [00:24:32 → 00:24:46]
“Understanding Misogyny in Reality TV: You see over the seasons the absolute misogyny that exists within a lot of the goings on.”
— Katie Allen [00:25:21 → 00:25:27]
Understanding Different Perspectives: “I want to understand you. I want to understand how you’ve arrived, where you’ve arrived at, what are your experiences that are shaping that and really listen and then engage in a dialogue.”
— Katie Allen [00:31:19 → 00:31:30]
The Power of Sharing Experiences: “You can just listen, listen to somebody else’s experience and think, okay, that’s different to mine. What, what does that make me feel now? Like, has that challenged any of my beliefs? And, and sit. You know, for me, I treat everything as data. So emotions are data.”
— Katie Allen [00:32:24 → 00:32:39]
Navigating Emotional Reactions: “Which of my values are being challenged? Which of my, my beliefs are being challenged and is that fair?”
— Katie Allen [00:33:19 → 00:33:24]
Definition of Terms UsedPsychological Safety* Definition: Psychological safety refers to a shared belief that it is safe to engage in interpersonal risk-taking in a work environment. It involves being able to speak up, ask questions, and share ideas without fear of negative consequences. * Relevance: Psychological safety is crucial for fostering an inclusive culture where individuals feel valued and heard, enabling more effective teamwork and innovation. * Examples: Encouraging open discussions during team meetings, leaders admitting their own mistakes, actively soliciting feedback from all team members. * Related Terms: Trust, Emotional Safety, Team Cohesion, Inclusion * Common Misconceptions: Some might think psychological safety is about avoiding all conflict and criticism, but it is actually about creating an environment where constructive dialogue can occur.
Panromantic* Definition: Panromantic describes someone who experiences romantic attraction towards others regardless of their gender. * Relevance: Understanding and using terms like panromantic helps in recognising and validating the diverse ways in which people experience attraction, contributing to more inclusive dialogue on relationships and identity. * Examples: A panromantic individual may feel romantic love for people of different gender identities, including male, female, non-binary, and others. * Related Terms: Asexual, Pansexual, Panromantic Asexual, Romantic Orientation * Common Misconceptions: Some believe that being panromantic is the same as being pansexual, but panromanticism focuses on romantic (not necessarily sexual) attraction.
Echo Chamber* Definition: An echo chamber is an environment where a person only encounters information or opinions that reflect and reinforce their own. * Relevance: Being aware of and avoiding echo chambers is important for fostering broad-mindedness and understanding diverse perspectives, which is crucial for effective inclusion. * Examples: Social media feeds tailored to user preferences, news channels that cater to specific political ideologies, discussion groups with uniform viewpoints. * Related Terms: Confirmation Bias, Social Bubble, Filter Bubble, Cognitive Dissonance * Common Misconceptions: People often think they are well-informed within echo chambers, but in reality, they are exposed to a narrow range of information which can mislead and polarise.
Cultural Intelligence* Definition: Cultural intelligence is the capability to relate to and work effectively across cultures. It involves recognising, understanding, and appropriately responding to different cultural norms and practices. * Relevance: Developing cultural intelligence is essential for inclusive leadership and fostering environments where people from diverse backgrounds can thrive. * Examples: Adapting communication styles in multicultural teams, being aware of cultural holidays and traditions, offering diverse dietary options at workplace events. * Related Terms: Cultural Competence, Cross-Cultural Communication, Global Mindset, Intercultural Sensitivity * Common Misconceptions: It is often assumed that cultural intelligence is inherent or acquired passively, but it requires active learning and practice.
Allyship* Definition: Allyship refers to the practice of using one’s privilege to support and advocate for marginalised groups. It involves understanding, standing up for, and engaging in actions that promote equity and inclusion. * Relevance: Effective allyship can help to create environments where everyone feels respected and valued, enabling more inclusive and equitable workplaces. * Examples: Speaking up against discriminatory practices, educating oneself about the experiences of marginalised communities, amplifying the voices of underrepresented individuals. * Related Terms: Solidarity, Advocacy, Intersectionality, Privilege * Common Misconceptions: Some believe that being an ally is a passive role, but true allyship involves continuous learning, action, and sometimes uncomfortable conversations.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Katie Allen Katie Allen Consulting | |
The post Talking Not Telling appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Personal Growth to Professional Triumphs
Sheena Yap Chan explores the essential role of persistence in achieving success, delves into the impact of social media on self-perception, and highlights the necessity of embracing authenticity and addressing personal and ancestral traumas.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Sheena Yap Chan to explore "The Power of Persistence." The conversation delves deep into the essence of persistence, debunking the myth of overnight success and illuminating the relentless effort required to achieve one's goals. Joanne and Sheena share personal anecdotes, discuss societal dynamics, and highlight the importance of authenticity and vulnerability in today's fast-paced world.
Sheena Yap Chan is a keynote speaker and author, known for her work on leadership and confidence. She draws from her rich heritage and personal journey, including the influence of her great grandfather, to emphasise the value of persistence. Growing up in Toronto in the 1990s with little media representation of her Asian culture, Sheena faced identity challenges which she later turned into strengths. In 2015, she founded "The Tao of Self Confidence" podcast, primarily featuring Asian women, and has since interviewed over 800 women. Her mission is to combat negative stereotypes and bolster the confidence of underrepresented groups through storytelling and community building.
In this thought-provoking conversation, Sheena discusses the impact of social media on self-perception and the importance of authenticity. Joanne and Sheena also address the gender confidence gap, the role of men as allies, and the persistent double standards that women face in professional settings. They stress the necessity of mindset shifts, highlighting the transition from scarcity to abundance as pivotal for societal change. The discussion touches on the global timelines for gender parity and the specific challenges women face when re-entering the workforce after career breaks.
The episode concludes with a resonant call to action for continuous self-improvement, community support, and unyielding persistence. Joanne invites listeners to engage with the Inclusion Bites community and promises more inspirational stories in upcoming episodes.
A key takeaway from this episode is the emphasis on embracing persistence, authenticity, and the importance of dismantling superficial comparisons. Listeners are encouraged to reflect on their personal journeys, leverage support networks, and remain steadfast in their pursuit of success despite societal pressures. Whether you're navigating complex professional terrains or personal growth, this episode offers invaluable insights into achieving genuine and lasting success.
Published: 29.11.2024 Recorded: 22.10.2024 Duration: 0:55:29 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #136: The Power of Persistence
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsPersistence and Passion: “But we also have to learn to pick ourselves back up and keep moving forward if what we’re doing is something that we’re super passionate about, if it’s in alignment with our values.”
— Sheena Yap Chan [00:03:48 → 00:03:57]
Viral Topic: The Power of Vulnerability on Social Media
Quote: “I’ve also seen a lot of people on on social media who’ve learned to be vulnerable, who’ve learned to share their mess to the world. And it’s actually refreshing to see that because more people are inclined to listening to them versus the people with the perfectly curated photos because to them, it doesn’t makes it’s not real life to them.”
— Sheena Yap Chan [00:06:08 → 00:06:27]
Viral Topic: The Hidden Struggles of Influencers
“keke Palmer mentions that she lives beyond her means, like, low way below her means, I mean. Like, she only she still drives a Toyota.”
— Sheena Yap Chan [00:07:46 → 00:07:53]
Mental Health Awareness: “Just because someone’s smiling on a photo doesn’t mean they’re they’re happy.”
— Sheena Yap Chan [00:09:52 → 00:09:55]
Persistence Pays Off: “I realized persistence was my power because without it, I wouldn’t be here today.”
— Sheena Yap Chan [00:19:15 → 00:19:20]
The Secret Sauce to Success: “Most people who are successful have no clue what they’re doing, and I think it’s okay to say that.”
— Sheena Yap Chan [00:20:03 → 00:20:09]
The Importance of Persistence: “You don’t you know, people think you have to be the smartest. You have to know everything. Actually, you don’t because I don’t know everything.”
— Sheena Yap Chan [00:21:02 → 00:21:08]
Childhood Failures and Life Lessons: “I failed kindergarten in the Philippines for colouring outside the lines of a photo. So, I mean, that traumatised me until my adult life.”
— Sheena Yap Chan [00:26:12 → 00:26:20]
Gender Inequality in Venture Capital: “I mean, you look at the VC the VC world, like, only 2% of women get funding. And when they do get funding, it’s only, like, $1,000,000 versus, like, you look at the guy who owned WeWork. He got he made it bankrupt, opened a new company, and got, like, $300,000,000 funding just because you know, even though his track record isn’t great, meanwhile, women over you know, are very smart or very capable, have prepared such an amazing presentation, and yet they’d be lucky if they get 7 figure funding.”
— Sheena Yap Chan [00:34:11 → 00:35:07]
Gender Parity Struggles: “The World Economic Forum mentioned it’s gonna take a 130 years for gender parity to be achieved, at least. But I feel like at the rate we’re going, it’s gonna take longer.”
— Sheena Yap Chan [00:36:12 → 00:36:21]
Definition of Terms UsedGender Confidence Gap* Definition: The gender confidence gap refers to the disparity in self-esteem and confidence levels typically observed between males and females, often beginning at a young age and perpetuating into adulthood. * Relevance: Understanding the gender confidence gap is crucial for addressing the uneven playing field in professional and personal growth opportunities, contributing to gender equality. * Examples: Girls displaying lower self-confidence in STEM subjects compared to boys, or women being less likely to apply for jobs unless they meet all the qualifications. * Related Terms: Confidence disparity, Gender bias, Self-efficacy, Imposter syndrome * Common Misconceptions: It is often wrongly assumed that women are naturally less confident than men, disregarding the societal and cultural influences that shape confidence levels.
Double Standards* Definition: Double standards refer to the application of different sets of principles for similar situations, particularly when comparing behaviours and expectations between genders. * Relevance: Recognising and addressing double standards is essential for creating equitable environments where individuals are judged and valued equally, regardless of gender. * Examples: Women being labelled as aggressive for assertive behaviour that is praised in men, or the greater scrutiny on women’s appearances in professional settings. * Related Terms: Gender bias, Inequality, Stereotypes, Sexism * Common Misconceptions: Some people believe that double standards do not exist anymore due to progressive gender policies, overlooking the subtle and systemic ways they manifest.
Personal Branding* Definition: Personal branding involves the practice of marketing oneself and one’s career as a brand, focusing on establishing a unique professional identity and reputation. * Relevance: Building a personal brand is vital in today’s competitive landscape, helping individuals stand out and advance their careers by clearly communicating their values, skills, and experiences. * Examples: Creating a professional social media presence, publishing articles or books related to one’s expertise, and engaging in public speaking. * Related Terms: Self-promotion, Professional identity, Reputation management, Networking * Common Misconceptions: There is a belief that personal branding is superficial or only necessary for celebrities, ignoring its importance for professionals across various fields.
Support Networks* Definition: Support networks refer to the groups of individuals who provide emotional, informational, and practical assistance to one another, particularly during times of challenge or growth. * Relevance: Having a robust support network is crucial for personal and professional development, providing encouragement, advice, and resources that help individuals overcome obstacles. * Examples: Professional mentorship programmes, women’s groups, peer support circles, and online communities. * Related Terms: Mentorship, Peer support, Community, Networking * Common Misconceptions: People sometimes assume that seeking support is a sign of weakness, whereas it actually demonstrates proactive engagement in one’s own growth and development.
Scarcity to Abundance Mindset* Definition: This phrase describes the shift from a scarcity mindset, which focuses on limitations and competition, to an abundance mindset, which emphasises potential, collaboration, and opportunities. * Relevance: Adopting an abundance mindset is critical for fostering an inclusive culture, driving innovation, and empowering individuals to pursue ambitious goals without the fear of scarcity. * Examples: Encouraging collaboration over competition, sharing resources and knowledge openly, and focusing on long-term growth rather than short-term gains. * Related Terms: Growth mindset, Positive thinking, Cooperative behaviour, Optimism * Common Misconceptions: Some believe that an abundance mindset is unrealistic or overly idealistic, neglecting the practical benefits it brings in fostering a more inclusive and productive environment.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sheena Yap Chan The Tao of Self Confidence | |
The post The Power of Persistence appeared first on SEE Change Happen: The Inclusive Culture Experts.
Resilience Through Diversity: Navigating Cancer and Sobriety
Sam Rathling shares her inspiring journey of overcoming cancer, highlighting the power of sobriety, authentic social media storytelling, and the importance of health vigilance, all while balancing her role as a single mother of neurodivergent children
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a deeply resonant conversation with Sam Rathling about resilience, diversity, and wellbeing. Sam Rathling discusses the significant role sobriety and authenticity played during her cancer journey, providing an insightful look into the emotional and physical challenges of battling breast cancer. Joanne and Sam explore the pivotal moments that shaped Sam's experience, from her decision to quit drinking to the transformative power of sharing personal stories on social media.
Sam Rathling, a renowned LinkedIn and social selling expert, is celebrated for her resilience and inspiring journey. She is the author of bestselling books "Linked Inbound" and "Linked Outbound", which focus on leveraging LinkedIn for business success. In addition to her professional achievements, Sam is a single mother to three neurodivergent children, navigating the complexities of parenting while managing her health. Her company, Pipeline 44, encompasses influential brands like Social Selling Teams and Social Selling Academy. With a distinctive voice on social media, Sam has mastered the art of connecting with audiences through authenticity and vulnerability.
Throughout the episode, Sam highlights the importance of remaining genuine on social media, transforming the platform into a space for real, heartfelt connections. She shares poignant stories, including her son’s triumph over bullying and her experience with breast cancer, underscoring the power of vulnerability in attracting the right audience. The discussion also delves into the challenges of addressing personal health issues publicly and the emotional toll it takes. Sam and Joanne offer valuable insights into navigating these conversations, emphasising the necessity of early detection and the critical support needed post-treatment.
A key takeaway from this episode is the profound impact of authenticity and vulnerability in both personal and professional realms. Listeners will be inspired by Sam's resilience and encouraged to share their own stories to foster genuine connections and promote wellbeing. This episode is a vital listen for anyone eager to understand the intersection of resilience, diversity, and authenticity, and how these elements contribute to a fulfilling and inclusive life.
Published: 21.11.2024 Recorded: 17.10.2024 Duration: 0:57:24 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #135: Resilience Diversity and Wellbeing — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsAnniversary Reflection: “And this week that we’re recording this episode is the year anniversary of me going to the doctors and then obviously getting diagnosed with breast cancer.”
— Sam Rathling [00:03:06 → 00:03:16]
Trust the Process: “You have to trust the process and, like, for the whole time that from diagnosis to, you know, going through everything when you’re literally your whole life is determined by hospital appointments and waiting rooms and everything gets put on hold.”
— Sam Rathling [00:05:48 → 00:06:00]
Returning to Work After Cancer: “There’s a lot of challenges around people returning to the workforce, like, who have been through a cancer diagnosis.”
— Sam Rathling [00:06:55 → 00:07:01]
Facing Mortality as a Single Mum: “So of course, as a single mom, like, that for me my biggest concern immediately around my mortality was, like, what what are the what’s gonna happen to the kids, you know?”
— Sam Rathling [00:12:24 → 00:12:35]
The Reality of Chemotherapy: “And I mean, just the one little chemo ward that I go to, they see 2,800 patients a month and they have the stats up on the board and it’s like, wow, like 2,000 and that’s just a tiny little I live in Derby.”
— Sam Rathling [00:24:42 → 00:24:53]
“Holiday Horror in Bali: I came back to a crime scene and 27 teenage boys had moved into my property and had destroyed it to the point of no return.”
— Sam Rathling [00:31:11 → 00:31:20]
The Power of Sobriety During Cancer Treatment: “If I’d have actually been still drinking when I got diagnosed, I don’t think I would have handled it as well. Like emotionally or physically, I think my sobriety made a massive difference to my treatment, I believe.”
— Sam Rathling [00:38:11 → 00:38:26]
Viral Topic: The Power of Vulnerability on LinkedIn: “When I did a post about Oscar last week and how he’s come through bullying and, you know, through his challenges through neurodivergence and how we’ve our relationship has come through the other side. And that post has had a 160,000 impressions, which is a lot on LinkedIn at the moment. The algorithm does not do that these days. The amount of amazing things that have happened off the back of that one post about his neurodivergence and his differences and his bullying and all of those things.”
— Sam Rathling [00:40:59 → 00:41:22]
Social Selling Tips: “Just think about just what you champion. Like, get behind you probably care passionately about 3 things outside of work that you would be happy to talk about so you don’t have to share every deepest secret that you’ve got or every, like, everything that’s happened to you, but just think about what you can champion.”
— Sam Rathling [00:43:51 → 00:44:06]
“Living for Every Moment”: “It’s definitely about living for every day and living for every moment and just not putting too much pressure on myself to achieve all these amazing things that I always have on my goals list.”
— Sam Rathling [00:55:47 → 00:55:58]
Definition of Terms UsedPersonal Brand* Definition: A personal brand involves the marketing of oneself and one’s career as a brand. It encompasses how individuals present their skills, experiences, and values to the world, particularly through social media. * Relevance: In the episode, Sam Rathling emphasises the importance of being authentic and vulnerable in personal branding to build genuine connections and attract the right audience. * Examples: Sharing personal stories, especially about overcoming challenges, posting about one’s passions and values, and engaging with followers in a meaningful way. * Related Terms: Personal Marketing, Self-Branding, Social Media Influence, Professional Image * Common Misconceptions: Some believe that personal branding requires creating a false persona; however, authenticity is the cornerstone of successful personal branding.
Neurodivergence* Definition: Neurodivergence refers to the concept that neurological differences, such as autism, ADHD, and dyslexia, are normal variations of the human genome. * Relevance: Sam Rathling shares her son’s experience with neurodivergence and bullying, highlighting the need for understanding and support for individuals with neurological differences. * Examples: Tailoring educational approaches to suit different learning needs, advocating for neurodivergent individuals, and fostering inclusive environments. * Related Terms: Neurodiversity, Autism Spectrum Disorder (ASD), Attention Deficit Hyperactivity Disorder (ADHD), Dyslexia * Common Misconceptions: Many people mistakenly view neurodivergence as a deficit or disorder rather than a different way of thinking and interacting with the world.
Social Selling* Definition: Social selling is the process of using social media to find, connect with, understand, and nurture sales prospects. It’s about leveraging one’s social network to attract the right audience and build meaningful relationships. * Relevance: Sam Rathling, an expert in social selling, discusses how sharing authentic stories on platforms like LinkedIn can significantly enhance connection and engagement, thereby benefiting one’s professional network. * Examples: Posting valuable content, engaging with potential clients through comments, and direct messaging to nurture professional relationships. * Related Terms: Digital Networking, Relationship Marketing, Social Media Marketing * Common Misconceptions: Social selling is often confused with social media marketing, but it specifically focuses on using social platforms to directly boost sales interactions and foster relationships.
Emotional Authenticity* Definition: Emotional authenticity involves expressing one’s true emotions and being genuine in interactions, both online and offline, rather than conforming to external expectations or norms. * Relevance: Both Joanne and Sam emphasise the power of emotional authenticity in personal branding and social media presence, noting that it helps build trust and resonate with the right audience. * Examples: Sharing personal stories that reflect true feelings, acknowledging vulnerabilities in public settings, and maintaining consistency between one’s online persona and real-life self. * Related Terms: Emotional Honesty, Vulnerability, Authentic Expression * Common Misconceptions: Some believe that emotional authenticity involves oversharing or airing all personal issues, but it’s more about being truthful and relatable in a balanced manner.
Preventative Screenings* Definition: Preventative screenings are medical tests conducted to detect conditions or diseases before symptoms appear, enabling early intervention and treatment. * Relevance: Sam and Joanne discuss their experiences with cancer screenings and the critical importance of not ignoring medical tests, which can save lives through early detection. * Examples: Mammograms for breast cancer, colonoscopies for bowel cancer, and routine blood tests for various conditions. * Related Terms: Early Detection, Health Surveillance, Routine Check-ups * Common Misconceptions: Many people delay screenings due to fear or discomfort, underestimating the significant benefits of early diagnosis and intervention.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sam Rathling Social Selling | |
The post Resilience Diversity and Wellbeing appeared first on SEE Change Happen: The Inclusive Culture Experts.
Decolonising Minds and Bodies
Laurie Solis explores the generative potential of conflict, the significance of somatic healing, and the complexity of embracing mixed heritage and ancestral practices to foster belonging and connection across divides.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Laurie Solis explore the journey of reclaiming identity and belonging. Laurie, a profound healer and educator, shares her transformative experiences in reconciling her heritage and addressing personal traumas. The discussion delves into how Laurie's move to Portugal, near Europe's first slave market, prompted crucial self-reflection about her mixed ancestry, thus facilitating her healing journey.
Laurie Solis, a somatic trauma worker, body worker, educator, herbalist, and healer, brings a wealth of knowledge and personal insight. With a Puerto Rican mother and a Mexican American father with native roots, Laurie embodies a complex identity involving both coloniser and colonised lineage. Her work, particularly the "Claiming Each Other" methodology, is designed to build resilient connections across various divides. By treating conflict as a creative force, Laurie helps individuals navigate deeply personal and ancestral conflicts through a somatic approach.
The episode highlights the impact of societal expectations on personal identity and explores how somatic practices can align one's values with their actions, fostering authenticity. Joanne and Laurie touch on the challenges faced by those with mixed ancestry in finding a sense of belonging, both in the US and Europe. The conversation addresses the importance of confronting one's heritage with curiosity and resilience, especially amidst complex social and political climates. Laurie also discusses the significance of somatic healing in managing conflict and de-escalating tensions, offering practical insights for listeners.
Laurie explains how her practices have led to self-knowledge and personal fulfilment, emphasising the necessity of community and connectedness in overcoming feelings of loneliness. The episode underscores the importance of viewing conflict as an opportunity for growth and the courage required to deviate from familiar but unfulfilling paths. Joanne encourages listeners to consider their own lineage and identity, and engage with the Inclusion Bites community to foster ongoing conversations about inclusion and belonging.A key takeaway from this episode is the transformative power of addressing one's heritage and personal traumas through somatic practices. Laurie's insights into reconciling complex identities and building resilient connections offer valuable guidance for anyone navigating the multifaceted journey of self-discovery and belonging. This episode provides practical tools for viewing conflicts as generative forces and aligning personal values with actions, fostering a deeper sense of authenticity and community.
Published: 14.11.2024 Recorded: 07.10.2024 Duration: 1:02:42 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #134: Claiming Each Other
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and TimestampsRelationship Deal Breakers in Modern Times: “But in these last years, we’ve seen a lot of deal breakers around really big topics around the pandemic and around the me too movement and Black Lives Matter and trans liberation and Palestine, Israel.”
— Laurie Solis [00:13:08 → 00:13:22]
Grassroots Activism: “I’ve always been very politically active on grassroots levels in the states. But my activism or what I consider my activism has really moved towards focusing on my community scale relationships.”
— Laurie Solis [00:15:09 → 00:15:23]
The Power of Vulnerability: “And that challenges my opinions sometimes on who I think Israelis are, for example, and what I feel about the Israeli government to sit and care together and to be let in to their unique vulnerabilities. It’s really a privilege.”
— Laurie Solis [00:16:12 → 00:16:29]
Decolonization and Land: “When you speak to indigenous people across the globe, decolonization necessarily means land back.”
— Laurie Solis [00:22:48 → 00:22:56]
The Power of Reindigenization: “So decolonization for me is about a deep dive into my belief systems and how I embody them, where those came from, and purposely reconnecting to my indigenous landscapes.”
— Laurie Solis [00:24:00 → 00:24:13]
Decolonising Ancestry: “I when I do somatic decolonisation work with people that don’t have names, places, dates, don’t have access to that data, we go into the mind body, and we trust the wisdom of that with curiosity to see what kinds of landscapes are we really drawn to.”
— Laurie Solis [00:29:58 → 00:30:15]
“Dealing with Conflict”: “Conflict can feel like disconnection from someone I love and care about that’s saying they love and care about me, but yet they’re presenting some opinions or material here that’s making me feel uncared for, unseen.”
— Laurie Solis [00:30:53 → 00:31:01]
Healing on Unexpected Levels: “To have a space, like, literal space and time to be with those things gave me the opportunity for healing on a level that I didn’t even know that I needed.”
— Laurie Solis [00:37:37 → 00:37:49]
Healing Through Connection: “And I know that when I start to feel lonely or disconnected, that can lead to crabiness, resentment, some hostility, some bitchiness. Right? And then I’m more apt to create conflict. When I when what I need is connection.”
— Laurie Solis [00:46:46 → 00:47:05]
Brain and Ideology: “And people with more, like, liberal or progressive views are they’re activated with their insula in the brain, which is able to actually handle more complexity without the perception of external threat.”
— Laurie Solis [00:59:16 → 00:59:28]
Definition of Terms UsedSomatic Healing* Definition: Somatic healing is a therapeutic practice that treats the body-mind as a unified whole. It involves integrating both cognitive and body-based methods to align thoughts and values, facilitating authenticity and personal agency. * Relevance: This practice is essential for those looking to heal from trauma, as it addresses both the psychological and physiological aspects, promoting holistic well-being. * Examples: Techniques such as body scanning, breathwork, therapeutic touch, and movement exercises are commonly employed in somatic healing. * Related Terms: Mind-Body Connection, Embodiment, Trauma Therapy, Psychosomatic * Common Misconceptions: Many believe that somatic healing is unscientific or solely based on physical exercises, while it actually has a strong psychological component and is supported by evidence-based approaches.
Decolonisation* Definition: Decolonisation refers to the undoing of colonialism, where a nation establishes and maintains its dominance over dependent territories. It involves reclaiming power and autonomy, alongside cultural and spiritual restoration for indigenous peoples. * Relevance: Decolonisation is crucial for addressing historical injustices, restoring land to indigenous communities, and fostering reclamation of cultural identity and traditions. * Examples: Land back movements, policy reforms to support indigenous rights, and efforts to revive native languages and customs. * Related Terms: Postcolonialism, Reparation, Cultural Revitalisation, Autonomy * Common Misconceptions: Some view decolonisation solely as a political endeavour, overlooking its cultural and spiritual significance for indigenous peoples.
Generative Conflict* Definition: Generative conflict is the concept of viewing conflicts as creative forces with the potential for growth and positive change, rather than as purely negative encounters. * Relevance: Recognising the generative potential of conflicts can transform relationships and communities by fostering deeper understanding and resilience. * Examples: Constructive debates in team settings, conflict resolution workshops, and family mediations that lead to stronger relationships. * Related Terms: Conflict Resolution, Creative Tension, Mediation, Relational Dynamics * Common Misconceptions: Many perceive conflict as inherently destructive, failing to see the opportunities for dialogue and improvement that it can bring.
Edge Worker* Definition: An edge worker is someone who operates at the fringes of established communities or social norms, often acting as a mediator or bridge between diverse groups. * Relevance: Edge workers play a crucial role in fostering inclusion and understanding across different social, cultural, or political divides. * Examples: Community organisers who bring together various groups, activists working on intersectional issues, and educators addressing marginalised voices. * Related Terms: Social Bridging, Intersectionality, Mediation, Boundary Spanning * Common Misconceptions: Edge workers are sometimes seen as outsiders without influence, but they are often key agents of change within their communities.
Ancestral Practices* Definition: Ancestral practices involve engaging in cultural, spiritual, and traditional activities that honour and connect with one’s heritage and lineage. * Relevance: These practices help individuals maintain a connection with their roots, providing a sense of identity and continuity amidst modern life. * Examples: Indigenous ceremonies, storytelling traditions, herbal medicine, and family rituals passed down through generations. * Related Terms: Cultural Heritage, Traditions, Spiritual Practices, Lineage * Common Misconceptions: Some may view ancestral practices as outdated or irrelevant, not appreciating their profound impact on personal and cultural identity.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Lorie Solis Soma Sanctum | |
The post Claiming Each Other appeared first on SEE Change Happen: The Inclusive Culture Experts.
Navigating Conflict with Compassion: Transforming Adversity into Understanding
Maria Arpa explores the delicate transition from conflict to compassion, highlighting the balance of ethics, logic, and emotion in communication, the transformative power of empathy, and the profound impact of humanising dialogues.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Maria Arpa for a heartfelt discussion on cultivating compassion in the face of conflict. Joanne underscores Aristotle's three pillars, emphasising the need for a balance of ethics, logic, and emotion in communication. Maria introduces the concept of moving conversations from intellectual realms to embodied experiences, stressing the importance of physical and emotional signals.
Maria Arpa, a renowned workplace culture innovator and conflict resolution expert, brings over 30 years of experience to the table. Her work traverses workplaces, communities, and families, focusing on resolving conflicts through authentic and compassionate dialogue. Known for her superpower in helping individuals find self-healing even when they feel out of options, Maria criticises traditional approaches that often bypass emotional healing in favour of legal or punitive measures. Her unique perspective aligns perfectly with the podcast’s mission of fostering inclusion and belonging.
Throughout this episode, Joanne and Maria explore the nuanced difference between homelessness and rough sleeping, advocating for a deeper understanding rather than simplistic solutions. They scrutinise how language shapes our perceptions, urging careful use of terminology to humanise rather than marginalise. The conversation flows into the dynamics of adversarial processes, the importance of dialogue over debate, and the need to address power imbalances to foster genuine understanding and reconciliation. Drawing from personal growth and professional experiences, both share insights on recognising and respecting diverse perspectives, the fluidity of identity, and the pitfalls of societal labels.
Joanne and Maria's dialogue encourages listeners to rethink their approach to conflict and embrace compassionate resolution. They highlight the detrimental effects of adversarial stances and the transformative potential of empathy and emotional intelligence. By focusing on shared truths, they guide listeners in developing healthier communication strategies that honour individual experiences and promote collective well-being.
A key takeaway from this episode is the transformative power of embodying compassion in conflict situations. Listeners are invited to reflect on their communication styles, recognising that integrating ethics, logic, and emotion can lead to more empathetic and effective interactions. This episode underlines the importance of addressing both practical and emotional aspects in conflict resolution, empowering listeners to foster deeper connections and understanding in their personal and professional lives.
Published: 07.11.2024 Recorded: 14.10.2024 Duration: 1:05:25 Downloads: 37 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #133: From Conflict to Compassion — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips, Quotes and TimestampsHow Conflicts Can Lead to Authenticity and Creativity: “And what I’ve learned is that we can treat those conflicts and those disagreements and those tensions actually is an amazing resource for us to find a way to become authentic, to navigate into our common humanity, and to be our most creative.”
— Maria Arpa [00:03:29 → 00:03:53]
Building Connections First: “Let’s build those layers up first so we can see each other as human.”
— Maria Arpa [00:09:33 → 00:09:38]
The Pitfalls of Adversarial Processes: “What’s interesting about these pros adversarial processes where someone else is going to decide the outcome is now it’s even worse because now I’m competing with you to get the person on my side.”
— Maria Arpa [00:11:04 → 00:11:19]
Individual Perception: “How I experience the world is a result of everything that ever happened to me from birth and maybe, you know, maybe even actually intergenerational stuff that’s come down the line.”
— Maria Arpa [00:16:29 → 00:16:43]
Managing Workplace Boundaries: “So nobody needs to put up with stuff that they don’t wanna put up with.”
— Maria Arpa [00:21:58 → 00:22:04]
The Danger of Exclusive Clubs: “Once you start forming clubs based on beliefs and that you’re, you know, you’re forming a club and you’re building your membership based on an ideology or a belief, and you’re not open to the idea that there are other ideologies and beliefs and we can still love each other, still coexist, still, you know, do things together, still cooperate as humans, then you have a problem because firstly, there’s the otherizing.”
— Maria Arpa [00:33:24 → 00:33:56]
The Power of Self-Empowerment: “But there are other things that we need to do internally to find our own empowerment to be able to look beyond, you know, what you were talking about with the media and and this addiction to watching other people in adversarial positions, watching the love triangle, watching the gossip, watching one person triumph over another in the sub diffuse.”
— Maria Arpa [00:41:34 → 00:42:02]
Building Connection through Empathy: “Only when the person’s emptied out can we start to connect as humans, start to build that connection and safety, and and then we can start to talk about what could be different.”
— Maria Arpa [00:43:28 → 00:43:44]
Embracing Evolution in Thinking: “Maybe I’m so far behind that it’s not tangible for me and I reach it because so many times I got there later on.”
— Maria Arpa [00:48:51 → 00:48:59]
The Danger of Labels: “We have to start with I’m a person because one of the other things that’s happening in our society is categorizing people and, you know, making people less than by titles and labels rather than you’re a human, I’m a human.”
— Maria Arpa [00:55:17 → 00:55:38]
Definition of Terms UsedThree Pillars (Ethos, Logos, Pathos)* Definition: The three pillars refer to the Aristotelian framework of rhetoric, encompassing ethics (ethos), logic (logos), and emotion (pathos). These elements guide effective communication, ensuring messages are credible, logical, and emotionally compelling. * Relevance: Balancing these pillars fosters inclusive and compassionate dialogues, crucial for conflict resolution and building shared understanding. * Examples: Ethos is established by demonstrating integrity; Logos is shown by providing clear, evidence-based arguments; Pathos is evoked by appealing to the audience’s emotions. * Related Terms: Rhetoric, Persuasion, Communication, Inclusive Dialogue * Common Misconceptions: It’s often believed that focusing too much on one pillar can suffice, whereas true effectiveness in communication requires a balanced integration of all three.
Embodied Understanding* Definition: Embodied understanding refers to recognising and interpreting conversations through physical and emotional experiences rather than purely intellectual reasoning. * Relevance: Moving from intellectual comprehension to embodied understanding helps address conflicts more compassionately and authentically by considering non-verbal cues and emotions. * Examples: Noticing someone’s body language and tone of voice to understand their emotional state, rather than just listening to their words. * Related Terms: Emotional Intelligence (EQ), Non-Verbal Communication, Empathy, Intuition * Common Misconceptions: Some may assume communication is solely about verbal articulation, ignoring the significant role of physical and emotional signals.
Adversarial Process* Definition: The adversarial process is a conflict resolution method where parties oppose each other to win support for their narratives, often leading to exaggerated or untruthful portrayals. * Relevance: Recognising adversarial processes helps to understand why such methods can exacerbate conflicts rather than resolve them, advocating for more empathetic and cooperative approaches like mediation. * Examples: Legal courts where each party’s lawyer aims to win the case, often ignoring the broader context or mutual understanding. * Related Terms: Conflict Resolution, Mediation, Debate, Litigation * Common Misconceptions: Many believe adversarial processes are the most effective way to resolve disputes, but they may worsen divisions and reduce opportunities for genuine reconciliation.
Identity and Evolution* Definition: This concept explores the fluidity of identity, challenging the notion that labels are permanent, and recognising personal growth and evolution over time. * Relevance: Understanding identity’s fluid nature can foster inclusivity and empathy, allowing individuals to present themselves authentically and acknowledge their development. * Examples: A person might identify differently at various life stages, reflecting growth and change in personalities, beliefs, and experiences. * Related Terms: Identity, Personal Growth, Labelling, Self-Concept * Common Misconceptions: Some may assume identities are fixed and expect individuals to remain consistent throughout their lives, ignoring the dynamic nature of human development.
Connection Before Correction* Definition: This phrase emphasises the importance of establishing a human connection and mutual understanding before attempting to address or correct divergent perspectives or behaviours. * Relevance: Prioritising connection can de-escalate conflicts and open pathways for more effective and compassionate resolutions. * Examples: In conflict mediation, taking time to understand each party’s feelings and experiences before suggesting solutions or corrections. * Related Terms: Empathy, Psychological Safety, Conflict De-escalation, Mediation Strategies * Common Misconceptions: Some might believe immediate correction is necessary to resolve issues quickly, overlooking the benefits of fostering connection first for lasting resolution.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Maria Arpa MBE Centre for Peaceful Solutions | |
The post From Conflict to Compassion appeared first on SEE Change Happen: The Inclusive Culture Experts.
Navigating Inclusivity in the Digital Age
Luke explores the intricate challenges of navigating neurodiversity, the influence of alcohol culture in the workplace, and the journey towards creating inclusive environments in the digital age, highlighting his story of resilience and redemption.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Luke Morrisen to explore the multi-faceted landscape of inclusivity in the digital age. Luke, who has navigated numerous challenges pertaining to neurodiversity and ADHD, both personally and as a father, provides a compelling narrative about overcoming adversity. Joanne and Luke delve into the intricacies of creating inclusive environments in the workplace, with a focus on the recruitment industry and the often-overlooked aspect of alcohol-free socialisation.
Luke, with a decade of experience in the technology and recruitment sectors, has carved out a niche for himself as a digital recruitment specialist. His journey began tumultuously, leaving home at 15 and struggling through academic environments that did not cater to his neurodiversity. Finding solace and passion in music, he eventually shifted to the structured, numbers-driven world of recruitment, where he excelled and gained the confidence to launch his own business. Luke is not only a successful entrepreneur but also an advocate for creating supportive, inclusive environments for those with neurodiversity.
Throughout the episode, Joanne and Luke candidly discuss the challenges of navigating society’s glorification of alcohol. Luke shares his personal battles with alcohol, the role of ADHD in his addictive behaviour, and his journey to sobriety. Joanne echoes these sentiments, having also given up alcohol, highlighting the need for workplaces to rethink alcohol-centric events. The discussion extends to the recruitment industry, where Luke stresses the importance of understanding individual needs and fostering an inclusive culture that values diversity across gender and ethnicity.
The episode wraps up with both Joanne and Luke urging organisations to take a definitive stand against including alcohol in work-related events and expenses, emphasising the profound impact alcohol has on decision-making and lives. Luke’s transition into sobriety has allowed him to focus more on his family and business, helping him build a fulfilling life centred on flexibility and choice.
A key takeaway from this episode is the critical role of inclusivity in fostering better work environments and the transformative power of supportive communities. Listeners will gain invaluable insights into managing neurodiversity, the importance of addressing alcohol culture in the workplace, and fostering genuine inclusivity that goes beyond ticking boxes. Tune in for a blend of personal anecdotes and practical advice that will inspire and challenge your perspectives on inclusion in the digital age.
Published: 31.10.2024 Recorded: 12.08.2024 Duration: 0:59:42 Downloads: 43 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #132: Inclusivity in the Digital Age — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and TimestampsJourney of Self-Discovery and Giving Back: “I want to learn more and I want to give back to the community out there. And I I guess for me, the biggest part is is learning myself and learning on this journey, but also helping people like I’m helping my children at the moment understand who they are and how they can progress themselves and how they cannot have limiting beliefs really.”
— Luke Morrisen [00:02:49 → 00:03:07]
The Impact of Budget Constraints on Education: “But it’s when you’re in that position and it’s your child, it’s so frustrating to know that the needs of your child aren’t being met just because of a budget.”
— Luke Morrisen [00:08:12 → 00:09:09]
Balancing Diverse Work Styles in Tech: “Company needs a developer that’s really happy sitting at home, plugging away on their code, maybe working in the middle of the night and sleeping until 12 o’clock.”
— Luke Morrisen [00:18:26 → 00:18:35]
“Changing Workplace Culture: It it’s a real tough tough line to walk. Like, how do you manage that? And I guess it comes down from it it comes from the top.”
— Luke Morrisen [00:19:10 → 00:19:17]
Title: The Importance of Inclusive Leadership
Quote: “But how do you create a safe environment where they feel like they should be there and they don’t wanna go home early or they don’t wanna attend it? It’s it’s tough, but you have to be brave and you have to make some brave decisions. And I think you’ve you’ve gotta put your selfishness to one side and really listen your team and get to know them.”
— Luke Morrisen [00:23:40 → 00:23:58]
Title: The Importance of Authenticity in the Workplace: “I wanna hire people that understand who they are or they they I don’t want to put anybody in an environment where they don’t feel safe or they feel like they have to be somebody that they’re not to fit in.”
— Luke Morrisen [00:27:09 → 00:27:53]
Balancing Social Dynamics in the Workplace: “I definitely feel like you need to understand everyone on a deeper level, get to know them individually, get to know what they want, what they don’t want, and then coming up with ideas that, you know, maybe go out and do an event that doesn’t involve it.”
— Luke Morrisen [00:33:08 → 00:33:23]
Balancing Work and Passion: “I wanna build something so she doesn’t have to work, so she can do something that she really loves doing.”
— Luke Morrisen [00:46:06 → 00:46:11]
Prioritising Future Security Over Material Possessions: “But what’s important to me is making sure my wife’s pension is maxed out when we’re older and my children’s pensions are maxed out if I can.”
— Luke Morrisen [00:49:03 → 00:49:10]
“Worried About Tick Box Exercises: ‘I am worried that some companies do it as a tick box exercise, which is a bit sad, but I’ve spoken to some brilliant companies the last few months that are it is part of their agenda, and they’re driven to change.'”
— Luke Morrisen [00:53:14 → 00:53:24]
Definition of Terms UsedNeurodiversity* Definition: Neurodiversity refers to the concept that neurological differences, such as ADHD, autism, dyslexia, and others, are natural variations of the human brain and not deficiencies. * Relevance: Embracing neurodiversity in educational and workplace settings can foster environments where neurodiverse individuals thrive, contributing to diverse thought and innovation. * Examples: Providing tailored support for students with ADHD, creating inclusive hiring practices for autistic candidates. * Related Terms: Neurodivergent, Inclusivity, Cognitive Diversity * Common Misconceptions: Some believe neurodiversity undermines the need for medical intervention, but it actually promotes a broader understanding and acceptance while recognising individual needs.
Alcohol Inclusion* Definition: Alcohol inclusion refers to the practice of integrating alcohol into social and professional events, often creating environments where alcohol consumption is expected. * Relevance: Addressing alcohol inclusion is crucial for creating safe, inclusive spaces for non-drinkers and those recovering from addiction, thereby promoting diversity and well-being. * Examples: Hosting alcohol-free corporate events, providing non-alcoholic beverages as default options. * Related Terms: Sobriety, Social Inclusion, Corporate Wellness * Common Misconceptions: Some may view the absence of alcohol as inhibiting social interactions, but offering inclusive alternatives often enhances participation and engagement.
Structured Environment* Definition: A structured environment is a setting where activities, roles, and expectations are clearly defined, providing predictability and organisation. * Relevance: For individuals with neurodiverse conditions like ADHD, structured environments can significantly enhance performance and reduce stress. * Examples: Clear job descriptions, regular routines, and consistent feedback in workplaces. * Related Terms: Organised Workspace, Routine, Consistency * Common Misconceptions: Structured environments are sometimes wrongly perceived as inflexible, but they can be designed to accommodate and support individual needs.
Inclusive Culture* Definition: Inclusive culture refers to an organisational environment where diverse individuals feel valued, respected, and have equal access to opportunities and resources. * Relevance: Cultivating an inclusive culture can lead to increased employee satisfaction, innovation, and a stronger sense of community within organisations. * Examples: Implementing unbiased recruitment processes, fostering open communication, and providing diversity training. * Related Terms: Diversity, Equity, Belonging * Common Misconceptions: Some might think inclusive culture focuses only on certain groups, but it benefits everyone by promoting fairness and understanding.
Tick Box Exercise* Definition: A tick box exercise refers to actions taken merely to fulfil formal requirements or appear compliant, rather than to achieve meaningful change. * Relevance: Identifying and avoiding tick box exercises in diversity initiatives can lead to genuine improvements in inclusivity and organisational culture. * Examples: Hiring diversity quotas without fostering an inclusive environment, running mandatory training without follow-up actions. * Related Terms: Compliance, Superficial Efforts, Authentic Change * Common Misconceptions: Some assume tick box exercises are sufficient for achieving diversity, but true inclusion requires ongoing, committed efforts.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Luke Morrisen Holistx | |
The post Inclusivity in the Digital Age appeared first on SEE Change Happen: The Inclusive Culture Experts.
Understanding Cultural Integration through Language Education
Caroline Praveen explores the profound impact of learning English on immigrant identity, the fight against societal biases, and the transformative power of cultural integration and empathy in supporting displaced families in Pittsburgh.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Caroline Praveen explore the profound impact of language on identity and integration. Caroline reflects on the complexities of learning English and how it has affected her connection to her native tongue and identity. Joanne and Caroline also discuss the myriad challenges that immigrants face, from cultural dissonance to navigating societal biases, and the indispensable role of communication in overcoming these obstacles.
Caroline Praveen is the founder of the Fluency Forward Foundation, an organisation dedicated to promoting education in underprivileged areas globally. She currently focuses on assisting immigrant and refugee children in Pittsburgh, helping them improve their English skills while appreciating their cultural background. Caroline's journey from India to the United States at a young age serves as the cornerstone of her mission. Facing her own struggles with language and identity loss, she has channelled her experiences into a lifelong endeavour to support and uplift immigrant communities.
Throughout their conversation, Joanne and Caroline touch on the critical importance of governmental support for refugees, acknowledging the gaps that still exist. They delve into the impact of racism, privilege and the stereotypes that label certain ethnicities as "good immigrants." Caroline's personal stories about working with families and children from war-torn countries provide poignant insights into the resilience of these communities. They discuss the importance of not apologising for one’s language abilities, encouraging active listening and engagement instead.
Joanne expresses her frustration at the slow pace of systemic change, yet both she and Caroline remain optimistic about the future, praising Gen Z for their inclusive mindset. They conclude by stressing the power of individual actions to drive societal transformation, with Joanne highlighting the significance of personal responsibility in fostering a more inclusive world. The episode wraps up with a call to action for listeners to get involved and contribute to the dialogue on inclusion and change.
One key takeaway from this episode is the emphasis on empathy and active listening as vital tools for integration and communication. Listeners will gain a deeper understanding of the challenges faced by immigrant communities and feel inspired to contribute positively towards a more inclusive future. Tune in to hear thought-provoking discussions that promise to challenge, inspire and unite.
Published: 24.10.2024 Recorded: 23.07.2024 Duration: 0:57:10 Downloads: 31 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #131: Fluency Forward
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and HighlightsBuilding a Better Future for Immigrant Children: “Right now, I’m kind of just helping them with their English language skills and also helping them to appreciate their culture while also learning about those of their neighbours.”
— Caroline Praveen [00:03:00 → 00:03:12]
The Digital Divide for Refugees: “But if you’re talking to these refugees who have just left a traumatic environment and are trying to even stay on their feet, digital literacy is not their biggest concern, which makes sense, of course, but it’s definitely a disadvantage to them because there are so many opportunities online that they’ll just never know about.”
— Caroline Praveen [00:11:22 → 00:11:42]
The Cognitive Challenge of Learning English: “You have to think about the parents, you know, because they’re in the same boat, but their brain is 25 years older.”
— Caroline Praveen [00:16:28 → 00:16:34]
The Challenges of Learning English as a Second Language: “A lot of these students are completely clueless, but more than that, they come from a more disadvantaged background than I do.”
— Caroline Praveen [00:23:39 → 00:23:48]
Global Connectivity and Conflict: “The closer you put people of different mindset and different background and of varying levels of stubbornness, the more you see this conflict and everything kind of blow up.”
— Caroline Praveen [00:33:08 → 00:33:20]
Topic: Socioeconomic Inequality in Healthcare
“Lack of quality care for people from a socioeconomic background.”
— Caroline Praveen [00:35:59 → 00:36:03]
Empathy in Communication: “You have to kind of consider the fact that even though they aren’t able to express themselves like a fully developed adult, they are a fully developed adult with the same thoughts and same feelings that you might have just in a different language.”
— Caroline Praveen [00:38:27 → 00:38:40]
Globalization and Immigration: “I think the more that nations get into contact with each other or the more that globalization becomes more prevalent and you see this influx of immigration, it’s always been a kind of negative reaction.”
— Caroline Praveen [00:45:53 → 00:45:54]
“The Inclusive Generation”: “The way that people in gen z kind of view for example, mental health, They actually view that as a valid concern. They prioritize that in a lot of instances, whereas someone that’s older and maybe more close minded might not actually think of that because that wasn’t really a prevailing issue or a topic of conversation when they were growing up.”
— Caroline Praveen [00:48:04 → 00:48:26]
Sympathy in the Age of Climate Change: “So I think as long as the almost like the ratio of the amount of people that are willing to understand what’s going on in the world, how the world is changing, and not just stick to their mindset and their point of view, I think that we’re on a good track.”
— Caroline Praveen [00:53:55 → 00:54:11]
Definition of Terms UsedLanguage Barriers* Definition: Language barriers refer to difficulties in communication that occur when people who speak different languages, or different dialects of the same language, interact. * Relevance: Language barriers can impact integration, access to services, and overall quality of life for immigrants and refugees. Overcoming these barriers is crucial for effective inclusion into a new society. * Examples: Misunderstandings in medical settings, challenges in school for children whose first language is not English, difficulties in accessing public services. * Related Terms: Communication barriers, Linguistic challenges, Cross-cultural communication * Common Misconceptions: It’s often assumed that learning basic conversational language removes all barriers, but fluency involves understanding cultural contexts and nuances.
Imposter Syndrome* Definition: Imposter syndrome is a psychological pattern where individuals doubt their accomplishments and have a persistent fear of being exposed as a “fraud,” despite evidence of their competence. * Relevance: First-generation immigrants often struggle with imposter syndrome, impacting their confidence and ability to navigate new cultural and professional environments. * Examples: Feeling undeserving of success, attributing achievements to luck rather than skill, fear of failure. * Related Terms: Self-doubt, Lack of self-esteem, Perfectionism * Common Misconceptions: Many believe that only high-achievers experience imposter syndrome, but it can affect anyone, regardless of their level of success.
Cultural Awareness* Definition: Cultural awareness involves understanding, respecting, and appreciating cultural differences and similarities within and between groups. * Relevance: Being culturally aware helps in bridging gaps between immigrants and native populations, fostering an inclusive environment where diverse cultures are valued and integrated. * Examples: Celebrating various cultural holidays, implementing inclusive policies in workplaces and schools, offering multilingual support services. * Related Terms: Cultural competence, Diversity awareness, Intercultural communication * Common Misconceptions: Cultural awareness isn’t just about learning other customs; it’s about actively engaging and integrating those practices into everyday life.
Non-native English Speakers* Definition: Non-native English speakers are individuals whose first language is not English but who learn and use English as an additional language. * Relevance: They often face unique challenges in communication, professional settings, and daily life, making support systems and inclusive practices essential for their integration. * Examples: Immigrants, international students, refugees, individuals working in a foreign country. * Related Terms: ESL (English as a Second Language), EFL (English as a Foreign Language), Bilingual individuals * Common Misconceptions: It’s a misconception that non-native speakers struggle with intelligence or capability issues; their challenges primarily stem from language proficiency and cultural adaptation.
Discrimination and Inequality* Definition: Discrimination and inequality refer to unfair treatment and disparity in opportunities, resources, and rights based on aspects such as race, gender, socio-economic status, or ethnicity. * Relevance: Addressing discrimination and inequality is vital for the inclusion of all societal members, ensuring that everyone has fair access to opportunities and can contribute fully to their community. * Examples: Racial profiling, gender pay gap, unequal access to education and healthcare. * Related Terms: Prejudice, Social injustice, Systemic bias * Common Misconceptions: Some believe that discrimination and inequality are issues of the past, but they continue to be pervasive in many aspects of modern society.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Caroline Praveen Fluency Forward Foundation | |
The post Fluency Forward appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Tech Careers to Diversity Champions
Toby Mildon explores the transformative journey from technology to diversity and inclusion, underscoring the importance of understanding emotional motivations, challenging biases, and fostering a truly inclusive workplace culture through practical an
In this episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Toby Mildon to explore the journey from technology to diversity and inclusion (D&I) transformation. Together, they discuss the pivotal events that are often necessary to raise awareness and inspire action on health, diversity, and inclusion issues. The conversation emphasises the emotional "why" behind actions and the challenge of effectively articulating these motivations to drive genuine change within organisations.
Toby Mildon is a workplace inclusion specialist dedicated to demystifying equality, diversity, and inclusion (EDI) and making it practical for businesses to implement. With a rich background in technology, Toby transitioned to focus on D&I after recognising the workplace's pressing need for inclusivity. His personal experiences as someone with a physical disability have deepened his understanding of the impact of assumptions and biases on individuals. Toby is also an author and content creator, sharing his insights on inclusive growth via his books, podcast, and LinkedIn content.
During their discussion, Joanne and Toby highlight the struggle of tracking and realising ROI in D&I efforts, the importance of commercial skills in HR, and the need for businesses to prioritise retention through a positive work culture. They delve into the layers of the employee value proposition (EVP) and employer brand, drawing connections to Hertzberg's 2-Factor Theory and Maslow's hierarchy. The conversation also touches on the adverse effects of political rhetoric on society and emphasises the need for a workplace culture that values safety and inclusion.
The episode brings to light the myth of meritocracy, the importance of recognising privilege, and the necessity for allies within privileged groups to tackle systemic biases like sexism and racism. Additionally, Toby and Joanne discuss the evolving nature of work, particularly in the context of creativity, innovation, and values alignment amongst younger generations. They underscore the need for contemporary and inclusive communication styles in organisations, including the royal family.
A key takeaway from this episode is the critical role of understanding and voicing the emotional "why" behind D&I efforts to foster a culture of inclusion and safety. Listeners will learn about the nuanced challenges of achieving true equity in the workplace, understanding privilege, and the transformative power of inclusive leadership. This episode provides invaluable insights for anyone looking to create a more inclusive environment, both in society and at work. Whether you're a business leader, HR professional, or an advocate for change, this conversation is not to be missed.
Published: 17.10.2024 Recorded: 11.07.2024 Duration: 0:53:57 Downloads: 52 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #130: From Tech to D&I Transformation — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and QuotesThe Role of EDI in Leadership: “They said that we take a lot of the anxiety and the fear out of talking about EDI, which we see a lot with senior leaders and businesses. They’re worried about saying the wrong thing, causing offence, causing embarrassment.”
— Toby Mildon [00:02:52 → 00:03:01]
Gender Imbalance in Tech at the BBC: “I quickly learned that diversity was much bigger than women in engineering, that there are many other aspects to diversity that needed addressing in the corporation.”
— Toby Mildon [00:04:42 → 00:04:50]
The Diversity Iceberg: “You can see 10% of the iceberg poking above the waterline and these are all visible characteristics. But 90% of the iceberg is hidden beneath the waterline, and these are our kind of invisible, non apparent characteristics, and often they’re not the traditional types of diversity that we might think about.”
— Toby Mildon [00:09:08 → 00:09:23]
Unconscious Bias and Disability Representation: “When I worked for the BBC, we we did some research, and we found out that disabled people were more likely to be portrayed as villains, victims, and heroes than non disabled people.”
— Toby Mildon [00:13:04 → 00:13:16]
Creating More Equity in Society: “It’s about seeing the individual, understanding what disadvantages they do have, and trying to close the gap so that we do create that equality.”
— Toby Mildon [00:16:15 → 00:16:24]
Culture of Meritocracy: “A lot of organisations say, well, we have a culture of meritocracy. That kind kind of comment usually comes from the in group or the majority group who do believe that there is meritocracy because their experience is that there’s fairness, that there’s equality, that the best person gets the job.”
— Toby Mildon [00:17:34 → 00:17:53]
The Privilege of Being Born in the UK: “The NHS has saved my life for more than 1 occasion, and the health care that I’ve received from the NHS has enabled me to go off to university and get good jobs and things like that.”
— Toby Mildon [00:19:15 → 00:19:25]
Leadership and Inclusivity: “That’s really interesting, but but who am I as a straight bloke to be talking about LGBT matters in the in the organization?”
— Toby Mildon [00:23:38 → 00:23:46]
Understanding Your “Why”: “You have to understand what your why is for your business and then communicate that throughout the business.”
— Toby Mildon [00:31:20 → 00:31:28]
The Struggles of Trans Women: “She kind of talks about the first time that she steps outside her front door and walks down her street, she felt unsafe as a trans woman.”
— Toby Mildon [00:44:50 → 00:46:18]
Definition of Terms UsedEmployee Value Proposition (EVP)* Definition: The employee value proposition (EVP) is the unique set of benefits, values, and offerings that an organisation provides to its employees in exchange for their skills, capabilities, and performance. * Relevance: A strong EVP helps attract and retain top talent, improves employee engagement, and enhances the overall employer brand. * Examples: Competitive salaries, career development opportunities, a positive work culture, health benefits, and flexible working conditions. * Related Terms: Employer Brand, Talent Management, Retention Strategies, Workforce Engagement * Common Misconceptions: Some believe an EVP is only about financial compensation, but it encompasses a broader range of factors including job satisfaction, work-life balance, and organisational culture.
Diversity Iceberg* Definition: The diversity iceberg metaphor highlights that visible characteristics such as race and gender only represent a small portion (about 10%) of one’s identity, while the majority (90%) are invisible traits like beliefs, experiences, and cognitive styles. * Relevance: Understanding the diversity iceberg helps organisations recognise and value the deeper, less visible aspects of diversity, leading to a more inclusive environment. * Examples: Introversion or extroversion, being left-handed, personal hobbies or interests, and cognitive diversity. * Related Terms: Invisible Diversity, Cognitive Diversity, Cultural Competence, Identity Dimensions * Common Misconceptions: Some may think diversity is only skin-deep or limited to visible traits, neglecting the rich variety of invisible differences that contribute to a person’s identity.
Hertzberg’s 2 Factor Theory* Definition: A theory of motivation proposed by Frederick Hertzberg that distinguishes between hygiene factors, which can cause dissatisfaction, and motivational factors, which can encourage satisfaction and engagement. * Relevance: Applying this theory in the workplace helps managers identify and address factors that affect employee satisfaction and motivation, fostering a more productive workforce. * Examples: Hygiene factors include salary, company policies, and working conditions. Motivators include recognition, responsibility, and personal growth. * Related Terms: Motivation Theory, Job Satisfaction, Workplace Engagement, Employee Retention * Common Misconceptions: It is often misunderstood that hygiene factors alone can motivate employees, but in reality, they only prevent dissatisfaction while true motivation comes from within motivators.
Maslow’s Hierarchy* Definition: A psychological theory proposed by Abraham Maslow, which posits that human needs are arranged in a hierarchy, with basic needs like food and safety at the bottom, and self-actualisation at the top. * Relevance: This framework helps organisations understand and address their employees’ needs systematically, promoting well-being and optimal performance. * Examples: Providing competitive pay (basic needs), a safe working environment (safety needs), and opportunities for professional development (self-actualisation). * Related Terms: Hierarchy of Needs, Human Motivation, Psychological Needs, Self-Actualisation * Common Misconceptions: Some believe individuals must completely satisfy each level before moving to the next, but in reality, people can have overlapping needs in different stages.
Employee Retention* Definition: The strategies and practices an organisation employs to retain its employees and reduce turnover rates. * Relevance: High retention rates indicate a positive work environment and can lead to greater business stability, reduced recruiting costs, and a more experienced workforce. * Examples: Offering competitive salaries, career growth opportunities, recognition programs, and fostering a positive culture. * Related Terms: Staff Retention, Turnover Rate, Talent Management, Workforce Stability * Common Misconceptions: Some may think retention is solely about financial incentives, but it also heavily relies on creating an engaging and supportive work culture.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Toby Mildon Mildon | |
The post From Tech to D&I Transformation appeared first on SEE Change Happen: The Inclusive Culture Experts.
Insights on Addiction, Body Image, and Environmental Responsibility
Liv Maudsley explores the profound impacts of social media, mental health struggles, and the importance of self-awareness, while shedding light on generational differences and the ongoing journey towards understanding and inclusion.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood hosts an enriching conversation with Liv Maudsley, touching on various aspects of social media's influence, addiction, and personal journeys of recovery. Liv, a vibrant college student and co-host of The School Run podcast, introduces insightful perspectives on how different generations interact with social media and the broader implications on mental health and societal expectations. Joanne brings her own experiences into the discussion, exploring how algorithms shape our viewing habits and the pervasive nature of targeted advertising. Together, they untangle the complexities of digital life and its effects on modern society.
Liv Maudsley is no stranger to the pressures of today's world. A talented netball player who switched positions due to external perceptions about her height, Liv opens up about her struggle with anorexia triggered by the competitive nature of her sport and societal pressures for perfection. She recounts the harrowing journey through her eating disorder, the lack of adequate support during her recovery, and the ongoing challenges she faces in maintaining wellness. Beyond her battles, Liv remains a passionate advocate for mental health, inclusion, and sustainability, bringing a youthful yet profoundly wise voice to the episode. Her efforts extend to her podcast, The School Run, where she and her mother share poignant life insights and engage with guests to provide diverse perspectives to their audience.
Throughout their conversation, Joanne and Liv cover an array of significant topics. They discuss the addictive qualities of social media, the generational divide in digital engagement, and the pressing environmental concerns that loom over the future. Liv's decision to delete TikTok and Snapchat becomes a focal point, highlighting her quest for a more present and meaningful existence. The dialogue also explores the challenges of discerning truth from misinformation, the evolving attitudes toward recycling and sustainability, and the mutual need for intergenerational understanding.
A key takeaway from this episode is the crucial balance between digital engagement and mental well-being. Listeners will gain valuable insights into managing the pressures of social media, fostering genuine connections, and advocating for both personal and planetary health. Whether you're navigating your own digital habits or supporting someone through recovery, this episode offers meaningful guidance to enrich your journey. Tune in to hear Liv's poignant story and join the conversation on creating a more inclusive and mindful world.
Published: 10.10.2024 Recorded: 30.06.2024 Duration: 1:00:12 Downloads: 34 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #129: Wisdom on the School Run
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and HooksPhone as an Escape: “I know that some of my friends, their phone is like an escape from the real world And they think, well, TikTok, I can look into someone else’s life and and I’d I can get out of my life for a while.”
— Liv Maudsley [00:09:00 → 00:09:15]
“Generation’s Key Concerns”: “I think we’re very heavy, our generation, on 1, mental health and 2, diversity diversity and inclusion. I think they’re both 2 very hue and and the planet and sustainability. I think those 3, I would say, are kind of the main 3 in our generation.”
— Liv Maudsley [00:15:19 → 00:15:39]
Title: “Supporting Friends Through Transition”
Quote: “I support anyone because I think your life is your life and you live it the way you feel most comfortable to live it.”
— Liv Maudsley [00:17:27 → 00:17:36]
The Importance of Passion in Life Choices: “Do what you love because then the drive to work hard, the drive to push through and carry on will come from passion and love for what you’re doing.”
— Liv Maudsley [00:21:06 → 00:21:12]
“Generational Perspectives on Environmental and Social Issues”: “I hear a lot that we’re, you know, the snowflake generation and we’re very maybe because we’re so we really wanna help the planet and diversity and inclusion, and that’s not been traditional because older generations haven’t had the education or or awareness of that.”
— Liv Maudsley [00:23:07 → 00:23:27]
Mutual Respect Across Generations: “Their experience is different. And to understand they have the right to that opinion, you know, whether we like it or not, they’re gonna say what they’re gonna say and that’s absolutely fine.”
— Liv Maudsley [00:24:15 → 00:24:25]
“The Importance of Appreciating Nature”: “I do sometimes look at the nature and think like look how amazing this is and we’re not doing much to help it right now. And it’s so beautiful, and we should be super, super grateful for the world that we live in and for the for the things that we have which people before us haven’t had.”
— Liv Maudsley [00:26:00 → 00:26:21]
“Struggling with News Credibility”: “I never know what is, what to believe, what’s not, what’s slanted, what isn’t.”
— Liv Maudsley [00:30:45 → 00:30:51]
Understanding Passion Through Personal Experience: “Like for me, I had anorexia for 2 years, and I’m very passionate about, you know, eating disorders and very around food.”
— Liv Maudsley [00:33:13 → 00:33:24]
Viral Topic: Overcoming an Eating Disorder: “People say you can never fully recover from an eating disorder, you know, it’s impossible, you can’t do it. And I, whether that’s right or wrong, I choose not to believe it because I think, do you know what? I can fully recover because this is I’m not gonna let this, you know, take over my life completely because it it has done once and it’s not going to again, and I make that decision for myself.”
— Liv Maudsley [00:45:21 → 00:45:45]
Definition of Terms UsedTargeted Advertising* Definition: Targeted advertising refers to the practice of using data collected from individuals’ online activities to display advertisements that are specifically relevant to them.
* Relevance: Targeted advertising is prevalent on social media platforms and influences the content users see, impacting their decisions and online behaviour.
* Examples: Ads appearing on your Facebook feed based on your recent Google searches, Instagram ads for products you’ve shown interest in, or personalised ads in your email based on your shopping habits.
* Related Terms: Personalised Marketing, Behavioural Targeting, Data Mining, Ad Tracking
Common Misconceptions: Many believe targeted advertising is entirely random or influenced by subjective factors, but it is heavily data-driven and tailored.
Self-Awareness* Definition: Self-awareness involves recognising one’s emotions, thoughts, and behaviours and understanding how they affect oneself and others.
* Relevance: In the context of recovery from an eating disorder, self-awareness plays a crucial role in identifying triggers and managing personal health.
* Examples: Reflecting on why one feels a certain way, understanding the impact of societal pressure, or recognising harmful patterns in one’s lifestyle.
* Related Terms: Emotional Intelligence, Mindfulness, Self-Reflection, Personal Insight
Common Misconceptions: Some may think self-awareness is innate and cannot be developed, but it is a skill that can be honed through practice and intention.
Diversity and Inclusion* Definition: Diversity encompasses the presence of differences within a given setting, while inclusion involves ensuring people of diverse backgrounds feel valued, respected, and integrated within a community or organisation.
* Relevance: Promoting diversity and inclusion is crucial for creating environments where everyone feels they belong and can thrive, particularly in workplaces and schools.
* Examples: Implementing policies that support all genders, races, and orientations, creating safe spaces for dialogue, and celebrating various cultural holidays.
* Related Terms: Equity, Belonging, Cultural Competency, Social Justice
Common Misconceptions: Often, people conflate diversity with inclusion, thinking that merely having diverse individuals is enough without actively fostering an inclusive environment.
Eating Disorders* Definition: Eating disorders are serious mental health conditions characterised by abnormal eating habits that negatively affect a person’s physical and mental health.
* Relevance: Understanding eating disorders helps illuminate the pressures and struggles faced by individuals, such as Liv Maudsley, particularly in environments with high expectations and societal standards of beauty.
* Examples: Anorexia Nervosa, Bulimia Nervosa, Binge Eating Disorder, and the various behaviours associated with these conditions.
* Related Terms: Mental Health, Body Dysmorphia, Diet Culture, Psychological Therapy
Common Misconceptions: There is a widespread belief that eating disorders are solely about food and weight, whereas they are complex conditions rooted in psychological issues.
Netball Positions* Definition: Netball positions refer to the specific roles assigned to players in the sport, each with designated areas on the court they can occupy.
* Relevance: Liv Maudsley’s switch from shooter to defence due to her height reflects the strategic nature of these positions and how physical attributes can influence one’s role in the game.
* Examples: Goal Shooter (GS), Goal Attack (GA), Wing Attack (WA), Centre (C), Wing Defence (WD), Goal Defence (GD), and Goal Keeper (GK).
* Related Terms: Team Sports, Basketball, Handball, Athletic Strategy
Common Misconceptions: Some may think netball positions are interchangeable without understanding the specific skill sets and areas of the court associated with each role.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Olivia Maudsley School Run Podcast | |
The post Wisdom on the School Run appeared first on SEE Change Happen: The Inclusive Culture Experts.
Gender Equity and Inclusive Workplaces: Moving from Performative Acts to Authentic Support
Valentina Jaramillo illuminates the future of gender equity by addressing the pitfalls of rainbow washing, advocating for genuine inclusion, and stressing the importance of pay equity and inclusive language to empower all gender identities in the wor
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages with Valentina Jaramillo to explore "The Future of Gender Equity". Valentina sheds light on the pervasive issue of "rainbow washing" by companies, which superficially support the LGBTQ+ community without genuine actions. Joanne and Valentina examine the importance of authentic company support and its positive impacts on employee morale and retention. The conversation touches on the necessity for pay equity, transparent pay structures, and fostering discussions about gender equity within workplaces.
Valentina Jaramillo is an empowerment catalyst and inclusion advocate, dedicated to developing inclusive gender equity strategies for organisations. Her personal journey of discovering her true identity at the age of 40, despite growing up in Colombia where non-binary identities were not recognised, fuels her passion for advocacy. She stands as a beacon for inclusive language, policies, and spaces, promoting gender-neutral restrooms, and emphasising the importance of genuine support for all gender identities, including non-binary, agender, and gender non-conforming individuals.
The episode delves into challenges related to the use of preferred pronouns, discussing how resistance from others persists. Joanne and Valentina recount experiences of being disregarded by recruiters on LinkedIn for listing pronouns and facing the need to conform while travelling. They explore the broader issues of inclusivity in language and the impact of traditional gender roles, highlighting the need for progressive changes to foster a welcoming environment for everyone.
Joanne and Valentina also address the pink tax, gender stereotypes in marketing, and the performative activism often seen during Pride season. They call for continuous advocacy and support for diversity within organisations, extending beyond superficial gestures to meaningful actions that drive change. The episode wraps up with a heartfelt call to listeners to engage in genuine support and inclusion, encouraging them to subscribe and share their thoughts and stories.
A key takeaway from this episode is the emphasis on authentic, ongoing support for gender equity, and the need for inclusive language and policies that reflect genuine intentions. Listeners will gain valuable insights into fostering an inclusive workplace culture, the importance of addressing gender disparities, and the challenges and triumphs of gender nonconforming individuals. This episode serves as a call to action for everyone committed to driving gender equity and inclusion forward.
Published: 26.09.2024 Recorded: 25.06.2024 Duration: 1:00:58 Downloads: 17 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #128: The3 Future of Gender Equity
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips, Quotes and HooksThe Benefits of Diverse Identities in the Workplace: “Diverse identities in the workplace bring they increase profit, they retain talent, they increase productivity. So we already know the benefits.”
— Valentina Jaramillo [00:08:19 → 00:08:31]
Future Equity Concerns: “We should be pulling putting everyone up trying to get to that equity for everyone, and that’s where I see the issue that it’s not that conversation is still not happening.”
— Valentina Jaramillo [00:11:28 → 00:11:39]
Corporate Inclusion Challenges: “So 1 of the things that I I know that happens in a lot of corporate or that started to happen is that the the the ERGs, the women ERD was suddenly kind of they they put all the other genders in there, but it was kind of like, oh, we don’t know what to do with you, so let’s just tie them up here.”
— Valentina Jaramillo [00:12:40 → 00:12:57]
Inclusive Language Debate in Spanish-Speaking Countries: “He is actually explaining why their course and why the institute is advocating for inclusive language in Spanish, whether it’s an x instead of a or o or an e, and it’s just because language evolves and it changes.”
— Valentina Jaramillo [00:29:06 → 00:29:12]
Language and Inclusivity: “I have a group of friends that are very woke, and they do their effort, and they do it, and by now, they’re used to.”
— Valentina Jaramillo [00:33:58 → 00:34:05]
Gender Equity Strategies: “Gathering the data, making sure that they are using inclusive policies, that people use inclusive language for everyone, that trying to to start to build even in these small spaces, that ground start.”
— Valentina Jaramillo [00:42:18 → 00:42:31]
Viral Topic: Inclusivity in Workplace Policies: “It is a simple thing, but it is also not a simple thing.”
— Valentina Jaramillo [00:43:10 → 00:43:13]
Topic: The Impact of Oppressive Systems on Gender Identity
“And again, I do believe that the the patriarchy and the oppressive system wants us to keep fighting because if they make us fight against each other, they call the power.”
— Valentina Jaramillo [00:45:47 → 00:45:58]
The Social Construct of Gender: “But to people who are using it, in this case, women who are using this rhetoric against trans women, it’s like, seriously? Like, what what part of your femininity is being aggravated because of a trans woman?”
— Valentina Jaramillo [00:47:24 → 00:47:40]
The Impact of Diversity on Companies’ Success: “I think we by now, we can start to notice and really see those companies and if they haven’t figured it out, and they will probably start to see it in their revenue also because and in the way they attract people and talent and retain their talent because, and again, every generation is becoming even more queer.”
— Valentina Jaramillo [00:53:05 → 00:53:25]
Definition of Terms UsedRainbow Washing* Definition: Rainbow washing refers to the practice where companies superficially show support for the LGBTQ+ community, typically through marketing and promotional materials, without enacting any substantive changes or support for the community. * Relevance: This term is significant as it highlights the difference between genuine inclusion efforts and superficial gestures that are often used to capitalise on the LGBTQ+ market without meaningful commitment. * Examples: Changing a company logo to rainbow colours during Pride month without supporting any LGBTQ+ initiatives or policies internally. * Related Terms: Performative Activism, Pink Washing, Tokenism * Common Misconceptions: People often assume that rainbow washing is a positive step towards inclusion; however, it overlooks the lack of authentic support and change within the organisation.
Pay Equity* Definition: Pay equity involves ensuring that employees are paid fairly and equally for the same or equivalent work, irrespective of their gender, race, or other characteristics. * Relevance: Pay equity is crucial for fostering a fair and inclusive workplace, reducing wage gaps, and promoting employee morale and retention. * Examples: Conducting regular pay audits to identify disparities, implementing transparent pay scales, and ensuring equal pay for equal work. * Related Terms: Wage Gap, Salary Transparency, Equal Pay, Fair Compensation * Common Misconceptions: Many believe that pay equity only addresses gender pay gaps, but it encompasses all forms of pay disparities, including those based on race and other factors.
Inclusive Language* Definition: Inclusive language is a way of communicating that avoids potentially offending or excluding individuals based on their gender, race, ethnicity, or other characteristics. * Relevance: Using inclusive language is vital in creating environments where all individuals feel respected and valued, helping to mitigate discrimination and promote equity. * Examples: Using ‘they/them’ pronouns, replacing ‘chairman’ with ‘chair’ or ‘chairperson’, and avoiding gender-specific terms when unnecessary. * Related Terms: Gender-Neutral Language, Non-Binary Pronouns, Politically Correct Language * Common Misconceptions: Some think that inclusive language is merely a trend or unnecessary political correctness, but it plays a significant role in fostering inclusivity and respect.
Pink Tax* Definition: The pink tax refers to the tendency for products marketed towards women to be more expensive than similar products marketed towards men. * Relevance: Highlighting the pink tax is important in addressing and challenging gender-based pricing discrimination, which contributes to economic inequality. * Examples: Women’s razors costing more than men’s razors, or women’s personal care products being priced higher than men’s versions of the same products. * Related Terms: Gender Pricing, Price Discrimination, Consumer Rights * Common Misconceptions: Many believe the pink tax is a myth or an exaggerated issue, but numerous studies have documented its prevalence across various product categories.
Gender Spectrum* Definition: The gender spectrum is a concept that views gender as a continuum, rather than a binary classification of male and female. It recognises a range of gender identities beyond the traditional binary framework. * Relevance: Understanding the gender spectrum is crucial for creating inclusive environments that respect and support diverse gender identities and expressions. * Examples: Non-binary, gender fluid, Agender, and genderqueer identities all fall within the gender spectrum. * Related Terms: Gender Identity, Non-binary, Gender Non-Conforming * Common Misconceptions: A common misconception is that there are only two genders, male and female. The gender spectrum challenges this notion, showing that gender is more complex and varied.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Valentina Jaramillo | |
The post The Future of Gender Equity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Moving Beyond Meritocracy and Systemic Inequities
Sharita Marshall delves into the intricate financial implications of employee turnover, the relentless push for true equity over meritocracy, and the necessity of strategic Employee Resource Groups to foster a deeply inclusive workplace culture.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Sharitta Marshall delve into the financial and emotional implications of employee turnover within organisations. Sharitta, a seasoned expert in diversity, equity, and inclusion, questions traditional decision-making processes and advocates for a deeper understanding of why employees leave, urging companies to focus on keeping them engaged. Joanne and Sharitta explore the tangible costs of poor employee experience and high turnover, stressing the importance of making a compelling business case for human experience, especially in a capitalist-driven world.
Sharitta Marshall, founder of Visionary Development Consulting, is dedicated to fighting for workplace equality and liberation for all. Her consultancy focuses on providing strategies for businesses to empower Employee Resource Groups (ERGs) and develop equity within organisations. Sharitta's advocacy reaches beyond the boardroom; she is committed to challenging systemic inequities, addressing the often overlooked individual impacts of DEI, and fighting against late stage capitalist resistance to equity. With her experience as a global ERG leader, Sharita brings a wealth of knowledge on aligning ERG initiatives with organisational goals to drive meaningful change.
The conversation touches on the ongoing challenges and resistance faced in driving DEI efforts, with Sharita highlighting the influence of the impending US election and the broader political climate on DEI funding and initiatives. Joanne and Sharitta also delve into the concept of meritocracy, privilege, and the challenges of addressing systemic inequalities. They discuss the role of ERGs as strategic business units and the importance of executive sponsorship for ERGs, underlining the need for clear roles, responsibilities, and alignment with business objectives.
The episode concludes with a powerful message on the interconnectedness of societal issues and the necessity of shifting towards understanding collective global impact. Joanne encourages listeners to subscribe to Inclusion Bites, share their journeys, and reach out with thoughts and stories for future episodes.
A key takeaway from this episode is the pressing need for organisations to prioritise DEI initiatives and understand their cost implications, not just financially but also in terms of human experience. Listeners will gain valuable insights into effectively engaging employees, addressing systemic inequalities, and leveraging ERGs to drive business success and foster an inclusive workplace culture. This episode is a call to action for leaders to re-evaluate their DEI strategies, ensuring they are meaningful and impactful.
Published: 19.09.2024 Recorded: 24.06.2024 Duration: 0:55:07 Downloads: 27 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #126: Equity in Action — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips, Quotes and HooksCreating Equity Through Employee Resource Groups: “Well, I start from the the lens of them looking at the employee resource group as a strategic business unit. Not an Infinity Group, not a community group, not a club, or just a checkbox, but program of individuals that are underrepresented typically within the organization and setting them up to create equity throughout the organization.”
— Sharita Marshall [00:09:58 → 00:10:24]
Equity vs. Capitalism: “Equity is the antithesis of capitalism. And wherever equity thrives, capitalism dies a little bit.”
— Sharita Marshall [00:12:34 → 00:12:38]
Ensuring Equity in the Workplace: “You can impact your bottom line in a positive way, but you don’t have to continuously traumatize people to pay bills.”
— Sharita Marshall [00:13:07 → 00:13:13]
Strategic ERG Development: “It is not the ERG’s responsibility to handle all of the DEI objectives.”
— Sharita Marshall [00:16:37 → 00:16:41]
Empowering Middle Managers: “When I say leadership, I just don’t mean, like, c suite. I mean, middle managers. They need to understand that they’re directly tied to the ERG success because they need to make sure that leaders have the support and ability to get those objectives done.”
— Sharita Marshall [00:17:14 → 00:17:28]
“Diverse Leadership Development”: “They haven’t been able to be seen by directors in higher level management because they’re individual contributors, but now they’re doing presentations around the program goals to to date.”
— Sharita Marshall [00:23:35 → 00:23:49]
“Pushback Against DEI Initiatives”: “And the pushback around DEI, to be quite honest with you, is coming from white supremacists and Joanne black sentiment.”
— Sharita Marshall [00:25:40 → 00:25:48]
The Importance of Inclusive ERG Programs: “And if you have an ERG program and you see that you don’t have any executives, you don’t have any directors, you don’t have anybody that is in any of these ERGs, then maybe you need to look at that because they should represent the entire organization.”
— Sharita Marshall [00:37:07 → 00:37:22]
The Power of Storytelling in Organisations: “There is power in storytelling, and there’s power in having the ability to share your lived experience from your lived experience Jo that people can have an insight and maybe create empathy around that.”
— Sharita Marshall [00:41:16 → 00:41:32]
The Longevity of the Struggle: “I do believe we’re gonna be fighting this for years to come. I think it’s gonna get to the point where when late stage capitalism is no longer in the position to sustain itself, when it has completely worn out the the working class and it can’t continue to propagate and expand upon itself, that that’s when very widespread impactful change will happen.”
— Sharita Marshall [00:50:20 → 00:50:48]
Definition of Terms UsedEmployee Turnover* Definition: Employee turnover refers to the rate at which employees leave an organisation and are replaced by new employees. * Relevance: High employee turnover can be costly for organisations due to hiring and training expenses, and it often indicates deeper issues within the workplace environment. * Examples: Firms frequently hiring new employees to replace those who resign, retire, or are fired. * Related Terms: Attrition, Retention, Employee Engagement. * Common Misconceptions: Many assume that employee turnover is solely due to poor employee performance, overlooking systemic issues such as lack of engagement or poor leadership.
Late Stage Capitalism* Definition: Late stage capitalism refers to the period in the capitalist economic cycle characterised by intense concentration of wealth and power among a small elite, often leading to societal and economic inequalities. * Relevance: It highlights the resistance to equity initiatives due to the fear among wealthy capitalists of losing control and profit. * Examples: Cases of excessive CEO compensation amidst low wages for entry-level employees, monopolistic business practices. * Related Terms: Income Inequality, Neoliberalism, Wealth Gap. * Common Misconceptions: Some may believe late stage capitalism is a recent development when, in fact, it is a phase that has been building over decades.
Employee Resource Groups (ERGs)* Definition: Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse and inclusive workplace aligned with the organisation’s mission, values, goals, and business practices. * Relevance: ERGs play a crucial role in advocating for diverse voices within organisations and in driving DEI initiatives. * Examples: Groups focused on gender equality, LGBTQ+ communities, racial and ethnic minorities, people with disabilities. * Related Terms: Affinity Groups, Diversity Councils, Employee Networks. * Common Misconceptions: ERGs are sometimes seen only as social groups rather than strategic business units that can significantly impact organisational success.
Meritocracy* Definition: Meritocracy is a system in which advancement within an organisation or society is based on individual ability and achievement rather than on social class or wealth. * Relevance: The belief in meritocracy is often challenged in DEI discussions, as systemic inequities can hinder equal opportunities for success. * Examples: Promotions based purely on performance metrics, academic admissions based on test scores alone. * Related Terms: Egalitarianism, Equity, Opportunity Gap. * Common Misconceptions: Meritocracy is often misunderstood as providing truly equal opportunities, while in practice, various forms of privilege can skew outcomes in favour of certain groups.
Intersectionality* Definition: Intersectionality is the study of overlapping or intersecting social identities and related systems of oppression, domination, or discrimination. * Relevance: It acknowledges that people can face multiple, interconnected layers of discrimination and disadvantage, which must be considered in DEI efforts. * Examples: A black woman may experience both racism and sexism, which intersect to create a unique set of challenges distinct from those faced by black men or white women. * Related Terms: Cross-Discrimination, Multi-Faceted Oppression, Social Identity Theory. * Common Misconceptions: Intersectionality is sometimes oversimplified, seen as a catch-all term for diversity rather than a complex analysis of interlinked social categories.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sharitta Marshall Visionary Development Consulting | |
The post Equity in Action appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Power of Self-Awareness and Accountability in Leadership
Lina Jankauskeite explores the transformative power of reframing difficult situations, nurturing self-leadership, and embracing humility to foster genuine connection and drive systemic change in personal and professional realms.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Lina Jankauskeite explore the power of reframing our perceptions of people's actions and difficult situations. Joanne and Lina delve into the significance of viewing others through a positive lens and discuss strategies for reframing negative experiences to lessen frustration. Through personal anecdotes and learned insights, Joanne and Lina highlight the necessity of taking personal responsibility for our decisions and turning mistakes into invaluable learning opportunities.
Lina Jankauskeite is a psychologist, holistic life coach, and speaker who has journeyed from rural Lithuania to the diverse and bustling environment of the UK. At the age of 20, Lina moved to London, initially arriving for a break but eventually finding a sense of belonging and community, particularly through her work at the airport. Lina is dedicated to promoting self-awareness, resilience, and self-leadership. She focuses on empowering individuals to adopt proactive mindsets and avoid the victim mentality. Her engaging conversational style and thought-provoking insights make her an impactful guest on the podcast.
Together, Joanne and Lina unpack the barriers such as defensiveness that undermine effective self-leadership. They discuss how humility, vulnerability, and the willingness to admit mistakes are crucial in leadership and personal growth. Highlighting experiences from business and personal interactions, Joanne credits her own entrepreneurial journey for reinforcing the importance of personal accountability and effective leadership. Lina emphasizes the systemic change that begins with individual actions and shares her evolution in consciously using empowering language to alter thought patterns and foster resilience.
Joanne and Lina also address walking away from toxic situations and the importance of achieving closure. Lina reflects on her personal journey of recognising and changing disempowering language, framing it as a daily practice that requires self-awareness and consistent effort. Their discussion is not only enlightening but also equips listeners with practical strategies to cultivate a healthier, proactive mindset.
A key takeaway from this episode is the importance of reframing our perceptions and taking personal responsibility for our actions and decisions. By practicing self-awareness, embracing humility, and consciously using empowering language, listeners can transform their interactions and foster a more inclusive and positive environment. This episode encourages reflection and offers actionable insights for anyone seeking to drive personal and systemic change. Don’t miss out on this transformative conversation!
Published: 12.09.2024 Recorded: 20.05.2024 Duration: 1:06:59 Downloads: 26 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #126: Reframing Our World — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and HooksThe Power of Reframing: “And if you reframe, for example just take that one second to reframe that exactly the same situation and just saying, I feel pissed off because of what you said or what she did.”
— Lina Jankauskeite [00:23:47 → 00:23:59]
Mindfulness on the Road: “The moment I reframe that situation, I couldn’t care less that it’s possibly not true. But it works for me, and I just use that. So this is this is what they’re doing, and this is why they’re going slow.”
— Lina Jankauskeite [00:30:13 → 00:30:25]
Tech Frustrations: “I remember I was visiting my mum a few months back, and she she fired up Zoom because she had to she wanted to remind herself how to put people in the breakout rooms, and she something didn’t work or something. And she was, oh, all of this is nonsense, and she sort of just stood up and went off in the straw.”
— Lina Jankauskeite [00:30:38 → 00:31:44]
Questioning Conformity: “They encourage and enforce conformity to the rules that I imposed on you, which kind of takes away to a degree and everything.”
— Lina Jankauskeite [00:37:15 → 00:37:24]
The Importance of People in Systems: “But even though sometimes it seems that systems take up a life on their own, I, at least, personally, still strongly believe that the systems are run by people.”
— Lina Jankauskeite [00:42:59 → 00:43:10]
The Impact of Competition on Self Image: “A lot more competition orientated than it is collaboration orientated when it comes down to it.”
— Lina Jankauskeite [00:44:05 → 00:44:12]
The Power of Vulnerability: “Vulnerability is what connects me to other people because that defending your corner, it’s a very lonely place to be, just defending your corner no matter what.”
— Lina Jankauskeite [00:47:28 → 00:47:43]
Overcoming Imposter Syndrome: “Why do you feel that you have to be the master of things? You know, you you only need to be a guide.”
— Lina Jankauskeite [00:53:40 → 00:53:47]
Toxic Relationships and Personal Growth: “You have to be open to stepping away because it just consumes your energy and really brings out the worst in you as well if you stay too long in those situations.”
— Lina Jankauskeite [01:03:01 → 01:03:05]
The Path to Self Leadership: “You have to be securing yourself sufficiently to not fall for that kind of provocation.”
— Lina Jankauskeite [01:04:04 → 01:04:10]
Definition of Terms UsedPositive Lens* Definition: Viewing people’s actions and situations through an optimistic and non-judgmental perspective, assuming good intentions rather than malice. * Relevance: Helps reduce frustration and fosters a more inclusive and understanding environment by focusing on positive aspects rather than negative assumptions. * Examples: Interpreting a delayed email response as a sign of the sender being busy rather than ignoring you, or seeing criticism as constructive feedback meant to help you improve. * Related Terms: Positive Psychology, Optimism, Empathy, Cognitive Reframing * Common Misconceptions: Some may think viewing through a positive lens means ignoring or excusing bad behaviour, but it actually involves constructive understanding and responding appropriately.
Self-Awareness* Definition: Conscious knowledge of one’s own character, feelings, motives, and desires, along with the ability to manage oneself and one’s relationships effectively. * Relevance: Crucial for personal development, resilience, and effective leadership by enabling individuals to recognise their strengths, weaknesses, and the impact of their behaviour on others. * Examples: Recognising your triggers in stressful situations and choosing to respond calmly instead of reacting impulsively. * Related Terms: Emotional Intelligence, Mindfulness, Introspection, Self-Regulation * Common Misconceptions: Some may believe self-awareness is being self-absorbed, but it actually entails a balanced and reflective understanding of oneself in relation to others.
Victimhood Mentality* Definition: A psychological state where a person perceives themselves as a victim of the negative actions of others, often coupled with a refusal to take personal responsibility for their circumstances. * Relevance: Overcoming this mentality is essential for personal growth, resilience, and fostering a sense of control and empowerment in one’s life. * Examples: Blaming colleagues for career setbacks without recognising one’s own role or areas for improvement in work performance. * Related Terms: Learned Helplessness, Self-Sabotage, External Locus of Control, Empowerment * Common Misconceptions: It’s often thought that recognising someone’s victimhood mentality means invalidating their experienced hardships, but it actually involves encouraging them to reclaim agency and responsibility.
Empowering Language* Definition: A way of speaking and thinking that promotes a sense of control, capability, and positive action instead of passivity and helplessness. * Relevance: Changing disempowering language patterns can rewire the brain, fostering positive thought processes and enhancing one’s ability to face challenges effectively. * Examples: Replacing “I can’t handle this” with “I will find a way to manage this situation.” * Related Terms: Positive Affirmations, Cognitive Behavioural Therapy (CBT), Positive Self-Talk, Neuroplasticity * Common Misconceptions: Some may think empowering language is about being overly positive or unrealistic, but it’s about fostering constructive and proactive mindsets.
Humility in Leadership* Definition: The quality of being humble and acknowledging one’s limitations and mistakes, while valuing the contributions and strengths of others. * Relevance: Promotes a supportive and collaborative work environment, encourages team development, and enhances trust and open communication. * Examples: Admitting when you don’t know something and seeking advice or help from team members. * Related Terms: Servant Leadership, Vulnerability, Authentic Leadership, Collaborative Leadership * Common Misconceptions: Humility is sometimes seen as a lack of confidence or weakness, but in reality, it involves strength and self-awareness in accepting and growing from one’s limitations.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Lina Jankauskaite Redefine and Rewire | |
The post Reframing Our World appeared first on SEE Change Happen: The Inclusive Culture Experts.
Understanding Ourselves, Enhancing Our World
Manoj Krishna explores the profound connection between self-understanding and societal peace, emphasising how deep introspection can lead to harmonious interactions and diminish global conflicts.
In this insightful episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Manoj Krishna to discuss the profound connection between self-awareness and societal peace. Manoj, a former spine surgeon turned wisdom educator, explores how personal enlightenment can lead to broader societal transformation. The conversation revolves around the themes of inner peace, the quest for happiness, and the transformative potential of truly understanding ourselves and others. Joanne and Manoj delve into the pitfalls of modern education systems that curb natural curiosity and discuss the societal obsession with material accumulation as a false path to happiness.
Manoj Krishna is the founder of the Human Wisdom Project and the creator of the HappierME app. With his medical background and extensive training, he pivoted from medicine to focus on fostering a better future for humanity through promoting inner peace and self-understanding. His work, particularly in schools, is dedicated to drawing out children's innate intelligence rather than imposing information, aiming to cultivate a generation that prioritizes wisdom and emotional intelligence. Through his initiatives, Manoj endeavors to help individuals unlock their inner potential, enabling them to make better decisions and contribute positively to a peaceful world.
The episode is rich with thought-provoking anecdotes and practical advice, highlighting how shifting our focus from external achievements to internal growth can mitigate widespread issues like stress and loneliness. They discuss the necessity of exposure to diverse perspectives and the critical role of education in cultivating a deep understanding of the human mind. Joanne and Manoj emphasize the importance of embracing change and personal growth as pathways to reducing global suffering and enhancing relationships.
The conversation underlines the urgency of reevaluating our priorities and values to address the root causes of personal and societal discord. A key takeaway for listeners is the empowerment that comes with self-awareness and the impact this can have not only on personal contentment but also on achieving a harmonious society. This episode is a compelling call to cultivate a deeper understanding of ourselves to foster a world characterised by peace and understanding.
Published: 05.09.2024 Recorded: 14.05.2024 Duration: 0:56:04 Downloads: 25 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #125: Inner Peace, Outer Progress
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and HooksEmpowering Individual Action: “And you think, who am I? And then you realize you have the ultimate power because you’re an ordinary human being.”
— Manoj Krishna [00:03:17 → 00:03:24]
Rethinking Educational Approaches: “But the root word of education, adusory, is to draw out. You see? And what we really need to do in education is draw out their innate intelligence or wisdom, whatever word you want to call it.”
— Manoj Krishna [00:04:31 → 00:04:45]
Harnessing Childhood Wisdom: “If we can bottle up their wisdom and share it with the world, we really could not only help each child flourish, but change the future of humanity.”
— Manoj Krishna [00:05:15 → 00:05:26]
Understanding Self-Awareness: “And all it does is ask you questions and helps you unlock your own inner intelligence. So I said recently it’s like walking into a room and putting the light on, except the light goes on in your own mind.”
— Manoj Krishna [00:06:10 → 00:06:25]
Transformative Change in Mental Health: “And the change happens effortlessly, You see, without conflict, without any kind of resistance, it just flows. Your relationships become happier, you become happier.”
— Manoj Krishna [00:09:30 → 00:09:43]
Understanding Happiness: “After all, happiness is peace, you see. If you ask anybody, what do you want from your life? They say I wanna be happy. And happiness is really at the core of it is living with peace.”
— Manoj Krishna [00:21:00 → 00:21:11]
Exploring Inner Peace: “So I’m constantly chasing something on the outside to make me feel good on the inside. But if we pause and ask, why don’t I feel good on the inside? What’s going on? Because if I could answer that question and find the peace within me, right, then I don’t need to chase all this stuff on the outside.”
— Manoj Krishna [00:24:24 → 00:24:46]
Chasing Happiness: “I feel bored, empty, and restless.”
— Manoj Krishna [00:25:45 → 00:25:51]
Child’s Insight on Consumerism: “if we could find an answer to our inner boredom, then we wouldn’t need to consume so much. We wouldn’t need to buy so much. Right? Because that’s what’s pushing us to buy all this stuff.”
— Manoj Krishna [00:26:52 → 00:27:03]
Personal Growth and Freedom: “And as soon as you wake up and realize that, then you begin your own journey of learning and you’re free.”
— Manoj Krishna [00:32:52 → 00:32:59]
Definition of Terms UsedInner Emptiness* Definition: Inner emptiness refers to a lack of contentment within oneself, often associated with feelings of incompleteness, loneliness, and a craving for external validation or material possessions to fill the gap. * Relevance: Understanding and addressing inner emptiness is crucial in achieving personal happiness and mental well-being. It helps an individual to focus on internal development and genuine satisfaction rather than seeking fulfillment from external sources. * Examples: Searching for new purchases, relationships, or achievements in hopes of feeling complete and satisfied. * Related Terms: Emotional Intelligence, Self-fulfillment, Mental Health * Common Misconceptions: Often, people mistake inner emptiness for clinical depression or simple unhappiness, but while related, it specifically involves a deep-seated feeling of lacking meaningful personal fulfillment.
Cognitive Dissonance* Definition: Cognitive dissonance is the mental discomfort experienced by a person who holds two or more contradictory beliefs, ideas, or values at the same time, or is confronted by new information that conflicts with existing beliefs, ideas, or values. * Relevance: Recognising cognitive dissonance is essential in understanding human behaviour, particularly in adapting or resisting changes in perspective or lifestyle that promote inclusivity and acceptance. * Examples: Believing in equal rights but unconsciously acting in prejudiced ways; promoting sustainability while frequently flying for leisure. * Related Terms: Confirmation Bias, Behavioral Psychology, Self-Awareness * Common Misconceptions: Cognitive dissonance is often mistakenly thought to only cause negative effects, but it can also be a motivator for changing beliefs or behaviours that don’t serve the individual or society well.
Scarcity Mindset* Definition: A scarcity mindset is the belief that there is never enough of something, such as resources, opportunities, or time, leading to feelings of insecurity and competitive behaviors. * Relevance: Understanding a scarcity mindset helps address behaviours like hoarding or aggressive competitiveness, cultivating a more inclusive and empathetic approach to resource distribution and social interaction. * Examples: Hoarding goods during a crisis, reluctance to share knowledge or opportunities at work fearing others might outperform or replace them. * Related Terms: Abundance Mentality, Zero-sum Thinking * Common Misconceptions: Some assume that having a scarcity mindset is simply being prudent or realistic about resource management, not realizing it often leads to unnecessary stress and limited personal or professional growth.
Codependency* Definition: Codependency is an emotional and behavioural condition that affects an individual’s ability to have a healthy, mutually satisfying relationship. It is often characterized by reliance on others for approval and a sense of identity. * Relevance: Exploring the concept of codependency is pivotal in understanding relationship dynamics, particularly in addressing behaviours that may undermine personal autonomy and emotional health. * Examples: Relying on a partner to make decisions about personal life, feeling devastated by criticism from friends or family. * Related Terms: Emotional Dependency, Relationship Dynamics, Self-esteem Issues * Common Misconceptions: Codependency is frequently misunderstood as merely being caring or loving, whereas it generally involves more self-sacrificing and enabling dysfunctional behaviours.
Human Wisdom* Definition: Human wisdom refers to the deep understanding and insight gained through personal experiences, reflection, and learning, which guide sound judgement and thoughtful actions. * Relevance: Promoting human wisdom is imperative in fostering better personal choices, improving relationships, and contributing to societal well-being, aligning with the goals of inclusive and conscious living. * Examples: Applying lessons from past mistakes to prevent future errors, using emotional intelligence to resolve conflicts. * Related Terms: Emotional Intelligence, Self-Awareness, Philosophical Insight * Common Misconceptions: Human wisdom is sometimes seen as inherent and unchangeable, whereas it often develops and evolves through continuous learning and interaction with the world.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Manoj Krishna HappierMe | |
The post Inner Peace, Outer Progress appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Life-Saving Power of Inclusive Healthcare Practices
Ellen Edenbrow explores the critical importance of inclusive healthcare, emphasizing how I&D initiatives enhance patient outcomes and foster a culture of belonging across diverse communities.
In this instalment of The Inclusion Bites Podcast, Joanne Lockwood is joined by Ellen Edenbrow to explore the critical role of inclusive healthcare. The episode titled "Inclusive Healthcare for All" dives into the nuances of diversity and inclusion within healthcare settings. Ellen shares her insights on the necessity of I&D training for healthcare professionals and the importance of inclusive health policies not only for LGBTQ+ individuals, but for everyone. Joanne adds her perspective as a transgender woman, discussing the direct impact inclusive practices have had on her healthcare experiences.
Ellen has an extensive background in promoting diversity and inclusion within the healthcare sector. Through her initiative, Inclusive Health, launched in January 2024, she aims to foster a healthcare environment where every individual feels respected and valued. Ellen's expertise is rooted in her prolific career spanning the private, charity, and public sectors, consulting with 28 businesses to embed inclusive practices effectively. Her passion is driven by a commitment to ensure that inclusivity saves lives and money, emphasising the broad, positive impact of I&D initiatives.
The conversation between Joanne and Ellen addresses critical issues, such as the potential rollback of budget allocations for I&D initiatives and the consequent impact on patient care. They explore real-life examples where inclusive healthcare practices, or their absence, directly influenced patient outcomes. Special attention is given to the mainstream media's role in shaping public perception and the need for more constructive and supportive narratives surrounding LGBTQ+ healthcare needs.
This episode of Inclusion Bites underscores the imperative of understanding and implementing inclusive healthcare practices that accommodate all patients, regardless of their background or identity. Ellen and Joanne advocate for continuous advocacy, allyship, and policy-making that collectively push towards comprehensive inclusivity in healthcare.
A key takeaway from this episode is the undeniable value of inclusivity in healthcare, not just in improving individual health outcomes but also in enriching the healthcare system as a whole. Listeners are encouraged to reflect on how they can contribute to fostering an inclusive environment in their spheres of influence. This conversation is essential for healthcare professionals, policymakers, and anyone committed to supporting diversity and inclusion in every facet of society.
Published: 29.08.2024 Recorded: 13.05.2024 Duration: 1:03:43 Downloads: 29 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #124: Inclusive Healthcare for All
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and HooksNavigating Healthcare and Entrepreneurship: “I think my dad was trying to get me to be self employed since I was about 18. And I thought, finally, I’ll give it a stab.”
— Ellen Edenbrow [00:03:43 → 00:03:50]
Economic Challenges for the Self-Employed: “The work is a bit different. You know, a lot of LGBTQ+ people, usually June saves them financially because of pride and people are worried and people aren’t getting the the call outs that they thought they were gonna get.”
— Ellen Edenbrow [00:11:49 → 00:11:59]
Exploring LGBTQ+ Travel Concerns: “So when we book a holiday, it’s not just where’s the weather, where is it nice. It’s where will we be okay as tourists? Secondly, where would it be okay if we were born there?”
— Ellen Edenbrow [00:17:01 → 00:17:11]
Navigating Healthcare as a Trans Individual: “I chose specifically to go to, an LGBTQ plus, kind of sexual health partnership in Leeds as a charity that works with the sexual health clinic and they do a specific trans and non binary opening session. So you feel acknowledged straight away and the only, you know, questions will be asked in a considered way.”
— Ellen Edenbrow [00:21:38 → 00:21:56]
Inclusive Health Advocacy: “I promise you there’s more people in health care that are trying to advocate this stuff than you are being told to believe.”
— Ellen Edenbrow [00:24:22 → 00:24:28]
Exploring Identity During Isolation: “It was only when I wasn’t out there in the world constantly, possibly hiding who I was, that I could start being who I was because of our without fear or worry of other people.”
— Ellen Edenbrow [00:34:06 → 00:34:17]
Gender Identity and Early Awareness: “I very much knew who I was before I was taught or learned anything.”
— Ellen Edenbrow [00:39:16 → 00:40:17]
Confronting Gender Identity in Healthcare: “So I had top surgery, had my, my breast removed, and I went private because the NHS, it would take many, many years, and my mental health couldn’t cope with that.”
— Ellen Edenbrow [00:42:12 → 00:42:22]
Understanding Personal Transformations: “I wish I could have ordered this for you because it makes so much sense, you know?”
— Ellen Edenbrow [00:49:24 → 00:49:28]
Holistic Support in Charitable Organizations: “I’m doing a session soon and supporting people that give group and support to young people that are in families and communities with drug and alcohol abuse and supporting their LGBTQ plus service users.”
— Ellen Edenbrow [01:02:18 → 01:02:31]
Definition of Terms UsedGender Affirming Procedures* Definition: Medical treatments and procedures that are part of the transition process for transgender individuals to align their physical appearance more closely with their gender identity. * Relevance: These procedures are crucial for the well-being and mental health of transgender individuals, helping to alleviate gender dysphoria and improve quality of life. * Examples: Hormone replacement therapy, chest or breast surgeries, facial feminization surgery, and voice modification surgeries. * Related Terms: Transitioning, Gender Dysphoria, Transgender Healthcare * Common Misconceptions: A prevalent misconception is that these procedures are cosmetic or elective in nature, whereas they are often medically necessary and life-saving treatments for those experiencing gender dysphoria.
Inclusive Health Policies* Definition: Strategies and regulations designed to ensure that healthcare services are accessible, equitable, and respectful to everyone, regardless of their gender, race, sexuality, or other characteristics. * Relevance: Such policies are essential to combat systemic biases in healthcare that can lead to disparities in the health outcomes of marginalized communities. * Examples: Implementing training for medical staff on LGBTQ+ health issues, designing facilities that respect privacy and accommodate diverse needs, and policies ensuring non-discrimination based on gender identity or sexual orientation. * Related Terms: Healthcare Equity, Cultural Competence, Non-Discrimination Policies * Common Misconceptions: It’s often mistakenly believed that inclusive health policies benefit only minority groups; however, they improve the healthcare system for all users by promoting a more understanding and responsive healthcare environment.
I&D Initiatives* Definition: Inclusion and Diversity initiatives within the healthcare sector aimed at enhancing the cultural competency of healthcare providers and addressing disparities in health outcomes. * Relevance: These initiatives are vital for creating equitable healthcare environments that recognize and are responsive to the diverse needs of all patients. * Examples: Specific outreach programs for minority communities, training modules for healthcare workers on issues facing disabled patients, or the LGBTQ+ community, and policies aimed at reducing health disparities. * Related Terms: Health Equity, Diversity Training, Inclusive Practice * Common Misconceptions: There is a misconception that I&D initiatives are merely symbolic gestures. In truth, they are backed by research showing that they can save lives by enabling more personalized and effective care.
Unlearning Assumptions* Definition: The process of identifying, challenging, and discarding preconceived notions and biases that can cloud judgment and hinder inclusive thinking. * Relevance: Essential for personal growth and the promotion of inclusivity, particularly in diverse environments like healthcare, where assumptions can lead to misunderstandings and inadequate care. * Examples: Reevaluating beliefs about gender roles, sexual orientation, and racial stereotypes through education, exposure to diverse groups, and reflective practices. * Related Terms: Bias Training, Cultural Competency, Reflective Practice * Common Misconceptions: Many believe that unlearning is a straightforward and quick process, whereas it often requires ongoing effort and exposure to diverse perspectives and environments.
Fear Mongering* Definition: The action of deliberately arousing public fear or alarm about a particular issue, often exaggerated or false, to achieve a certain goal. * Relevance: In healthcare, fear mongering can create significant barriers to inclusivity by spreading misinformation that can influence public and professional attitudes negatively toward certain groups. * Examples: Sensationalized media stories about the risks posed by transgender individuals in gender-specific spaces such as bathrooms, or misleading information about the medical risks of gender-affirming procedures. * Related Terms: Misinformation, Stigma, Social Panic * Common Misconceptions: A common misconception is that fear mongering is always blatant; however, it can often be subtle and insidious, gradually shaping societal attitudes without overt detection.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Ellen Edenbrow Inclusive Health | |
The post Inclusive Healthcare for All appeared first on SEE Change Happen: The Inclusive Culture Experts.
Understanding and Overcoming Cultural Barriers in the Workplace
Ritika Wadhwa explores the critical role of cultural intelligence in harnessing diversity, addressing the complexities of identity, and driving impactful change through informed and empathetic leadership.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Ritika Wadhwa to explore the profound concept of Cultural Intelligence (CQ) and its pivotal role in harnessing diversity. Ritika, an expert in global diversity strategies, sheds light on the importance of CQ in business and personal interactions, highlighting key strategies for understanding and navigating variegated cultural landscapes. They delve into how CQ can aid not just in business survival but in thriving by advancing understanding and collaboration across diverse groups.
Ritika Wadhwa, originally from India, is the CEO and founder of Prabhaav Global, working with multinational organisations in places like Dubai, Hong Kong, and Singapore to improve their cultural intelligence and strategic expansion. Her compelling journey as an ethnic minority, immigrant, and female founder shapes her profound insights into the essence of inclusivity and the powerful impact of cultural competence in leadership and business dynamics. With her extensive experience, Ritika imparts critical understanding and actionable knowledge that drives major organisations toward effective inclusivity and diversity management.
Throughout the episode, Joanne and Ritika discuss practical ways in which leaders can cultivate cultural intelligence to foster an inclusive environment that respects and values individual differences. They touch upon the fundamental capabilities of CQ, including motivation (CQ drive), understanding (CQ knowledge), strategy (CQ strategy), and action (CQ action), emphasizing their role in transforming intentions into impactful inclusivity actions. The dialogue also explores the historical underpinnings of cultural conflicts and the modern-day implications of those dynamics in corporate and social settings.
Their conversation provides invaluable insights into why understanding and embracing cultural diversity is crucial not just for business leaders but for anyone looking to make a meaningful difference in a globalized world. By the end of the episode, listeners are equipped with the necessary tools to start implementing cultural intelligence in their daily lives and professional endeavors.
A key takeaway of this episode is the transformative power of cultural intelligence in driving innovation and inclusivity within global contexts, making it an indispensable skill in today's interconnected world. Listeners are encouraged to harness the depth of cultural insights shared in this discussion to enhance their interpersonal relationships and professional interactions. Subscribe to Inclusion Bites to continue exploring how diversity and inclusion shape our world.
Published: 22.08.2024 Recorded: 29.04.2024 Duration: 1:01:35 Downloads: 44 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #123: Cultural Intelligence for Harnessing Diversity — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and QuotesTransforming Intent into Impact: “And what I was most interested in is to hold people, leaders more specifically, accountable from moving from intent to impact.”
— Ritika Wadhwa [00:04:22 → 00:04:31]
Understanding Cultural Intelligence: “People fear each other because they don’t know each other, and this fear sits at that if we can level up and increase the knowledge about the communities, the groups, those parts of society that we’re not familiar with, that we don’t know much about.”
— Ritika Wadhwa [00:08:31 → 00:10:14]
Navigating Cultural Intelligence: “One of the biggest backlash I get is whenever I talk about religion. It is it it divides more than any other facet of humanity.”
— Ritika Wadhwa [00:11:50 → 00:11:56]
Leadership in the Digital Age: “There’s innumerable resources out there. There is no excuse for a leader now to say I don’t know about this because we’ve got the Internet.”
— Ritika Wadhwa [00:19:25 → 00:19:33]
Cultural Assimilation and Gratitude: “It was so ingrained in us that everything white is so good that just to be part, just to get a job and work with white people, I felt grateful.”
— Ritika Wadhwa [00:25:04 → 00:25:14]
Colonial Legacy and Economic Shifts: “Because India, economically, is doing better than the UK right now.”
— Ritika Wadhwa [00:29:53 → 00:30:00]
Cultural Training Controversies: “And he was sent to Malaysia with the specific purpose of training Malaysian women to become more assertive. I mean, where do you start from that? Right? It’s just what does assertiveness mean? In what context? How is it expressed? And why is why is it that if it’s expressed differently, that’s not okay and that they you need training.”
— Ritika Wadhwa [00:42:19 → 00:42:39]
Cultural Perception in Global Interactions: “What I’m thinking, everything that is the dominant way of doing things isn’t necessarily the only way of doing thing.”
— Ritika Wadhwa [00:42:54 → 00:43:01]
Legacy of Partition: “So literally, one person took the map of that was all of India and drew a line across it going through farms and railway tracks and people’s properties and all of that and go, this is Pakistan, this is India.”
— Ritika Wadhwa [00:48:37 → 00:48:51]
Activism and Personal Experience: “It’s interesting though because, you know, again, if you’re if you’re completely privileged and you haven’t ever felt what it’s like to be marginalized, discriminated, bullied, harassed, hurt, or that people you love have been hurt because of just who they are, then it’s so hard to to stay curious or want to do something about it.”
— Ritika Wadhwa [00:55:05 → 00:55:26]
Definition of Terms UsedCultural Intelligence (CQ)* Definition: Cultural Intelligence is the capability to relate and work effectively in culturally diverse situations. It encompasses understanding one’s own cultural identity and the cultural identities of others to navigate interactions effectively. * Relevance: As businesses and societies become more globalised, being culturally intelligent is crucial for fostering collaboration, avoiding misunderstandings, and enhancing communication within diverse environments. * Examples: Adapting business strategies to suit different cultural norms, customizing communication styles when interacting with international clients, and implementing diverse and inclusive workplace policies. * Related Terms: Cultural competence, global mindset, intercultural awareness, cross-cultural communication. * Common Misconceptions: Cultural intelligence is often assumed to be a natural skill among people who travel widely; however, it requires deliberate learning, exposure, and education about different cultures beyond personal tourism experiences.
Dehumanisation* Definition: Dehumanisation is the act of denying the humanity of others, often by viewing or treating them as if they are less than human or lacking in human qualities. * Relevance: Recognising and addressing dehumanisation is essential in promoting human rights and fostering inclusive societies, especially in preventing conflicts and promoting reconciliation in the post-conflict societies. * Examples: Using derogatory language or slurs that degrade a particular group, implementing policies that limit certain groups’ access to healthcare, education, and other necessities. * Related Terms: Racism, sexism, discrimination, xenophobia. * Common Misconceptions: Some believe that dehumanisation only occurs in extreme cases, such as during wars or in genocides; however, it can also be subtle and institutionalized in daily interactions and social structures.
Educating Leaders* Definition: Educating leaders involves equipping those in positions of power with the knowledge, skills, and sensitivities to foster inclusivity and effectively manage diverse teams in an equitable manner. * Relevance: As workplaces and societies become increasingly diverse, having educated leaders ensures better decision-making that respects and values all group contributions, ultimately leading to improved organizational outcomes. * Examples: Diversity and inclusion training sessions for executives, workshops on unconscious bias and its impacts on decision-making, leadership retreats focused on building empathy and understanding across different cultures. * Related Terms: Leadership development, diversity training, inclusive management practices. * Common Misconceptions: There’s often a belief that leadership skills are innate and cannot be taught, which undermines the importance of continuous learning and adaptation in leadership roles.
Colonial Influence* Definition: Colonial influence refers to the impact, both historically and presently, that colonial rule has had on the social, economic, and political fabric of colonized nations. * Relevance: Understanding the effects of colonial influence helps in addressing and overcoming various contemporary issues related to identity, economic disparity, and systemic inequality in post-colonial societies. * Examples: The influence of the English language in India, economic policies favouring certain groups over others, the drawing of arbitrary national boundaries in Africa and Asia. * Related Terms: Post-colonialism, imperialism, historical trauma. * Common Misconceptions: It is commonly misunderstood that the effects of colonialism are a thing of the past; however, many social and economic structures are still influenced by those historical interactions.
Assertiveness in Cultural Context* Definition: Assertiveness in cultural context refers to how the expression or perception of assertiveness is influenced by cultural norms and values. It looks at how different cultures interpret and value assertive behaviour. * Relevance: Understanding this concept is pivotal in international business and multicultural environments where interaction norms vary widely, and what is considered assertive in one culture may be seen as aggressive or rude in another. * Examples: In some Western cultures, speaking directly and forthrightly is valued as assertive, while in many Eastern cultures, such directness may be frowned upon in favour of a more indirect and harmonious approach. * Related Terms: Communication styles, intercultural communication, cultural norms. * Common Misconceptions: It is often mistakenly believed that being assertive is universally understood and appreciated, ignoring the significant variations in how assertiveness is expressed and received across different cultural landscapes.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Ritika Wadwha Prabhaav Global | |
The post Cultural Intelligence for Harnessing Diversity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Serving with Pride and the Battle Against LGBTQ+ Discrimination in the Military
Emma Riley explores her poignant journey from silence to advocacy, highlighting the profound challenges and triumphs of championing LGBTQ+ rights and visibility within the military and beyond.
In this compelling episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Emma Riley about the stark realities and profound challenges of LGBTQ+ rights within the military. Emma shares her harrowing journey from being ousted from the Royal Navy due to her sexuality to becoming a pivotal activist for change. They discuss the invasive and demeaning treatments she endured, the subsequent legal battles, and her victory at the European Court of Human Rights, which ultimately led to a transformative shift in military policies. Joanne adds depth to the conversation with her perspectives on the broader implications of such discrimination.
Emma, now a programme governance and operation manager and an active advocate for LGBTQ+ rights, recounts her story with remarkable resilience. Her activism is not limited to her legal victories; she is also deeply involved with Diversity Role Models, a charity aimed at eradicating LGBT bullying in educational settings. By sharing her experiences, Emma aims to inspire others to advocate for equity and to support those who feel marginalized in various spheres of life, especially in armed forces and corporate environments.
The dialogue also touches on the significance of Pride events as both a celebration and a protest, mirroring Emma's dual role as a celebrant of diversity and a challenger of injustices. Her story sheds light on not only the struggles but also the triumphs that can be achieved through persistence and courage.
Listeners are taken through a journey of emotional lows and highs, as Emma details her transformation from a silenced servicewoman to a vocal advocate. Joanne's insights offer further understanding of how these experiences relate to broader societal changes.
The episode wraps up by reaffirming the importance of fighting for what is right and encouraging societal shifts towards acceptance and justice. This narrative not only offers solace to those with similar experiences but also serves as a call to action for allies to support necessary changes in legislation, military practices, and social norms. An urgent reminder that individual stories can catalyse collective progress, this episode is a must-listen for anyone committed to fostering a more inclusive world.
Published: 15.08.2024 Recorded: 29.04.2024 Duration: 0:56:23 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #122: From Silence to Advocacy
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and QuotesBreaking Gender Barriers in the Navy: “And that was the first ever mixed sex class that went through HMS Mercury.”
— Emma Riley [00:06:06 → 00:06:11]
Unrelenting Interrogation: “I mean, I can’t remember the questions they asked, but it was just continuous pressure to admit that you were gay.”
— Emma Riley [00:14:32 → 00:14:39]
Search Procedures and Privacy: “well, if you mean dildos or vibrators, no, but please do search the rest of the block. I’m sure you’ll find some.”
— Emma Riley [00:15:49 → 00:15:54]
Exploring Forgiveness and Injustice: “Well, the only reason you can be blackmailed was because you’ve got a ruling place. You’re not supposed to be gay.”
— Emma Riley [00:19:29 → 00:19:34]
Resilience in Leadership: “people like me make great executives, because they’ve gone through so much, they’ve overcome so much, they don’t get phased by the small stuff.”
— Emma Riley [00:31:02 → 00:31:13]
Military Equality Triumph: “it is a violation of the article 8, I think it was, in which everybody has a right to a private life. And effectively they stated that the ban on homosexuals serving in the military was illegal.”
— Emma Riley [00:36:49 → 00:37:02]
Overcoming Personal Challenges Through Vulnerability: “And, honestly, the only reason that I can really speak with you now is because I met the person who’s now my wife, and I was able to start relaxing into being vulnerable with somebody for probably the first time in my life. I completely credit her with with bringing me alive, basically, in in in front of in front of everything.”
— Emma Riley [00:40:55 → 00:41:16]
The Power of Sharing Personal Stories: “The next thing that happened is that my stepdaughter asked me to give a presentation to her school. So I got asked by the school, a secondary school, to go in and do an assembly, and it was the whole school. And so for the first time in my life, I put a PowerPoint presentation together. I got some photographs together.”
— Emma Riley [00:43:02 → 00:43:21]
Impact of Inspirational Speeches: “You see, you just don’t know who you’re affecting.”
— Emma Riley [00:44:30 → 00:44:32]
Veterans Seeking Justice: “the more I can speak publicly about this, the more I can try and reach other veterans who maybe haven’t heard about the reparations, who haven’t had the opportunity to connect with other veterans because it to be able to tell your story to somebody who really understands is a very powerful thing.”
— Emma Riley [00:51:18 → 00:51:37]
Definition of Terms UsedAuthentic Self* Definition: The ‘authentic self’ refers to an individual’s true, uninhibited personality, values, and beliefs, free from societal influences or pressures to conform. * Relevance: Encouraging individuals to embrace and express their authentic selves at the workplace or in social settings promotes mental well-being and creates an inclusive environment where diverse perspectives are valued. * Examples: Sharing personal stories or backgrounds that shape one’s identity, openly discussing one’s beliefs and values, or showcasing unique aspects of one’s cultural heritage at work. * Related Terms: Self-identity, Integrity, Personal Authenticity * Common Misconceptions: It’s often believed that professionalism requires leaving personal characteristics at the door; however, embracing an authentic self can enhance job satisfaction and interpersonal relations.
Restitution* Definition: Restitution involves restoring or compensating someone for loss, damage, or suffering they have experienced, often through legal or financial means. * Relevance: In contexts like Emma’s, restitution is crucial for acknowledging past wrongs, particularly institutional discrimination, and providing survivors with a form of justice that acknowledges their experiences. * Examples: Financial compensations for unlawful dismissals, official apologies, or reinstatement of positions or benefits wrongfully denied. * Related Terms: Reparation, Compensation, Justice, Redress * Common Misconceptions: Restitution is frequently seen only as monetary; however, it can also include other forms of correction like public apologies or systemic changes.
LGBT Bullying* Definition: LGBT bullying refers to harassment or intimidation directed towards individuals based on their sexual orientation or gender identity. * Relevance: Addressing and mitigating LGBT bullying is essential for fostering safe environments in schools, workplaces, and communities, thus allowing everyone the freedom to be their authentic selves without fear. * Examples: Name-calling, derogatory jokes, physical assaults, or exclusion from social or professional groups specifically because of someone’s LGBT status. * Related Terms: Homophobia, Transphobia, Discrimination, Harassment * Common Misconceptions: Some believe that LGBT bullying is just a form of teasing and a rite of passage, but it can lead to serious emotional and psychological consequences.
Euro-centric View* Definition: Euro-centricity refers to a worldview that emphasizes Western norms and values at the expense of other cultures, which can lead to a misunderstanding or devaluation of non-Western perspectives, traditions, and contributions. * Relevance: Recognizing and challenging Euro-centric views is crucial in creating a diverse and inclusive atmosphere, where the rich tapestry of global cultures is acknowledged and respected. * Examples: Over-representation of European history in education systems, undervaluing non-Western solutions in business practices, or biased media representation. * Related Terms: Cultural Imperialism, Ethnocentrism, Global Diversity * Common Misconceptions: Often, Euro-centrism is misinterpreted as merely appreciating European culture, rather than recognizing it involves the marginalization of other cultures.
Safe Spaces* Definition: Safe spaces are environments in which individuals feel they are protected from discrimination, criticism, harassment, and any other emotional or physical harm. * Relevance: Creating safe spaces, especially for marginalized and vulnerable groups, is crucial in promoting genuine expression and facilitating impactful discussions without fear of retaliation or judgment. * Examples: Support groups, inclusive workplaces, specific chat rooms or forums where individuals can express themselves freely. * Related Terms: Inclusive Environment, Psychological Safety, Accessibility * Common Misconceptions: The concept of safe spaces is sometimes criticzed as coddling or shielding individuals from real-world challenges, when actually, they are about respecting and understanding different boundaries and experiences.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Emma Riley Global Privacy Office of RX | |
The post From Silence to Advocacy appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Convergence of Queer Identities and Neurodiversity
Helen Davies explores the intricate intersections of neurodiversity and queer identities, shedding light on the nuances of self-expression and the vital role of inclusive environments in fostering a sense of belonging and authenticity.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Helen Davies to explore the intersection of neurodiversity and queer identities. They delve into the complexities encountered by individuals who navigate these twin spectra, emphasizing safe spaces, acceptance, and institutional challenges. Helen highlights the significant overlap between neurodivergent and queer communities, advocating for increased understanding and support. Joanne shares insights into the challenges faced in professional and social environments when identities intersect, fostering a conversation around inclusion and equity.
Helen is an experienced nurse who has dedicated her career to supporting neurodivergent adults, drawing on her 36 years in emergency care to inform her approach. Her professional journey is coloured by her personal experiences as a gender fluid and neurodivergent individual, facing and overcoming challenges related to both identity and neurodiversity. Founder of Practical Wisdom, Helen's organisation provides invaluable support and advocacy, aiming to foster environments where neurodivergent individuals can thrive. In this episode, she shares both her professional insights and personal journey, providing a unique perspective on the challenges and triumphs of living outside societal norms.
The discussion touches on the nuances of gender identity in professional spaces, the evolution of public understanding towards queer and neurodivergent identities, and the importance of symbols like pronouns and sunflower lanyards. Helen and Joanne emphasise the necessity of creating inclusive environments that not only recognise but celebrate differences. They also discuss the generational shifts in perceptions and language, reflecting a growing acceptance among younger populations.
This episode concludes with a powerful message about the importance of community, visibility, and advocacy for neurodivergent and queer individuals. It's a compelling call to action for listeners to engage actively in discussions about inclusion and equality in all spheres of life.
A key takeaway from this episode is the vital need for society to embrace and support the complexity of individual identities, promoting a culture where every person feels valued and understood. This dialogue is crucial for anyone looking to deepen their understanding of neurodiversity and queer identities, providing rich insights and practical wisdom that challenge listeners to think inclusively and act compassionately.
Published: 08.08.2024 Recorded: 26.04.2024 Duration: 0:59:27 Downloads: 24 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #121: Embracing Neurodiversity and Queer Identities
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Quotes, Hooks and TimestampsExploring Intersectionality: “I’ve noticed that there’s a very, very high prevalence of neurodiversity within our queer communities.”
— Helen Davies [00:02:20 → 00:02:26]
Debating Gender Identity Services: “I think the trouble is is the a lot of the model in some in the gender services, there are more model, which is about you have to prove that you’re trans enough, that you want it enough, and you have to live a certain way for a certain amount of time, which isn’t about choice. That’s about proving you tick enough boxes to warrant that proceed those procedures.”
— Helen Davies [00:05:51 → 00:06:12]
Healthcare Inclusion Challenges: “Yeah. And I think that’s the hardest thing psychologically is we it felt like we were getting somewhere, you know, genuinely did. And then you’re like, suddenly like the whole rug’s been like whipped away.”
— Helen Davies [00:06:58 → 00:07:10]
Improving Healthcare for Transgender Community: “So and but there is there are places doing awareness training, trying to support people, putting in locally commissioned services for GPs, for annual health checks, doing different, like better initiatives to try and reassure the community that there are places where they can go and actually feel like they can get the care that they deserve.”
— Helen Davies [00:07:53 → 00:08:16]
Understanding Neurodiversity in the Workplace: “And interestingly, I came out as being queer, you know, over the decades a lot quicker than I came out as being neurodivergent, because it genuinely felt career limiting for a very long time.”
— Helen Davies [00:11:33 → 00:11:45]
Empowering Neurodivergent Individuals: “And like you said, I don’t need to know everything, but what I can do is, is I know the things in terms of what to deliver about the awareness, the common struggles that people have, the common things that help people.”
— Helen Davies [00:28:59 → 00:29:10]
Understanding Neurodiversity: “Everybody is different, but I think people who are neurotypical is a term obviously where it’s a majority of the population. So when there is still 1 in 5 or 1 in 7 who aren’t, then they’re the people who read the side of the curve, basically, in terms of whatever normal is.”
— Helen Davies [00:41:49 → 00:42:01]
Celebrating Diversity and Inclusivity: “What if we actually just talk about the difference is normal to be expected, you know, that actually we’re looking at what people’s strengths are, the things that they find tricky, you know, and that we’re just kind of managing to get everyone to not just thrive, but, but also work in harmony with each other to, to do the thing, whatever it is they’re trying to do at work or at home, or, you know, that, that they’re actually it’s embraced because, you know, the whole point Is about communities.”
— Helen Davies [00:47:13 → 00:47:45]
Understanding Unconscious Bias: “And you can have unconscious bias for sure. I I guess, you know, yeah, it’s it’s having some awareness and that that you might have an unconscious bias that, you know, you that you can think about, you know, inclusivity and what you’re actively doing to embody it in the workplace, for example, or the club.”
— Helen Davies [00:48:26 → 00:48:45]
Finding Your Tribe: “One of the things I think is important though, is I guess, is how you also find each other, how you find your tribe.”
— Helen Davies [00:49:31 → 00:49:39]
Definition of Terms UsedNeurodiversity* Definition: Neurodiversity refers to the variation in the human brain regarding sociability, learning, attention, mood, and other mental functions. It is a viewpoint that brain differences are normal, rather than deficits. * Relevance: Advocating for neurodiversity can lead to increased recognition and support for individuals with neurological differences, which includes developing inclusive policies and practices. * Examples: Autism spectrum disorder, dyslexia, attention deficit hyperactivity disorder (ADHD). * Related Terms: Autism awareness, ADHD support, Inclusive education. * Common Misconceptions: Neurodiversity is often misunderstood as an excuse for poor performance or behavior, rather than an essential aspect of human diversity that requires supportive adjustments and understanding.
Intersectionality* Definition: Intersectionality is a theoretical framework for understanding how aspects of a person’s social and political identities combine to create different modes of discrimination and privilege. * Relevance: This concept is crucial for understanding the complexities of multiple identities, such as both neurodivergent and queer, and how these intersecting identities can affect one’s experience of the world and access to support systems. * Examples: A transgender person with autism facing unique challenges in society that differ from those experienced by cisgender autistic individuals. * Related Terms: Multidimensional identity, compounded discrimination, social inequality. * Common Misconceptions: There is often a misunderstanding that intersectionality is only about adding up oppressions, whereas it is about understanding the nuanced ways different systems interlock and influence each other.
Genderqueer* Definition: Genderqueer is an identity label that denotes a gender that is neither strictly male nor strictly female and is outside the gender binary and cisnormativity. * Relevance: Recognising genderqueer identities helps in addressing and respecting individual experiences and expressions of gender, which challenge the traditional notions of gender. * Examples: Individuals who may dress, behave, or identify combining elements traditionally considered male or female, or neither. * Related Terms: Non-binary, gender fluid, androgynous. * Common Misconceptions: There’s a common misconception that being genderqueer is just a phase or a form of attention-seeking, rather than a legitimate identity.
Neurodivergent Champion Scheme* Definition: The Neurodivergent Champion Scheme refers to a planned initiative designed to create visibility, representation, and support for neurodiverse individuals within organizations and communities. * Relevance: The scheme aims to foster a supportive environment that recognises and utilises the unique strengths of neurodiverse individuals. * Examples: Appointing and training selected staff as champions who can provide guidance and support, creating awareness programs, and implementing supportive modifications in the workplace. * Related Terms: Advocacy, diversity inclusion programs, allyship in the workplace. * Common Misconceptions: There’s a misconception that such schemes only target helping individuals with visible or more commonly known neurodivergent conditions like autism, ignoring other types like dyslexia or dyspraxia.
Sunflower Lanyard* Definition: The Sunflower Lanyard is a discrete way for individuals to indicate that they have a hidden disability, such as a non-visible neurodiverse condition, and might need some additional support, understanding, or patience. * Relevance: The lanyard plays a pivotal role in subtly communicating the needs of individuals with hidden disabilities in public spaces and helps in fostering a supportive and inclusive environment. * Examples: Worn by individuals in supermarkets, airports, or public transport to signal to staff and fellow patrons that they may need additional help or patience. * Related Terms: Hidden disabilities, accessibility aids, inclusive communication. * Common Misconceptions: A prevalent misconception is that if someone looks well, they do not need any additional support, thereby overlooking the importance of the Sunflower Lanyard.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Helen Davies Practical Wisdom | |
The post Embracing Neurodiversity and Queer Identities appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Personal Health to Business Wealth
Heather McLellan explores the crucial fusion of personal well-being and business resilience, sharing pearls of wisdom on preparing for health adversities with impactful foresight.
In this thought-provoking episode of The Inclusion Bites Podcast, titled "Valuing Your Health in Business", host Joanne Lockwood welcomes Heather McLellan to discuss the often-neglected aspect of health in the world of entrepreneurship. Heather highlights the crucial nature of contingency planning and delegating, reflecting on her personal journey through a rare stroke and blood cancer diagnosis. Together, they explore the need for a power of attorney and the complexities faced by couples in business when health emergencies strike. They also broach the uncomfortable, yet essential conversations about business ownership and the impact of health issues on one's capacity to work, advocating for preventative discussions over reactive crisis management.
Heather comes with an extensive background in occupational health, built over three decades of supporting employees to manage work after injury. Her personal encounters with health challenges have compelled her to apply her professional insights to her business strategy, navigating her way through recovery and business management. With Joanne also sharing her experiences as part of the 'Sandwich Generation', the dialogue extends towards the need for small business owners to factor in personal health and care dependencies into their continuity planning—a stark deviation from traditional disaster recovery protocol.
The conversation moves through poignant stories and statistical evidence that underscore the reality of long-term health conditions affecting the workforce and the business landscape. Heather and Joanne also highlight the importance of a phased return to work, financial readiness for health-related business interruptions, and self-care practices. They drive home the message that personal well-being and business sustainability are deeply interconnected and call for serious attention from entrepreneurs.
This episode is a deep dive into the intersection of professional success and personal health, stirring listeners to reconsider their approach to managing their business and health side by side. Joanne Lockwood champions the notion that taking the time to safeguard the future through planning and open dialogue is more than a business strategy—it's an act of self-preservation and empowerment.
The key takeaway is that health can often be unpredictable, but the impact on business doesn't have to be. By embracing foresight, thoughtful planning, and open conversations about health in the business setting, entrepreneurs can turn vulnerability into strength. Listeners are left with the understanding that valuing health is not just essential for personal wellness, but also a strategic business move.
Published: 02.08.2024 Recorded: 19.04.2024 Duration: 0:58:03 Downloads: 25 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #120: Valuing Your Health in Business — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Quotes, Hooks and TimestampsThe Challenges of Solopreneurship: “if you’re not able to work for a period of time, if you are the main person who delivers your business services, if you really are a solopreneur, you are not generating an income. You are not keeping your your funnel full of potential new leads, then that’s going to potentially reduce your personal income if you don’t have the right reserves in place.”
— Heather McLellan [00:04:18 → 00:04:39]
Managing Health Uncertainty: “You can’t plan, particularly. You can’t predict. You may have some risk factors that mean you’re more at risk of certain illnesses or injuries than somebody else, but you can’t plan for it.”
— Heather McLellan [00:10:54 → 00:11:00]
Entrepreneurial Vulnerabilities: “And that is one of the vulnerabilities because it just carries on like that because it’s been like that from the beginning.”
— Heather McLellan [00:14:45 → 00:14:52]
Estate Planning and Business Continuity: “Because that, again, is important because that accounts for if you were taken ill to the point where you weren’t able to communicate. Jo you were unconscious for a period, and that gives somebody else the ability to deal with your work, your business.”
— Heather McLellan [00:20:31 → 00:20:44]
Impact of Serious Injuries on Families: “It was life changing for them, and it was life changing for the people around them, their colleagues, but their families big time.”
— Heather McLellan [00:25:37 → 00:25:45]
The Importance of Family Over Work: “Because at the end of the day, you know, our families take priority over our work.”
— Heather McLellan [00:28:56 → 00:29:00]
Managing Work-Related Stress: “if it’s actually work that is one of the stress factors, then, of course, that does bring into question the whole picture of, well, how do we look at that going forward?”
— Heather McLellan [00:42:33 → 00:42:41]
Work-Life Balance and Health: “I’m really finding it very hard to keep a handle on what everybody else is doing and keep myself well. And my other conditions are long term and lifelong, so that I need to have a lifelong management strategy.”
— Heather McLellan [00:43:44 → 00:43:53]
The Impact of Lost Identity in Professional Life: “But also the loss of identity there as well is that if if the if people manage without you, what is your role? They don’t need you anymore. They replace you into some other means. So then you think, well, what what am what am I even here for?”
— Heather McLellan [00:48:16 → 00:48:30]
Healthcare and Entrepreneurship: “The more that you’re able to manage yourself and keep yourself well, and if you do have the ability to have things like private health care, then you can speed up some of those things. But, yeah, it’s it’s, brings to sharp focus as well the the tension between enjoying what you have right now, living the life that you have now, getting making time for the people that you love, the things that you love as well as work, because you probably love that too. And it’s part of what you do it because you it’s your passion, because you don’t know what’s around the corner.”
— Heather McLellan [00:53:02 → 00:53:37]
Definition of Terms UsedBusiness Contingency Plan Definition: A business contingency plan is a strategic blueprint that outlines procedures and steps to be taken in case of an unforeseen event that could disrupt normal business operations, such as the sudden illness of a key employee or executive. * Relevance: Such a plan is critical for ensuring a business can continue to function or quickly resume after a major setback, mitigating risks and losses. * Examples: Back-up plans for key role succession, emergency funds, continuity protocols, and cross-training employees to cover essential functions. * Related Terms: Disaster Recovery Plan, Operational Risk Management, Business Continuity, Succession Planning * Common Misconceptions:* A common misconception is that contingency planning is only essential for large corporations, but small businesses can be even more vulnerable to disturbances and therefore also need robust plans.
Power of Attorney Definition: A power of attorney is a legal document that gives an individual the authority to make decisions on behalf of another person, typically relating to financial, legal, or health matters. * Relevance: It is particularly relevant in business if an owner or key decision-maker becomes incapacitated, as it allows for the continuity of operations without undue legal complications. * Examples: A business owner granting a trusted individual the ability to manage financial transactions, or make crucial business decisions during an absence due to illness. * Related Terms: Legal Proxy, Guardianship, Conservatorship, Fiduciary Duty * Common Misconceptions:* There’s a false notion that a power of attorney equates to relinquishing control over personal affairs permanently, but in truth, it can be tailored for specific circumstances and revoked as per the grantor’s wishes.
Shareholder Insurance Definition: Shareholder insurance is a policy designed to pay out a sum of money to remaining shareholders if one of them dies, allowing them to purchase the deceased’s shares and maintain control of the business. * Relevance: It prevents shares from passing to unintended parties, who might not have an interest or competency in the business, at the death of a shareholder. * Examples: A cross-purchase agreement where remaining shareholders are the beneficiaries of the policy on the life of each other. * Related Terms: Buy-Sell Agreement, Key Person Insurance, Business Succession Planning * Common Misconceptions:* It is often mistakenly believed that shareholder insurance is an unnecessary expense or that family members can seamlessly step into the business role of the deceased, disregarding potential conflicts or business disruptions.
Graded Return to Work Definition: A graded return to work is a structured approach to help an employee who has been absent due to illness or injury gradually resume their work duties by initially working reduced hours or modified tasks. * Relevance: This method aids in avoiding relapse or worsening conditions by ensuring a manageable workload during recovery. * Examples: An employee returning after a stroke may start with half days or work on non-strenuous tasks before resuming their full-time role. * Related Terms: Occupational Health, Fit Note, Work Accommodation, Phased Return * Common Misconceptions:* There is sometimes a misbelief that once an employee is cleared to return, they should be capable of immediately taking on full responsibilities, overlooking the transitional recovery period.
Business Continuity Definition: Business continuity refers to the ability and plan of a business to continue critical functions and processes during and after a disaster or disruptive event. * Relevance: Having a continuous flow in operations and strategy is essential for the survival and sustainability of a business during crises. * Examples: Maintaining access to critical data through cloud storage, or setting up remote work possibilities to ensure work can continue during a lockdown. * Related Terms: Disaster Recovery, Crisis Management, Risk Assessment, Resilience Planning * Common Misconceptions:* There’s a misconception that business continuity planning is primarily about IT recovery, but it extends to all areas of a business, including human resources, supply chain management, and customer relations.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Heather McLellan HKM22 Consulting | |
The post Valuing Your Health in Business appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Power of Courageous Questions in Leadership
Dr. Shelley Jones-Holt explores the potent blend of authentic leadership and cultural curiosity that is essential for inclusive environments and personal liberation.
In this captivating episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Dr Shelley Jones-Holt for a thought-provoking discussion on Leading with Authenticity. Dr Shelley illuminates the path to courageous leadership and the transformative power of authenticity, drawing on her rich life experiences. She argues against making assumptions about cultural differences, advocating instead for the bravery to ask questions. An enlightening exploration into the value of authentic conversations ensues, charting how starting from childhood can influence the development of authentic leaders. Authenticity, she points out, should come with ardent responsibility and respect, underscoring the necessity of speaking one's truth in a non-damaging way. Joanne and Dr Shelley engage in a compelling dialogue around the metaphorical 'leaving the plantation', articulating a journey from the restrictive norms of the education system to the liberation found in entrepreneurship.
Dr Shelley Jones-Holt stands out as a courageous leadership coach, author, and speaker dedicated to inspiring growth and nurturing authentic leadership. Through her stalwart advocacy for unlearning ingrained behaviours and embracing continual self-improvement, she challenges outdated authoritarian leadership models and encourages the building of genuine relationships based on Dom Miguel Ruiz's Four Agreements. With a background that spans from distilling wisdom from parenting eight children to spearheading her company Leadership Legacy Consulting and its associated nonprofit, Family Legacy 5, Dr Shelley's insights reflect the multifaceted nature of authentic leadership grounded in equity and understanding of individual needs.
Throughout the conversation, both Joanne and Dr Shelley unravel the importance of storytelling in leadership as well as the intricate dynamics of stereotypes, biases, and the pursuit of creating a safe, welcoming and productive work environment. They delve into the courage necessary to embrace one's identity and to lead with both passion and empathy. The discussion navigates the tightrope walk between being a cogent leader and an effectual follower, illuminating the collective aspect of driving change and championing inclusion.
This episode culminates with a powerful reflection on the non-negotiable essence of being authentic and the irrefutable impact it has on leadership. Dr Shelley encourages listeners to reach out for guidance on fostering an inclusive atmosphere for diverse identities within their organisations. With a heartfelt thanks, Joanne invites subscribers to engage further with the podcast, sharing thoughts and contributing to the ongoing conversation on inclusion and leadership.
A key takeaway from this episode is Dr Shelley's compelling exposition on leading with heart and honouring the unique journeys of each individual. It is an essential listen for anyone striving to cultivate a culture of compassionate leadership and foster a milieu where authenticity and respect act as keystones to unlocking the full potential of teams and organisations.
Published: 25.07.2024 Recorded: 17.04.2024 Duration: 1:02:05 Downloads: 24 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #119: Leading with Authenticity — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Quotes, Hooks and TimestampsAuthentic Leadership: “Confident, authentic leaders breed and build confident, authentic leaders.”
— Dr Shelley Jones-Holt [00:03:22 → 00:03:27]
Authenticity in Challenging Interactions: “we have to recognise when we’re being inauthentic and the triggers that create that lack of authenticity.”
— Dr Shelley Jones-Holt [00:05:15 → 00:05:18]
Rites of Passage and Authenticity: “It helps them to find that center of authenticity early so that when they get in those prickly situations, they can identify that it okay. This is gonna be a situation where I’m gonna struggle to not be a pleaser or to do what I you know, the system wants me to do as opposed to what I know is right by the people.”
— Dr Shelley Jones-Holt [00:06:35 → 00:07:54]
The Impact of Authenticity: “This idea of speaking your truth does not come without consequence. This idea of being your authentic self does not mean that everybody is going to accept it and and be willing to, you know, kinda tolerate your truth.”
— Dr Shelley Jones-Holt [00:12:58 → 00:13:12]
Educational System Reflections: “Well, there are systems that at play in the educational system very much like in the plantation that are not healthy for everyone.”
— Dr Shelley Jones-Holt [00:16:56 → 00:17:04]
Leadership Pitfalls: “If you ever have a boss that’s telling you what other people need, first of all, run.”
— Dr Shelley Jones-Holt [00:22:57 → 00:23:00]
Authentic Leadership: “My point of being authentic leaders is that if you’re gonna be an authentic leader who is based in equity, you have to know the people that you serve and do what’s necessary to meet those people where they are and get them what they need when they need it in the way they need it delivered.”
— Dr Shelley Jones-Holt [00:25:15 → 00:25:32]
Leadership and Understanding Your Team: “I would say to any new leader or any leader who’s looking at shifting their ways or your team is just not quite operating in the way that you would like them to, I would ask them, like, what do you know about your people? What do you know about their likes, their dislikes, what it is that motivates them and moves them?”
— Dr Shelley Jones-Holt [00:31:21 → 00:31:38]
Authentic Leadership in Practice: “And what many leaders have to realize is that oftentimes you are the biggest impediment to the authentic leadership you seek.”
— Dr Shelley Jones-Holt [00:37:35 → 00:37:44]
Leadership and Decision Making: “Leadership is nothing but decision making. And the decisions we make around people, around how do we move forward, around how we treat how we create the culture of how people are treated. Those decisions are some of the most critical parts of leadership, and sometimes we have people that are leaving those decisions on the table or by the wayside.”
— Dr Shelley Jones-Holt [00:54:10 → 00:54:32]
Definitions of Terms UsedLeaving the Plantation* Definition: The phrase “leaving the plantation” is a metaphor used to describe the act of exiting a restricting, oppressive or unfulfilling work environment in pursuit of freedom, autonomy, and the ability to create one’s own opportunities. * Relevance: The term is relevant in discussions about career transitions, particularly when moving from traditional employment to entrepreneurship or more liberated ways of working. * Examples: A teacher leaving the education system to start their own tutoring business; an individual leaving corporate life to freelance. * Related Terms: Career Transition, Emancipation, Autonomy, Entrepreneurship * Common Misconceptions: Some may mistake the term for referring to actual historical plantations, rather than understanding its metaphorical use to indicate systemic workplace constraints.
Authentic Leadership* Definition: Authentic leadership is a style in which the leader is true to themselves and their values, and leads with transparency, honesty, and integrity. * Relevance: Authentic leadership is essential for creating trust within a team and forming genuine connections, which can lead to increased teamwork and productivity. * Examples: A manager who shares their own professional challenges openly with their team; a leader who admits when they do not have all the answers. * Related Terms: Leadership Transparency, Integrity, Ethical Leadership * Common Misconceptions: It is often misunderstood that being an authentic leader means being relatable or likeable to all. Instead, it is about consistency in actions and alignment with core beliefs.
Psychological Safety* Definition: Psychological safety refers to an individual’s perception of the consequences of taking interpersonal risks in a workplace or group setting; a feeling of confidence that the team will not embarrass, reject, or punish someone for speaking up. * Relevance: This concept is central to creating an environment where individuals feel safe to share their ideas, voice their concerns, and be themselves without fear of negative consequences. * Examples: Employees feeling comfortable to offer innovative solutions or challenge the status quo without fear of ridicule or retribution. * Related Terms: Inclusivity, Team Dynamics, Open Communication, Emotional Intelligence * Common Misconceptions: Psychological safety is sometimes confused with being overly nice or avoiding conflict, whereas it actually involves candid conversations and constructive feedback in a respectful manner.
Microaggressions* Definition: Microaggressions are subtle, often unintentional, statements or actions that communicate derogatory or negative prejudicial slights towards members of a marginalized group. * Relevance: Recognizing microaggressions is crucial for building inclusive environments and ensuring that individuals do not feel devalued or oppressed because of their identity. * Examples: Asking someone where they are “really” from, or a woman in a meeting being asked to take notes by default. * Related Terms: Implicit Bias, Stereotypes, Discrimination * Common Misconceptions: Many believe that because microaggressions can be subtle and unintentional, they do not have a significant impact. However, they contribute to an unwelcoming atmosphere and can have a cumulative effect on mental health.
Unlearning* Definition: Unlearning is the process of identifying and intentionally discarding outdated, incorrect, or biased information or habits to make way for new learning and personal growth. * Relevance: Unlearning is a fundamental step in personal development, particularly when attempting to foster genuinely inclusive attitudes and behaviours. * Examples: Actively challenging one’s own stereotypes about a group of people or reconsidering a long-held belief about effective leadership styles. * Related Terms: Personal Development, Bias Interruption, Behaviour Change * Common Misconceptions: Some may think that unlearning is an admission of past wrongdoing, whereas it is actually a positive step towards evolution and embracing more accurate or equitable perspectives.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | Dr Shelley Jones-Holt Leadership Legacy Consulting | |
The post Leading with Authenticity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Art, Activism and the Queer Experience
Oscar Hoyle explores the synergy of creating inclusive spaces for GEN-Z LGBTQIA+ individuals, emphasising respect, belonging, and the shared journey across generational divides.
In the thought-provoking episode of The Inclusion Bites Podcast titled 'Thriving Through Adversity', host Joanne Lockwood is joined by Oscar Hoyle, who sheds light on the vital role of inclusivity in empowering individuals, particularly those from the LGBTQIA+ community. They explore the significance of personal acknowledgment through simple acts such as the use of correct pronouns and respect for name changes to foster a welcoming environment. The duo discusses how creating a workplace that feels like a second home can contribute to a profound sense of belonging. Oscar brings attention to the incredible work being done by Blossom LGBT, a social enterprise dedicated to uplifting Gen Z LGBTQIA+ individuals. They tackle the often misunderstood generational gap in technology, culture, and work ethic, elucidating the need for mutual understanding and collaboration across age demographics to enrich workplace culture.
Oscar is the CEO of Blossom LGBT, a non-profit social enterprise that champions support for Gen Z LGBTQIA+ individuals through consultancy and upskilling programmes. His role in advocating for a more inclusive society is complemented by his engagement with queer art, using it as a medium to examine heritage and the repercussions of criminalisation and societal prejudice. Drawing from his extensive experience in creating inclusive spaces, Oscar shares his passion for arts, demonstrating its power in storytelling and as a vehicle for passion and activism. Through his work, he emphasises the importance of fostering authentic safe spaces, despite the challenges non-profit organisations face in sustaining them.
During the episode, Joanne and Oscar tackle the transformation in work trends among young adults embracing multiple income streams and the shift from long-term employment to a business portfolio approach. They highlight the misconceptions surrounding being 'woke', the essential support for youth exploring their identity, and the implicit challenges within the NHS system. A profound moment occurs as Oscar articulates the fine balance between respecting beliefs and avoiding discrimination, which is echoed by Joanne's reflections on the crucial role that inclusive spaces have played in her journey of self-discovery.
The podcast concludes with a powerful message advocating for a psychologically safe and non-discriminatory work environment. Joanne and Oscar call on listeners to rally behind the mission of Blossom LGBT, sharing the episode to contribute to building a more inclusive world. They strike a chord with anyone seeking inspiration to thrive amidst adversity, especially in championing Gen Z LGBTQIA+ individuals within an often hostile society and workplace culture.
A key takeaway from this episode is the undeniable importance of advocacy, understanding, and action towards fostering inclusive spaces that not only acknowledge, but celebrate, individuality. Listeners are poised to be deeply moved by the candid discussions and will be left with a renewed sense of purpose in driving inclusivity forward within their own spheres of influence.
Published: 18.07.2024 Recorded: 15.04.2024 Duration: 0:58:33 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #118: Thriving Through Adversity
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Quotes, Hooks and TimestampsGenerational Challenges and Social Media Responsibility: “And being in such, you know, a chief executive of an organisation that’s turning over roughly, you know, half a1000000 is a lot of responsibility for someone my age already. And then I I have a tendency to want to use social media because my generation has always used social media. Yet, I have a real difficult bad time balancing the two.”
— Oscar Hoyle [00:07:49 → 00:08:15]
Workplace Culture and Gen-Z Expectations: “We found that, I believe this was Ipsos again, found that on average, a GEN-Zer will leave their job within 12 months if they don’t fit in with, like, the ethics and culture of the workforce.”
— Oscar Hoyle [00:12:59 → 00:12:59]
Attracting Gen-Z Talent: “Actually, this the belonging part is becoming increasingly important in a workplace because they want to feel part of something bigger and something that aligns with who they are and their values and morals.”
— Oscar Hoyle [00:15:22 → 00:15:34]
Understanding Gen-Z’s Identity Exploration: “I think that where it’s coming more into the forefront is because people have more of an opportunity to explore, to be themselves.”
— Oscar Hoyle [00:20:19 → 00:20:29]
Transgender Representation in Media: “You know, when you make up less than 1% of the population, it’s not that likely that a lot of people will know a trans person. And I think that’s where the media, as much as right now, it can be, say, hostile against us, can also be one of our best tools in building that empathy and compassion.”
— Oscar Hoyle [00:23:27 → 00:23:49]
Youth Mental Health and the NHS: “You know, I think what we see so often in our services is things like young adults self medicating because they can’t get what they need for the NHS or aspects like that.”
— Oscar Hoyle [00:26:26 → 00:26:36]
Impacting LGBTQIA+ Youth Development: “What we’re actually doing is impacting on their ability to perform when they get into a workplace. You know, how on earth can you do a good job when you you you finally have the opportunity to get into work, but you also have the opportunity to finally transition after waiting 10, 20 years.”
— Oscar Hoyle [00:30:21 → 00:30:41]
Freedom of Belief in Workplaces: “Absolutely. And and I think this is where we come back to workplaces having a line, which is, you know, where can somebody hold a belief, and where can somebody express and and directly discriminate because of that belief.”
— Oscar Hoyle [00:37:01 → 00:37:14]
Workplace Support for the LGBTQIA+ Community: “It’s building resilient support networks. It’s building, you know, confidence in your ability to be outspoken through art workshops. Sits, building your connection to the community so that you can see that whilst things aren’t great at the moment, this isn’t the first time that the LGBTQIA+ community has been under attack.”
— Oscar Hoyle [00:42:45 → 00:43:02]
Exploring Queer Heritage and Artistic Expression: “But we also look at how criminalization, negative social attitudes have played a massive part in hindering what could be really important queer pieces.”
— Oscar Hoyle [00:44:57 → 00:45:09]
Definition of Terms UsedCisheteronormativity Definition: Cisheteronormativity is the assumption or belief that being cisgender (identifying with the sex assigned at birth) and heterosexual are the norm and therefore the preferable or ‘default’ state of being. * Relevance: Highlighting this concept helps to understand the implicit biases and societal pressures that LGBTQIA+ individuals face and encourages efforts to make spaces more inclusive for all gender identities and sexual orientations. * Examples: Media representations primarily depicting heterosexual couples, forms and policies that only recognize traditional male/female gender options, and societal expectations of marriage and procreation within opposite-gender partnerships. * Related Terms: Homonormativity, Gender Binary, Queer Theory * Common Misconceptions:* A common misconception is that cisheteronormativity is simply resisting change, but it is rather an ingrained societal system that actively excludes or disadvantages those who do not conform to these norms.
Generational Bridge-Building Definition: Generational bridge-building refers to the efforts and initiatives taken to improve understanding and collaboration across different age groups within the workforce, particularly between older generations and younger ones like GEN-Z. * Relevance: Understanding and implementing generational bridge-building is crucial to create a cohesive and productive workplace that leverages the diverse skills, perspectives, and values of all employees. * Examples: Mentorship programs pairing senior employees with younger staff, inclusive policy-making that addresses the needs of each demographic, and open forums for intergenerational exchange. * Related Terms: Age Diversity, Intergenerational Workforce, Knowledge Transfer * Common Misconceptions:* It is often mistakenly assumed that generational differences are too vast for effective collaboration, but with the right strategies, these various perspectives can significantly enrich a workplace.
Psychological Safety Definition: Psychological safety is the belief that one won’t be punished or humiliated for speaking up with ideas, questions, concerns, or making mistakes. It’s a critical component of an inclusive workplace culture. * Relevance: Psychological safety is pertinent for enabling team members, especially those from marginalized groups, to contribute without fear, fostering innovation, and improving overall team performance. * Examples: Encouraging questions in meetings, acknowledging contributions from all team members, and ensuring all complaints are treated seriously and respectfully. * Related Terms: Inclusivity, Employee Engagement, Open Communication * Common Misconceptions:* There’s a misconception that psychological safety can lead to complacency or lack of discipline, whereas it actually boosts accountability and performance because employees feel secure and supported.
Non-Profit Sustainability Definition: Non-profit sustainability refers to the ability of a non-profit organization to have enough resources to run its operations and support its mission over the long term without compromising its non-profit status. * Relevance: As discussed in the podcast, the maintenance of LGBTQIA+ inclusive spaces like cafes is crucial for the wellbeing of the community and requires sustainable funding and support. * Examples: Diverse funding streams, strategic partnerships, and community-driven fundraising initiatives. * Related Terms: Financial Stewardship, Social Enterprise, Donor Retention * Common Misconceptions:* A common misconception is that non-profits should minimize spending on their own operations. However, investing in their capacity is often essential for their long-term impact and sustainability.
Neurodivergence Definition: Neurodivergence refers to the diversity of human brains and neurocognitive functioning, where conditions such as ADHD, Autism, Dyspraxia, and others are seen as natural variations rather than deficits. * Relevance: Recognizing neurodivergence is essential for creating inclusive spaces where people with different neurological conditions can thrive and be equally respected for their unique contributions to society. * Examples: Flexible working arrangements, sensory-friendly environments, and acceptance of non-traditional communication styles. * Related Terms: Neurodiversity, Neurotypical, Inclusive Design * Common Misconceptions:* A prevalent misconception is that neurodivergent individuals are less capable in a professional environment, whereas they often bring unique strengths and perspectives.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Oscar Hoyle Blossom LGBT | |
The post Thriving Through Adversity appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Empathetic Approach to Diversity
Fiona Dawson and Rita Hellgató explore the synergy of diversity initiatives and personal storytelling in cultivating a landscape where empathy flourishes across corporate environments.
In this heartfelt episode of The Inclusion Bites Podcast, Joanne Lockwood regales us with an enlightening conversation about "Infusing Empathy" with guests Rita Hellgató and Fiona Dawson. They tackle the often-overlooked topic of involving straight, white, cisgender men in diversity initiatives, the power of storytelling within corporate spheres, and the essential nature of empathetic leadership. Rita shares her vision for a future enriched by inclusive and diverse leadership, while Fiona converses with Joanne about the optimism she holds for systemic changes, and her commitment to leveraging privilege for the greater good.
Fiona, after leaving her corporate role to chase her passion, became deeply involved in projects spotlighting the stories of transgender military members through filmmaking. Renowned for creating safe spaces for vulnerable storytelling, her work has been met with heartfelt thanks, particularly resonating within the trans community. Rita supports Fiona's narrative-focused approach, advocating for its profound impact on corporate culture. Together, they confront the cutbacks on diversity and inclusion budgets and the consequent challenges, reinforcing the imperative for a revolution in leadership mindset towards these initiatives.
The episode navigates the complexities of creating inclusive environments, with Joanne emphasising the significance of building such spaces together. Joanne and her guests share personal experiences and insights into how consumers can influence change through conscious support of aligned businesses. Discussions also revolve around the nuanced experiences of transgender individuals in the military and the outdated policies that hinder them, as well as the broader societal impacts of corporate policy on inclusion.
Listeners are left contemplating the episode's resonant message: Change begins with empathy. The conversations orbit around the potential of promoting inclusivity and allyship, not just within corporate companies but across the societal fabric. Joanne and her guests then express the need to shift our collective narrative to view diversity and inclusion not as a fiscal burden but as a valuable investment for organizational and societal progress.
A key takeaway from this episode would be the understanding that empathy isn't just a personal virtue but a cornerstone of systemic transformation. Audiences are implored to embrace inclusive practices and storytelling as tools for change, with the ultimate lesson that every individual can contribute to a more empathetic and unified future. This episode emphasises that regardless of one's position, we all hold the power to foster an accepting world, both in our workplaces and beyond.
Published: 11.07.2024 Recorded: 10.04.2024 Duration: 0:59:26 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #117: Infusing Empathy — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Quotes, Hooks and TimestampsCorporate Diversity and Storytelling: “I have always recognized, of course, as many people do, the power of personal storytelling to be able to help build empathy and touch hearts of minds and, like, create change.”
— Fiona Dawson [00:02:55 → 00:03:04]
Following Dreams to Create Change: “I just literally quit my job make my dreams come true, and there you go.”
— Fiona Dawson [00:08:09 → 00:08:13]
The Art of Interviewing: “Like, I’m willing to share parts of me, and I think that when we do that, it can be symbiotic.”
— Fiona Dawson [00:09:29 → 00:09:35]
The Power of Representation: “And thank you so much for sharing these stories because it helps me see that I can be out. Like, I can be myself and, you know, our characters as they were, you know, who are real people, They their stories inspired other people and helped other people feel less alone.”
— Fiona Dawson [00:11:25 → 00:11:42]
Corporate Integration of DEI and Marketing: “I personally would love to work with a marketing team and a DEI team, but the marketing team with a DEI perspective because those budgets are gonna be able to fund the kind of films that we’re making and the animation that we’re making.”
— Fiona Dawson [00:25:46 → 00:27:16]
Corporate Culture and Authenticity: “And I think that comes down to creating a culture and an environment where that happens organically and starting off potentially with, you know, workspaces, whether people are physically at a building or whether they’re online or whatever, be able to create, as Rita was saying, like, an accessible environment physically and culturally in order, you know, for these conversations to happen.”
— Fiona Dawson [00:36:08 → 00:36:33]
Inclusion in Marketing Imagery: “So when it comes to marketing, for example, say you’re marketing to the queer community and oftentimes when people are represented, like stock imagery, for example, like stock imagery could do with a bit of an injection of inclusion because they naturally go to, oh, let’s put, like, 2 men, and I’m gonna use, like, binary gender language.”
— Fiona Dawson [00:39:21 → 00:40:30]
Inclusion in the Military: “And so how are militaries around the world providing an inclusive workforce? But I think the like the US military has long had a history of providing a space for trans people to be gainfully employed, to have community, to have a job that feels like you’re part of something bigger than yourself, to access health care, to be able to get education, you know, all of those things that a cisgender person would like to have as well.”
— Fiona Dawson [00:43:20 → 00:43:43]
Inclusivity in Modern Society: “we’ve created an environment where straight white cis men feel like they’re left out of this conversation and their shit, and we need to change that… What it means is that we’re opening and we’re making the table bigger for everybody to get there, you know.”
— Fiona Dawson [00:50:04 → 00:50:08]
Raising Awareness and Consciousness: “Because once you’ve worked on yourself, it’s easier to understand and work with other people. And then it’s, courageous action and collaboration.”
— Fiona Dawson [00:51:34 → 00:51:45]
Corporate Approach to Diversity & Inclusion: “And what I’m seeing is that we’ve not made enough progress. And sometimes it feels that we’re going backwards, in D&I and in our initiatives and approach.”
— Rita Hellgató [00:05:16 → 00:05:26]
The Power of Personal Storytelling in Corporate Workspaces: “It can be educative, but not in like telling what people to do, but you know, using empathy and, you know, using personal stories to to share how people, you know, feel in their workplace.”
— Rita Hellgató [00:12:31 → 00:12:44]
Diversity & Inclusion Budget Cuts: “I think a lot of leaders expected initiatives to bring immediate results, and it did not happen because the approach has been wrong. And it’s not a sprint, it’s a marathon.”
— Rita Hellgató [00:16:06 → 00:16:16]
Corporate Influence on Social Change: “I think it’s super important to remind ourselves that corporations have the ability and power to influence broader changes in the society.”
— Rita Hellgató [00:23:22 → 00:23:32]
Entrepreneurial Challenges in Embracing Diversity: “I don’t think D&I and sort of inclusion proactively comes into the picture before they reach 60, 70 employees. And, you know, I don’t blame them because they have so many things to be worried about.”
— Rita Hellgató [00:28:44 → 00:28:58]
Inclusion in the Workplace: “If you think about inclusion, you start with policies. Right? Look at all your policies. How inclusive are they?”
— Rita Hellgató [00:30:51 → 00:30:57]
Inclusive Leadership: “don’t fall for the solution. Fall for the problem.”
— Rita Hellgató [00:31:23 → 00:31:27]
Embracing Vulnerability in the Workplace: “And I think if we allow ourselves to be vulnerable in the sense that, you know, I don’t know how to, let’s say, moderate a meeting like that because there are so many different kinds of people in there. But I’m going to allow myself to be open to that experience and see how it goes, then we might actually get something more meaningful out of that.”
— Rita Hellgató [00:33:40 → 00:34:01]
Addressing Workplace Inequality: “So let’s talk about, you know, what’s the gender pay gap in your business? How many and what kind of policies have been implemented to ensure, you know, equality, equity, inclusion, etcetera?”
— Rita Hellgató [00:46:53 → 00:47:47]
Diversity in Leadership: “I mean, I’d like to see today when all companies have truly inclusive and diverse boards and senior leadership teams who will be the champion of inclusion and acceptance.”
— Rita Hellgató [00:53:21 → 00:54:18]
Definition of Terms UsedInclusive Leadership* Definition: Inclusive leadership is a leadership style that actively seeks out and considers diverse perspectives and ideas, promotes an open, fair, and safe environment, and practices transparency in decision-making processes, all while fostering a sense of belonging among team members.
* Relevance: Inclusive leadership is crucial in creating diverse and high-performing teams by leveraging a range of experiences and viewpoints. It also helps in addressing biases and ensures that everyone feels valued and empowered.
* Examples: Encouraging and valuing input from all team members, mentoring diverse talent, implementing flexible working policies to accommodate different needs.
* Related Terms: Diversity and Inclusion (D&I), Equity, Psychological Safety, Empowerment
Common Misconceptions: There is sometimes a belief that inclusive leadership could lead to decision-making paralysis due to considering too many perspectives; however, it typically results in more innovative and effective outcomes.
Systemic Changes* Definition: Systemic changes refer to fundamental alterations to the structures, policies, and practices within institutions or society at large that shape and influence behaviour, opportunities, and outcomes.
* Relevance: Systemic changes are necessary to rectify ingrained inequalities and create a more equitable society. Such changes can ensure that D&I initiatives are not just token gestures but part of the organizational fabric.
* Examples: Revamping recruitment processes to eliminate biases, changing company culture to prioritize equity and inclusion, altering laws to ensure equal rights.
* Related Terms: Structural Inequity, Institutional Reform, Social Justice
Common Misconceptions: It is often assumed that systemic changes are too difficult to achieve, deterring attempts. However, they are vital for long-term, sustainable progress.
Empathy and Compassion* Definition: Empathy refers to the ability to understand and share the feelings of another, while compassion is the emotional response to empathy that creates a desire to help.
* Relevance: Both empathy and compassion are essential components of creating inclusive environments where individuals feel understood and supported. In the context of leadership and D&I, these qualities can significantly improve team cohesion and collaboration.
* Examples: Leaders actively listening to the personal experiences of their employees to foster a supportive atmosphere, companies providing additional support to staff facing challenging life circumstances.
* Related Terms: Emotional Intelligence, Active Listening, Supportive Leadership
Common Misconceptions: Some may view empathy and compassion as weaknesses in business settings, yet they are increasingly recognized as strengths that contribute to a positive workplace culture.
Storytelling in Corporate D&I* Definition: Storytelling in Corporate D&I involves using narrative techniques to share diverse experiences and perspectives within a business context to foster empathy, understanding, and inclusivity among employees.
* Relevance: Storytelling can be a powerful tool in D&I initiatives as it helps to humanize complex issues, bridge cultural gaps, and spark meaningful conversations about inclusion and belonging.
* Examples: Sharing personal journeys of employees through company-wide presentations, creating films or digital content that showcase different aspects of diversity, and organizing storytelling workshops.
* Related Terms: Narrative, Content Strategy, Cultural Competence
Common Misconceptions: Some may mistakenly believe that storytelling is too soft or irrelevant for the corporate environment, overlooking its impact on fostering an inclusive and emotionally intelligent workforce.
Equitable and Accessible Environments* Definition: Creating equitable and accessible environments means designing and implementing policies, practices, and spaces that account for the varied needs of individuals, ensuring that all have equal opportunities to participate and succeed.
* Relevance: By promoting fairness and accessibility, organizations can enhance the well-being of their employees and customers while reflecting a commitment to social responsibility and legal compliance.
* Examples: Providing wheelchair access within buildings, offering materials in multiple formats for those with visual or auditory impairments, flexible working practices to accommodate various lifestyles.
* Related Terms: Universal Design, Accommodations, Inclusion
Common Misconceptions: It is often thought that focusing on equity and accessibility creates additional burdens for organizations, whereas in practice, it often leads to innovation and serves a broader demographic.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful >Guests
| | Fiona Dawson Free Lion Productions | |
| | Rita Hellgató People First Truly | |
The post Infusing Empathy appeared first on SEE Change Happen: The Inclusive Culture Experts.
Breaking Barriers: Female Advancement in Male-Dominated Spheres
Mark Bateman ignites a call to action for leadership's top tier to champion diversity with purpose-driven mentorship, setting the stage for an inclusive corporate future.
Join Joanne Lockwood in "Igniting Change from the Top" on The Inclusion Bites Podcast, where she engages with consummate change leader, Mark Bateman, in unraveling the pathways to drive transformation within the workplace. The conversation illuminates the pivotal role of leaders in fostering gender diversity, and the significance of sponsorship and mentorship for women's career progression. They explore the pressing need for individuals to align their professional life with personal purpose and delve into the challenges that accompany the ascent to senior leadership. Mark's insights into the value of a diverse team and his call to rethink leadership paradigms probe the necessity of balancing work and life commitments for organisational success.
Mark is the CEO of WeQual, a firm dedicated to promoting gender equality in the corporate sector. As an experienced leader and passionate advocate for workplace inclusivity, he has personally mentored approximately 300 women at top levels within global companies. With the publication of "Disruptive Leadership: Using Fire to Drive Purposeful Change", Mark distils his wealth of experience to enhance leadership practices. His acumen is further leveraged through his influential presence on LinkedIn, where he shares resources and champions initiatives crafted to elevate women in business.
The discourse unfurls to cover the societal pressures women grapple with in their dual roles at home and work, and the barriers they face in male-dominated boardrooms. Mark and Joanne dissect the foundations of implicit bias in recruitment, and weigh the complexities of positive discrimination, offering solutions such as anonymised hiring. They share stories accentuating the undeniable impact of gender equality on a company's performance and culture, reinforcing the moral and business cases for inclusive leadership.
Ending on a note of empowerment, Joanne invites listeners to turn their own reflections and aspirations into actions. Acknowledging each individual's potential as a leader, the episode spotlights the importance of personal agency, challenging societal norms, and fostering emerging leaders. This episode is essential listening for those yearning not only to keep pace with the evolving leadership landscape but wanting to be at the vanguard of change.
A key takeaway from this enlightening discussion is the undeniable influence leaders wield in sculpting a diverse and inclusive workplace culture. For those who are leaders in their own right or aspire to be, this episode offers practical strategies for leveraging personal strengths and challenging engrained biases to cultivate an environment where everyone can thrive. Prepare to be inspired to advance diversity, elevate women leaders, and forge progressive leadership styles that reshape business and society.
Published: 20.06.2024 Recorded: 09.04.2024 Duration: 0:59:42 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #116: Igniting Change From The Top — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
- AI Extracts and Interpretations
- Other Links
Quotes, Hooks and TimestampsGender Equality in Corporate Leadership: “We work with the world’s largest companies to drive gender equality.”
— Mark Bateman [00:07:35 → 00:08:29]
Gender Disparity in Investment Returns: “For every dollar invested in women, it’s 70 something cents back. Right? So it’s more than double the return.”
— Mark Bateman [00:09:16 → 00:09:22]
Navigating Gender Dynamics in the Workplace: “what to do when they’re the only woman in a room, what to do when a man shuts them down, takes their ideas, the the the the, you know, the subject of mansplaining.”
— Mark Bateman [00:11:11 → 00:11:18]
Gender Dynamics in Leadership: “But the moment a man walks into the room, the behavior changes, the conversation changes. Why is that? What would it look like if it didn’t?”
— Mark Bateman [00:12:00 → 00:12:08]
Inclusive Leadership Challenges: “Because of the way that it’s been set up. Right? It’s it’s unfair. And so it’s it’s it’s a really, you know, that’s that’s difficult to change, but surely, it starts with awareness that it’s happening.”
— Mark Bateman [00:21:46 → 00:22:00]
Cultural Perceptions and Change: “And every every culture has it. Right? Every country, every region, even even smaller localities have this very strong sense of within that culture, what is acceptable, what is not, how somebody should behave, how somebody shouldn’t, how they should speak, how they should dress, not just on gender lines.”
— Mark Bateman [00:23:55 → 00:24:14]
Gender Equality in Leadership: “Do I actually believe we will get to a situation where we have 50% CEOs being men and 50% of CEOs being women? Right? Cause that’s ultimately where the power lies.”
— Mark Bateman [00:26:33 → 00:26:42]
Influences on Masculinity Development: “I think it very much depends on on your upbringing. It depends on the local culture that you’re in.”
— Mark Bateman [00:32:37 → 00:32:42]
Mature Leadership in Practice: “I think it becomes incumbent upon us. And this is again, where I talk to in my book about what does great leadership look like and, and, and great leadership is where we are willing to ask ourselves the difficult questions where we’re open to feedback, critical cutting negative feedback, and and we take it because we recognize it’s gonna help us become better leaders.”
— Mark Bateman [00:32:47 → 00:34:02]
Diversity in Decision-Making: “It might take you that little bit longer to get to a decision because you’re gonna have diverse perspectives. But when you do reach that decision, it’s gonna be more thought through. It’s gonna actually be better for your business.”
— Mark Bateman [00:43:38 → 00:43:47]
Definition of Terms UsedDisruptive Leadership* Definition: Disruptive leadership refers to a management style that challenges the status quo by fostering innovation and embracing change to drive substantial progress within an organization.
* Relevance: In the podcast, the concept of disruptive leadership is vital for igniting change from the top, enabling companies to evolve and stay competitive in today’s fast-changing business landscape.
* Examples: Implementing radical technological advancements, redefining organizational structures, or overhauling traditional business models.
* Related Terms: Transformational Leadership, Change Management, Innovation Strategy
Common Misconceptions: Disruptive leadership is often mistaken for creating chaos, but it actually involves calculated risks and strategic decisions that align with long-term goals.
Implicit Bias in Hiring* Definition: Implicit bias in hiring involves unconscious attitudes or stereotypes that affect understanding, actions, and decisions in an employment context, leading to unfair preference or exclusion based on attributes like gender, race, or age.
* Relevance: The podcast discusses how such bias can hinder diversity in leadership roles and the importance of creating more inclusive recruitment processes.
* Examples: Preferring candidates from a specific educational background without considering the job’s actual requirements or assuming a person’s job fit based on their name or appearance.
* Related Terms: Unconscious Bias, Diversity Recruiting, Equal Employment Opportunity
Common Misconceptions: It is commonly misconstrued that implicit bias is intentional; however, by definition, these are biases that individuals may not be consciously aware of.
Positive Discrimination* Definition: Positive discrimination involves giving preferential treatment to members of a particular group who suffer from discrimination within a society, to create equal opportunities.
* Relevance: The concept is brought up in the episode in relation to ethical implications of favoring underrepresented groups in the workplace to balance out inequality.
* Examples: Creating quotas for hiring or promoting individuals from certain minority groups to ensure they are represented within an organization’s workforce.
* Related Terms: Affirmative Action, Diversity Quotas, Reverse Discrimination
Common Misconceptions: Many assume positive discrimination means hiring less competent individuals for the sake of diversity, which disregards the aim of ensuring equal opportunity for all candidates regardless of their background.
Anonymised Hiring* Definition: Anonymised hiring is a recruitment process where candidates’ personal details that could lead to bias, such as names, gender, age, or ethnicity, are removed from applications.
* Relevance: This process, discussed in the podcast, helps organizations focus on candidates’ skills and competencies, promoting diversity, and reducing discriminatory practices during hiring.
* Examples: Using software that removes personal information from CVs/resumes or implementing structured interviews where all candidates are asked the same set questions.
* Related Terms: Blind Recruitment, Unbiased Hiring, Talent Acquisition
Common Misconceptions: Some may think anonymised hiring complicates the recruitment process, but it often leads to a more diverse and competent workforce.
Work-Life Balance Culture* Definition: Work-life balance culture refers to an organizational ethos that supports employees in achieving a balance between their work responsibilities and personal life, enhancing both personal well-being and job satisfaction.
* Relevance: Discussed as a cornerstone for inclusive workplaces in the podcast, promoting this culture helps in retaining a diverse workforce and ensures that individuals do not have to sacrifice personal or family commitments for work.
* Examples: Flexible working hours, remote work opportunities, parental leave policies, and company sponsored family events.
* Related Terms: Employee Well-being, Flextime, Job Sharing
Common Misconceptions: It is sometimes mistakenly believed that promoting work-life balance is detrimental to productivity, whereas it can actually increase efficiency and loyalty.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Mark Bateman WeQual | |
The post Igniting Change from the Top appeared first on SEE Change Happen: The Inclusive Culture Experts.
Breaking Down Barriers: From Stigma to Empowerment in the Workplace
Alexandra Parritt unravels the journey from stigma to empowerment, reinforcing the significance of inclusive environments that honour neurodiversity and mental health.
In an enlightening episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Alexandra Parritt to traverse the journey from stigma to strength within the neurodiversity and mental health sectors. Alexandra sheds light on how the surrounding environment, rather than the job role itself, shapes individual experiences of ADHD, autism, and mental health conditions. The dialogue centres around the concept of bringing one's whole self to work, where both personal stories of support within the workplace and the negative aspects of stereotyping are discussed. Joanne's personal narrative as a transgender woman and her transition from a career in engineering to D&I consultancy offers a poignant backdrop to the conversation on authenticity in the professional sphere.
Alexandra is a sales professional in the HR tech space, and an ardent advocate for the neurodiversity movement. Her career saw a transformative shift from a focus on conventional benefits to a prioritisation of team dynamics and company ethos, allowing her to advocate more powerfully for inclusivity. With her poignant insights into mental health inclusion and neuro-inclusive assessments, Alexandra serves as a beacon for change in the workplace, challenging outdated stereotypes and championing individual strengths.
Throughout the conversation, Joanne and Alexandra stress the imperative to see beyond neurodivergent conditions, instead of celebrating the unique productivity and outputs individuals can achieve, regardless of dress codes or physical workspace. By innovatively comparing social dynamics to an airport baggage claim, Joanne articulates the necessity for turn-taking and fairness in our approach to work and society. The episode resonates with Joanne's call for a community to drive real change, inviting listeners to subscribe and participate in the amplification of important voices.
The episode draws to a close by underscoring the need for an inclusive workplace that values diversity and functionality over rigid professional standards, likened to the ever-shifting TARDIS from Doctor Who. Joanne and Alexandra extend an invitation for listeners to connect, share their stories, and contribute to the collective push towards a more equitable and inclusive society.
A captivating takeaway from this episode is the powerful reminder of the richness that an inclusive society offers when we move beyond stigmas and acknowledge individual strengths. Listeners are encouraged to reconsider workplace cultures, reflect on the importance of genuine representation and diversity, and contribute to the ongoing dialogue on transforming the narrative from exclusion to empowerment.
Published: 13.06.2024 Recorded: 04.04.2024 Duration: 0:54:15 Downloads: 6 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #115: From Stigma to Strength — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Clips and Notable QuotesNeurodiversity Advocacy: “And that’s why the neurodiversity movement really stood out to me because I was looking for a community that believed in the concept of turning negative stigma into something positive and seeing the strengths out out of something that has had a real negative impact on people’s lives.”— Alexandra Parritt 00:03:3600:03:57
Neurodiversity and Work Environments: “It’s the environment around them and the people around them.”— Alexandra Parritt 00:08:1400:08:16
Neurodiversity and Inclusion: “And I think, again, there’s so much focus and energy and effort to be neuro neuroinclusive as a workspace, but they’re really just looking at the conditions underneath the neurodiversity umbrella rather than the individuals.”— Alexandra Parritt 00:15:0400:15:16
Neurodiversity Acknowledgement: “we’re all neurodiverse. They make that statement because, yeah, neurodiversity is the concept of us all having different minds operating in different ways, thinking, feeling, behaving.”— Alexandra Parritt 00:20:4800:20:58
Autism Acceptance and Environmental Impact: “I’ve actually heard some amazing stories outside of the workplace of individuals that have more extreme forms on the ASD spectrum and, a nonverbal and have autism, and and they have been placed in an environment that has been adjusted to them and it’s had an incredibly positive impact to the point where some, not that this would work for all, but some children that are non verbal with autism have even spoken and said a word when they’ve been placed in an environment that is sort of adjusted and built around them.”— Alexandra Parritt 00:22:5500:23:33
Inclusivity in Talent Assessment: “I’ve kind of joined the company with a more inclusive, accessible lens of trying to make that talent assessment space a world where you can have, like, strength profiles and not look at whether an individual’s good or bad or if they’re right or wrong or can or can’t perform a job, which is what most competency based assessments do.”— Alexandra Parritt 00:24:2900:24:50
Self-Discovery and Career Choice: “And I was actually googling tests that could just tell me, like, what’s my dream career? Like, what do I want? What do I value? Because I just sat there with an empty notepad, like, I don’t know.”— Alexandra Parritt 00:29:0300:29:13
Reframing Weaknesses as Strengths: “And then I realized, okay. Maybe I’m not calm and stable in my approach. I can just sort of, like, you know, fluctuate with the stresses of sales. But, actually, if you look at that from the terminology of passionate and dynamic, it really starts to give a bit more oomph and it give us give you a strength trait rather than something that I always saw as a weakness as a result of stigma.”— Alexandra Parritt 00:30:5800:31:21
Career Path Evolution: “The amount of people that stick to that path is very little, but those that really try without actually wanting to, it it has a profound impact on them.”— Alexandra Parritt 00:38:2400:38:31
Advocacy and Resistance: “I just think that, it can be a reflection of the great work that these minority communities are doing to self advocate because a response like that means that our kind of work is getting somewhere and it’s irritating those that want that sense of norm.”— Alexandra Parritt 00:41:5200:42:07
Definition of Terms UsedNeurodiversity* Definition: Neurodiversity is a concept which suggests that neurological differences are to be recognised and respected as any other human variation. These differences can include those labelled with Dyspraxia, Dyslexia, Attention Deficit Hyperactivity Disorder, Dyscalculia, Autistic Spectrum, Tourette Syndrome, and others.
* Relevance: Understanding neurodiversity is crucial in creating inclusive work environments that accommodate employees with different neurological makeups, which can enhance team creativity and productivity.
* Examples: Implementing flexible working arrangements, adjusting communication methods, and creating quiet workspaces to support the diverse cognitive needs of all employees.
* Related Terms: Neurotypical, Neurodivergent, Cognitive Diversity, Inclusive Design
Common Misconceptions: A common misconception is that neurodiversity applies only to autism when in fact it covers a wide range of neurological differences.
Psychological Safety* Definition: Psychological safety is a shared belief held by members of a team that the team is safe for interpersonal risk-taking. It pertains to an individual’s perception of the consequences of taking an interpersonal risk within a group context.
* Relevance: Psychological safety allows for employees to feel secure enough to share their ideas and opinions without fear of negative consequences at work, which is essential to fostering innovation and inclusion.
* Examples: Encouraging open discussions, not penalizing mistakes, and creating a blame-free environment where employees can contribute freely.
* Related Terms: Employee Empowerment, Team Dynamics, Inclusive Leadership, Organizational Culture
Common Misconceptions: There’s a misconception that psychological safety means being nice and avoiding conflict. In reality, it’s about fostering a culture where constructive conflict is allowed and encouraged.
Masking and Camouflaging* Definition: Masking and camouflaging refer to strategies used by individuals, often those who are neurodiverse, to hide or compensate for behaviours that may be socially stigmatised or misunderstood by neurotypical standards.
* Relevance: Understanding these behaviours is important to promoting authenticity at work and creating a culture where employees do not feel they need to hide their true selves to fit in.
* Examples: A person with autism might avoid stimming behaviours in public, or an employee with ADHD might develop elaborate organizational systems to appear more neurotypical.
* Related Terms: Neurodivergence, Stigma, Authentic Self, Inclusivity
Common Misconceptions: It is often misunderstood that masking is entirely voluntary; rather, it can be a deeply ingrained coping mechanism resulting from societal pressures.
Cognitive Needs* Definition: Cognitive needs refer to the requirements of an individual’s brain to think, learn, and process information effectively. These can vary greatly among individuals, especially across the spectrum of neurodiversity.
* Relevance: Acknowledging and accommodating cognitive needs in the workplace allows all individuals to work more efficiently and contributes to a more inclusive environment.
* Examples: Offering noise-cancelling headphones to an employee who is easily distracted by loud environments or providing written instructions to one who processes information better through reading.
* Related Terms: Cognitive Diversity, Neurodivergent Accommodations, Accessible Design, Learning Styles
Common Misconceptions: There’s a misconception that accommodating cognitive needs is disruptive and costly when actually, many adjustments are simple and beneficial to all employees.
Stigma around Mental Health* Definition: The stigma around mental health refers to the social disapproval or discrimination against individuals based on perceived mental illness or psychological distress.
* Relevance: Challenging the stigma attached to mental health issues is essential to creating supportive workplaces that prioritise employee well-being and mental health.
* Examples: Providing mental health days off, offering counselling services, and having open conversations about mental health in team settings.
* Related Terms: Mental Health Awareness, Discrimination, Social Inclusion, Well-being in the Workplace
Common Misconceptions: A prevalent misconception is that mental health issues are rare and not pertinent to the workplace, whereas they are quite common and significantly impact workforce productivity.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Alexandra Parritt My People Group | |
The post From Stigma to Strength appeared first on SEE Change Happen: The Inclusive Culture Experts.
The Courage to Be You: Food, Fashion and Finding Your Path
Sarah Naylor unravels the intimate journey towards self-acceptance, exploring personal resilience, the gritty reality of societal expectations, and the liberation found in embracing one’s unique kinks and story.
This episode of The Inclusion Bites Podcast invites listeners into a candid discussion between Joanne Lockwood and Sarah Naylor, where they tackle the sensitive topics of body autonomy, environmental concerns, and the bravery needed to live authentically in a world full of expectations. Sarah narrates how her personal ethos towards health and our connection to food has evolved, touching on the insights gained from "The Plant Paradox" and the often-overlooked importance of cooking from scratch. Meanwhile, Joanne reflects on her own journey of self-discovery and the courage it takes to stand strong in the wake of negativity, especially from online trolling. The conversation takes a personal turn as both share their struggles with financial challenges and the liberating experience of living true to oneself.
Sarah is not only an enthusiastic coach but also a purveyor of positive change, with her own podcast and a presence on Insight Timer. Her mission to reframe thoughts and trick the subconscious into positivity is a testament to her dedication to personal growth and empowerment. Sarah shares stories of overcoming setbacks — such as her business going into administration and difficult family dynamics — all while maintaining her signature mix of pragmatism and optimism. With Joanne as the experienced host, they explore the intertwined paths of personal authenticity and the external pressures of conformity, whether it's in the waters we swim in or the vaccines we debate over.
From accidental bulk purchases to the comedic mishaps of over-sanitization, this episode offers a hearty mix of laughter and depth. Sarah stresses the importance of understanding one's own behaviour in the face of societal fears while emphasising the significance of environmental sustainability through personal anecdotes. Joanne, joining in from her wealth of inclusion expertise, resonates with Sarah's views on the world being an interconnected energy system and the pivotal role of authenticity for a richer life experience.
This rich dialogue concludes with an affirming reminder of the value found in authentic self-representation and the art of not just surviving but thriving amidst adversity. Joanne wraps up with an invitation for the listeners to subscribe and become an active part of the Inclusion Bites community.
A poignant takeaway from this episode is the resonating belief in one's ability to effect positive change by embracing authenticity and self-acceptance, regardless of societal pressures. Listeners are sure to find inspiration in Sarah and Joanne's stories of perseverance, learning along the way the balance between personal fulfillment and the conscious choice to interact with the world in a meaningful and sustainable manner.
Published: 06.06.2024 Recorded: 28.03.2024 Duration: 1:00:53 Downloads: 8 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #114: Kinks and All
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
- Clips and Notable Quotes
- Embracing Life’s Second Chances: “I embarked and recognized, I should say, the opportunity to kick start my life and recreate my life and have a second opportunity at it in this lifetime.”— Sarah Naylor 00:02:4000:02:48
Exploring Personal Kinks: “You know, that’s about understanding who you are as a person and what you enjoy, and you can only find that out by doing a bit of exploration and embracing those elements of kink.”— Sarah Naylor 00:03:5800:04:08
Personal Growth and Authenticity: “But you’ve got to be you for who you are, then you’ll attract the people into your life who want to be around you for who you are, not because they you’re you’re you are who they want.”— Sarah Naylor 00:09:1500:09:26
Living Authentically: “my life is my life, and your life is your life. How you want to live it is entirely to you. And as long as you are living your life for you from a heart centered perspective and you are not doing anything overtly, deliberately, on purpose to hurt or upset or offend anybody, then that is all your business. You be you because you are gonna forge a way for change for other people.”— Sarah Naylor 00:09:5200:10:20
Financial Independence Challenges: “I’m used to and I have done for 40 odd years, you know, been able to be completely self sufficient, and I’ve always been, you know, main contributor to household incomes. And when you’re not and when you’re reliant upon somebody else, it’s kinda like, this isn’t oh, this is not this doesn’t feel right.”— Sarah Naylor 00:24:1700:24:36
The Pursuit of Happiness: “However, if you come back to thinking about yourself and what makes you happy, what really brings me the happiness is like when I went out for a trail run earlier, looking at the blossom on the trees, looking at the blue tits, looking at the nature, just actually being out there with my partner, enjoying it, stopping, taking pictures, having a having a kiss on the road on the track, you know, and just, like, enjoying ourselves.”— Sarah Naylor 00:26:1900:26:39
Impact of Urbanisation on Flooding: “we’ve got to stop paving over things because when we pave over things that we can’t the ground’s not absorbing all the rain. This is why there’s all the issues because it we need the ground and that all these new builds, it’s causing chaos everywhere because the ground’s bit you know, all that sort of soakaway area is gone. And we then pave over it, and there’s nowhere for the water to go.”— Sarah Naylor 00:37:3900:38:01
Impact of Health Measures on Personal Lives: “My dad had been in a care home at the time because he’d had a stroke, and there’s all this sort of stuff going on. So I sort of had to go with the flow, but it I how good was it?”— Sarah Naylor 00:42:1300:42:25
The Impact of Skincare Ingredients: “Really ought to have something much more natural because when you look at the ingredients on all these products, there’s there’s all I think there’s a whole whole issue of health.”— Sarah Naylor 00:43:0500:43:13
Culinary Self-Care: “And diet and your health and nutrition is very much on my agenda. Because I do enjoy cooking, but I’ve just it’s about putting boundaries in place.”— Sarah Naylor 00:46:1600:46:22
Definition of Terms UsedPlant Paradox* Definition: “The Plant Paradox” refers to the book by Dr. Stephen Gundry that explores the idea that certain ‘healthy’ foods might actually be harmful due to the presence of lectins, a type of protein that can disrupt digestion and cause inflammation. * Relevance: The concept is relevant to discussions about overall health and diet, as it challenges commonly held beliefs about food and nutrition, encouraging individuals to take a closer look at what they consume. * Examples: Foods high in lectins often include grains, beans, and certain vegetables, like tomatoes and peppers, which are conventionally perceived as healthy. * Related Terms: Lectins, Anti-nutrients, Inflammation, Autoimmune diseases * Common Misconceptions: A common misconception is that all plant-based foods are equally beneficial for health, disregarding the potential negative effects lectins can have on certain individuals.
Positive Reframing* Definition: Positive reframing is the psychological technique of shifting one’s perspective to view a situation or challenge in a more positive or opportunity-focused light, improving emotional well-being and outcomes. * Relevance: This concept is significant in personal development, as it helps individuals to cope with adversity and encourages constructive changes in their thoughts and actions. * Examples: Viewing failure as a learning experience or seeing a rejection as a redirection to better opportunities. * Related Terms: Cognitive Restructuring, Mindset, Resilience, Optimism * Common Misconceptions: There’s a misconception that positive reframing denies negative feelings or situations, whereas it truly aims to approach them from a growth-oriented perspective.
Authentic Self* Definition: One’s authentic self is the true expression of an individual’s personality, values, and preferences, unaltered by external pressures or societal expectations. * Relevance: The journey towards embracing one’s authentic self is pivotal in discussions of personal happiness, fulfillment, and inclusivity, as it celebrates individual uniqueness. * Examples: Choosing a career path that aligns with personal passion rather than societal conventions; openly sharing personal quirks or interests regardless of mainstream acceptance. * Related Terms: Self-Acceptance, Individuality, Personal Integrity * Common Misconceptions: A common misconception is that being authentic means being static, rather than understanding that individuals evolve, and so does their expression of authenticity.
Latex Fashion* Definition: Latex fashion refers to clothing and accessories made from latex rubber, often known for its tight-fitting and shiny appearance, used within certain subcultures and fashion niches. * Relevance: Latex fashion represents an example of personal expression and the diversity of tastes, channelling one’s character through a unique sartorial choice, often associated with courage to stand out. * Examples: Wearing latex dresses, pleaser boots, or planning a photoshoot in latex attire on a beach. * Related Terms: Alternative Fashion, Subculture Style, Fetish Wear * Common Misconceptions: A prevalent misconception is that latex fashion is exclusive to fetish communities, ignoring its broader adoption as a fashion statement by various individuals.
Soul Journey* Definition: The term ‘soul journey’ refers to the belief in a deeply personal and spiritual path of growth, development, and self-discovery that transcends individual lifetimes or experiences. * Relevance: This concept is relevant to discussions around resilience, personal challenges, and the interconnectedness between individuals and the universe, often leading to greater self-understanding. * Examples: Overcoming difficult life events by viewing them as lessons for the soul’s evolution, or finding purpose through connections with others and the world. * Related Terms: Spiritual Growth, Personal Development, Resilience * Common Misconceptions: Many associate the idea of a soul journey with particular religions or esoteric practices, rather than a broadly applicable framework for interpreting life’s ups and downs.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Sarah Naylor The Norfolk Coastal Coach | |
The post Kinks and All appeared first on SEE Change Happen: The Inclusive Culture Experts.
Embracing Mindfulness: Strategies for Conscious Consumption
Celynn Morin explores the effervescence of well-being, advocating mindful consumption and holistic self-care through the metaphor of champagne making.
In this engaging episode of The Inclusion Bites Podcast, host Joanne Lockwood is joined by Celynn Morin, who shares her effervescent approach to well-being through the lens of her French heritage and passion for the Champagne region. They pop the cork on a variety of topics, from the symbolism of champagne-making to the broader aspects of embracing vitality in life. Their conversation bubbles with insights on conscious consumption, the physiological merits of regulated breathing, and finding balance in our approach to food and drink without succumbing to stress or busyness. Joanne relates to these insights by reflecting on her own mindfulness practices, discussing the transformative power of being centred in effective communication.
Celynn is a registered dietitian turned well-being strategist who combines her rich cultural background with expertise in nutrition, workplace health, and stress management. From her early experience within the Jehovah's Witnesses to her professional speaking career, Celynn's journey is one of authenticity and self-discovery. Her family ties to the Champagne region in France infuse her narrative with a unique perspective on tradition, resilience, and the art of savouring life. Beyond her dietetic practice, Celynn also promotes holistic approaches to workplace well-being, underpinned by scientific research and accessible tools like her Wellbeing Calculator, which helps individuals assess and improve their daily habits.
Throughout the discussion, Joanne and Celynn touch on topics that resonate universally: the quest for joy and freedom, the pitfalls of the scarcity mindset, and the vital role of empathy in our interactions. They explore the psychological aspects of eating, the challenge of changing one's relationship with food, and strategies for conscious living that transcend dietary choices.
As they wrap up, Joanne invites listeners to contemplate the idea of having "sufficient" in life and the importance of taking time for self-care, while Celynn offers practical insights on attracting opportunities through relaxation and positive mindset. They underscore the power of small, personal declarations that contribute to a broader sense of well-being and abundance.
The podcast ends on an empowering note, urging listeners to embrace curiosity, joy, and freedom in their quest for personal growth. Joanne's heartfelt encouragement to subscribe and share echoes their mutual desire to foster a community that thrives on thoughtful, inclusive conversation.
This episode is a must-listen for anyone looking to infuse their life with a dose of vitality and well-being, with Celynn's infectious enthusiasm and practical advice serving as a spirited guide to living a life sparkling with possibility. The insightful exchange between Joanne and Celynn strikes a chord with all who seek a balanced approach to health, happiness, and personal fulfilment.
Published: 30.05.2024 Recorded: 01.03.2024 Duration: 0:57:04 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #112: Dancing with Vitality — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and InsightsWorkplace Well-being and Mental Health: “how we are is how we are regardless of where we are. So our mental health or how we’re thinking and processing things, some days we can have lots of energy, some days not.”
— Celynn Morin [00:02:11 → 00:02:20]
The Importance of Gut Health: “Everything that we eat will affect the gut and specifically the gut microbiome, which is this universe of bacteria and viruses and all kinds of organisms without which we can’t survive.”
— Celynn Morin [00:04:27 → 00:04:39]
Stress Eating and Cravings: “And so a lot of the blood will then move away from the internal organs, the digestive system towards the brain. However, some of us may find that we have an increased appetite, especially for sugary foods, because when we are feeling stressed, we release more cortisol and glycogen and glucose into the blood, and so you can then crave sweet things, which is why when people are stressed, they often say, I have to eat more cake or I really feel like alcohol or I need stimulants.”
— Celynn Morin [00:07:57 → 00:08:22]
Understanding Alcohol Consumption: “don’t drink to forget, Drink to celebrate.”
— Celynn Morin [00:24:42 → 00:24:45]
Mindfulness and Stress Management: “And what if we learn to sit in stillness and just be with our breath, with ourselves, with our thoughts, with the feelings?”
— Celynn Morin [00:25:54 → 00:26:02]
The Benefits of Mindful Breathing: “when you regulate your breathing, when you slow it down, and that can happen in, in as few as, you know, 2 or 3 breaths, you reduce your blood pressure, you increase what we call heart rate variability, which is an important predictor for well-being and stress management.”
— Celynn Morin [00:27:42 → 00:27:56]
Embracing Self-Discovery After Leaving a Religious Community: “And so it’s been a very sacred and delicate journey. You know? It’s been almost 10 years now and 7 years since I’ve been in the UK, and moving to the United Kingdom was one of the best decisions I made because I had to move I had to create distance between that part of my life.”
— Celynn Morin [00:35:14 → 00:35:31]
The Pursuit of Joy: “So joy is an internal job. How can I manage my own joy despite what’s happening around me? And that’s really my focus, or it has been for the last few years, but currently is how can I just be me and joyful?”
— Celynn Morin [00:41:06 → 00:41:19]
The Paradox of Success: “the more they seem to have, the less happy they are because there’s a sense of, well, you know, I could lose it all.”
— Celynn Morin [00:43:56 → 00:44:02]
The Power of Relaxation and Meditation: “we literally create a different electromagnetic field around us, and we attract different people and opportunities.”
— Celynn Morin [00:49:18 → 00:49:25]
Definition of Terms UsedConscious Consumption* Definition: Conscious consumption involves making purchasing decisions with awareness of their impact on the environment, health, and society. It’s about choosing to consume products and services responsibly and sustainably. * Relevance: Conscious consumption is critical in the context of personal wellbeing and social responsibility. It encourages individuals to be mindful of their physical and mental health, and it reduces negative impacts on the world. * Examples: Opting for locally sourced, organic produce; reducing plastic usage; and buying from companies with a strong commitment to ethical practices. * Related Terms: Sustainable living, Ethical consumerism, Minimalism * Common Misconceptions: A common misunderstanding is that conscious consumption is costly and inconvenient. In reality, it can save money in the long-term and is often a healthier, more fulfilling way to live.
Physiological Benefits of Breathing* Definition: This refers to the positive effects that controlled breathing exercises have on the body’s physical functions, such as reducing blood pressure, lowering stress levels, and improving overall wellbeing. * Relevance: In the podcast, understanding these benefits is essential for appreciating how simple practices like regulated breathing can significantly enhance one’s quality of life and performance. * Examples: Diaphragmatic breathing, Pranayama in yoga, or using a breathing app to guide exercises. * Related Terms: Mindfulness meditation, Stress management, Relaxation techniques * Common Misconceptions: Many believe that breathing is purely automatic and requires no particular attention. However, intentional breathing can profoundly influence the nervous system and improve health.
Unconditional Love* Definition: Unconditional love is a type of affection without limitations or conditions. It’s showing love and acceptance to someone regardless of their actions or beliefs. * Relevance: This concept of love is paramount when discussing the benefits of inclusivity and acceptance, especially in overcoming personal challenges such as leaving a community or facing adversity due to belief systems. * Examples: Supporting a friend or family member despite significant life changes, or offering non-judgemental assistance to those in need. * Related Terms: Empathy, Altruism, Compassion * Common Misconceptions: Some may think that unconditional love means tolerating harmful behavior or not having personal boundaries. However, it actually refers to care and respect regardless of conditions, while maintaining one’s own health and standards.
Scarcity Mindset* Definition: A scarcity mindset is the belief that there is never enough, whether it’s resources, time, or something else, leading to feelings of stress and competition. * Relevance: Overcoming a scarcity mindset is essential for personal wellbeing and achieving a balanced life, a theme central to this podcast episode. * Examples: Hoarding resources during a perceived shortage, or passing up opportunities for rest and regeneration out of fear of falling behind. * Related Terms: Abundance mindset, Zero-sum thinking * Common Misconceptions: It is often assumed that a scarcity mindset is solely related to material wealth. In fact, it can apply to any area of life, including time, relationships, and emotional support.
Wellbeing Calculator* Definition: The wellbeing calculator is a tool designed to assess an individual’s lifestyle habits and their impact on their overall health and wellbeing. It often factors in activities related to sleep, nutrition, hydration, exercise, and mental health. * Relevance: In the podcast, such a tool is indicative of the importance of quantifying and acknowledging various aspects of one’s daily routine for the purpose of enhancing wellbeing. * Examples: An online self-assessment platform where one can input daily habits and receive feedback on potential areas for improvement. * Related Terms: Health metrics, Lifestyle audit * Common Misconceptions: People might believe that wellbeing calculators are overly prescriptive or reductive. In actuality, they serve to provide a snapshot of one’s habits and are a starting point for positive change.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Celynn Morin Celynn Morin | |
The post Dancing with Vitality appeared first on SEE Change Happen: The Inclusive Culture Experts.
Charting the Waters of Charity and Clarity
Hannah Bellamy unravels the complexity of global water scarcity and the profound impact of sustainable clean water solutions on health, dignity, and education in vulnerable communities.
In this thoughtful and compelling episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Hannah Bellamy to discuss the critical worldwide issue of water scarcity and its impact on humanity. Titled "Hydrating Humanity", they explore a range of vital points including the significance of clean water, the challenges communities face in securing it, and the innovative solutions being implemented by Charity Water to address these challenges. Jo highlights the role we can all play in fostering sustainable solutions, while Hannah shares their unique funding model ensuring 100% of donations go directly to water projects. The conversation also touches on climate change, personal water consumption, and the importance of clean water for basic human dignity.
Hannah Bellamy, our guest, is the managing director of Charity Water in the UK. With her wealth of experience and compassionate leadership, Hannah has been at the forefront of providing sustainable clean water solutions to millions globally. Her expertise lies not only in steering the organisation towards its goals but also in engaging with local communities and understanding their specific needs. She's committed to creating a transparent and sustainable charity model, and her insights offer a profound look into the work with local partners to overcome various water-related challenges faced in the communities Charity Water supports.
Throughout the episode, Joanne and Hannah discuss the dire consequences of water scarcity and how solutions can vary from the micro-level, such as educating girls and specific infrastructure for menstrual hygiene, to broader initiatives like lobbying for government support. They highlight the incredible impact that access to clean water has on improving the health and education of communities, particularly for women and girls. The discussion is not only informative but deeply impassioned, conveying a sense of urgency and responsibility towards this global crisis.
A key takeaway from the episode is a reminder of how integral clean water is to human life and the power of collective action. By supporting causes like Charity Water, every one of us can contribute to a mission that provides dignity, enhances health, and saves lives. Jo and Hannah's enthusiasm for the subject matter will undoubtedly inspire listeners to reflect on their own water usage and consider how they can help make a difference. The episode is a call to action to join the movement towards hydrating humanity, making it a must-listen for those passionate about global sustainability and social responsibility.
Published: 23.05.2024 Recorded: 27.02.2024 Duration: 0:56:49 Downloads: **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #111: Hydrating Humanity — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and HighlightsWater Crisis Impact on Women: “So what we want to do is drill deep down to a stable place in the water table and make it simple to pump that water up to the surface and then to have that water source close to people’s homes.”
— Hannah Bellamy [00:06:30 → 00:06:41]
Water Purification Efforts in Cambodia: “And in that, it we’re helping community members to build their own filters, which will work within their homes. And, again, how to maintain that, how does that and we know they’re working for 10 plus years.”
— Hannah Bellamy [00:14:46 → 00:14:57]
Global Water Crisis: “And then the challenges we face the bigger challenge for me, the challenges we face is a bit like I mentioned earlier about when we we think about wartime and people not having clean water, that’s a shock, and so the world pays attention.”
— Hannah Bellamy [00:20:41 → 00:20:50]
Charitable Accountability: “we believe very strongly that the donors should feel absolute joy to know that that you know, if you get if I want you to know absolutely that you’ve given Team Wars to somebody on the other side of the world, and you should feel amazing about that.”
— Hannah Bellamy [00:29:36 → 00:29:49]
Ending the Water Crisis: “We can end the water crisis in our lifetime if everybody really pulls together.”
— Hannah Bellamy [00:32:43 → 00:32:49]
Climate Instability and Its Impact on Impoverished Communities: “many of us feel like the world is unstable and and flapping around a little bit and and things are surprising us. Often, these communities, because they’re more impoverished and they’re struggling in different ways, they’re at the end of the tail end of that flapping around.”
— Hannah Bellamy [00:33:59 → 00:34:12]
Climate Change and Water Security: “Where we currently work and the countries which are most impacted right now by climate change already feeling the effects of it, they pretty much sit on top of each other.”
— Hannah Bellamy [00:35:09 → 00:35:19]
Corporate Responsibility in Business: “I do have a view in the sense of businesses having a duty to do the right thing. And so when you say they don’t want to do the wrong thing, I believe that as individual people, the majority of individual people who are in businesses, of course, they don’t want to do the wrong thing. They want to do right by people and, hopefully, by the environment.”
— Hannah Bellamy [00:38:56 → 00:39:05]
Menstrual Equity and Social Stigma: “And then you send them to school without a space to go by themselves, you know, so without any way of cleaning themselves up.”
— Hannah Bellamy [00:53:17 → 00:53:26]
Gender Equality in Education: “And so when we work in a school, it’s not only about providing clean water. We are working with the school to make sure there’s gender specific latrines, enough latrines to to cover the whole population, and, also, usually, a a separate space for girls to go out sort of a a a room they can change in and that they can wash in and they can do other things they need to do if they have their periods.”
— Hannah Bellamy [00:53:35 → 00:53:57]
Definition of Terms Used1. Sustainable Water Sources* Definition: Sustainable water sources refer to methods of obtaining water that are reliable and maintainable over the long term, without depleting the resource or causing environmental damage. * Relevance: These are critical for ensuring that communities have ongoing access to clean water, which is fundamental for health, education, and economic development. * Examples: Rainwater harvesting systems, groundwater wells with recharge capabilities, and protection of natural springs. * Related Terms: Water conservation, Renewable resources, Environmental stewardship. * Common Misconceptions: It is often misunderstood that sustainable water sources are only about natural water conservation, disregarding the importance of infrastructure and community management in their sustainability.
- Biosand Filter Program* Definition: The Biosand Filter program involves a simple, low-cost water filtration system which uses sand and gravel to remove pathogens from contaminated water, making it safe for drinking.
- Relevance: The program is particularly relevant in areas lacking access to clean water, and it empowers communities to improve their health by providing the means to create their own sustainable water filtration.
- Examples: Local communities constructing their own biosand filters following training programs provided by charities or NGOs.
- Related Terms: Potable water, Waterborne diseases, Community-led health initiatives.
-
Common Misconceptions: There might be a belief that high-tech solutions are always necessary for clean water provision, but this program demonstrates the effectiveness of simple, scalable technologies.
-
Fundraising Model* Definition: A fundraising model is the strategic approach an organisation takes to gather financial support for its mission, which includes methods of solicitation, donor engagement, and allocation of funds.
- Relevance: Understanding the model is important for transparency and trust, ensuring donors that their contributions are used effectively towards the cause.
- Examples: Charity Water’s model of using separate bank accounts for water projects and overheads, ensuring 100% of donations go directly to water projects.
- Related Terms: Non-profit management, Donor stewardship, Financial accountability.
-
Common Misconceptions: A common misconception is that non-profits should not invest in overhead costs, such as staffing or marketing, when in fact these are vital for the charity’s capacity to deliver its mission.
-
Hand Pump Wells* Definition: Hand pump wells are manually operated pumping systems, generally used to extract water from underground aquifers; they are a common solution for providing clean water in rural areas.
- Relevance: They offer a sustainable and low-cost water supply for communities without access to municipal services or where electric pumps are not feasible.
- Examples: A well drilled to reach clean groundwater, equipped with a hand pump at the surface for community use.
- Related Terms: Groundwater replenishment, Appropriate technology, Community water sources.
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Common Misconceptions: The term hand pump well may lead some to believe that this is an outdated technology, ignoring its adaptability and effectiveness in many regions.
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Governance in Charities* Definition: Governance in charities refers to the system by which non-profit organisations are directed and controlled, encompassing the mechanisms, processes, and relations used to balance the interests of various stakeholders.
- Relevance: Good governance is fundamental for charities to maintain legitimacy, adherence to their mission, and ensure the proper use of donations.
- Examples: Board of trustees overseeing operations, transparent reporting structures, and ethical decision-making guided by organizational values.
- Related Terms: Trustee responsibility, Ethical fundraising, Charity Commission requirements.
- Common Misconceptions: There is sometimes a misperception that governance is merely bureaucratic, not recognising that strong governance is central to a charity’s effectiveness and public confidence.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Hannah Bellamy Charity Water | |
The post Hydrating Humanity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Queer Resistance and Joy: A Global Conversation
Georgie Williams uncovers the vibrant tapestry of queer relationships and identities, challenging conventional labels and exploring the impacts of societal norms across cultures.
In this stirring installment of The Inclusion Bites Podcast, Joanne Lockwood is joined by Georgie Williams to share "Queer Stories Across Borders", an enlightening discussion on the tapestry of queer relationships and identities that transcend societal norms. Georgie opens up about how they and their partner eschew traditional labels within their relationship, fostering a dynamic where personal freedom reigns over adhering to gendered roles. They also touch upon the broader implications of gender boxes on personal identities, addressing the limitations these constructs place on our understanding of self and others. Joanne and Georgie conclude by reminding listeners that embracing all aspects of diversity is not only about kindness but a fundamental aspect of humanity, inviting the audience to engage further by subscribing to the podcast and continuing this crucial conversation about inclusion.
Georgie is an eloquent advocate for gender and sexuality diversity, with a diligent focus on research. Beginning their "SlashQueer" project in 2019, Georgie embarked on a journey to construct an oral histories archive, ensuring these personal narratives are documented with veracity and shared widely. Their fieldwork has taken them across multiple continents - exploring diverse cultural perceptions of gender and sexuality from the USA to South Africa. Through their work, Georgie has illuminated the breadth and complexity of human identity, providing resources that assist individuals in articulating their own stories. Their astute observations delve into the societal pressures that hinder the exploration of personal gender and sexuality, highlighting the need for representation and recognition within not just personal spheres, but also crucial services like healthcare.
The dialogue extends into a rich exploration of linguistic self-definition within the LGBTQ+ community, with Georgie expressing preference for the term 'queer' as it defies the confinement of stringent descriptions. They graciously share their insights on navigating pronoun usage, advocating for respect and effort in this sphere, while recounting personal transitions and their impacts upon relationships. Joanne and Georgie's discussion is enlivened with humour as they talk about nonbinary "superpowers", yet they don't shy away from the profound, addressing the policing of bodies and the intersectionality of trans issues with healthcare accessibility.
In conclusion, Joanne and Georgie's frank and heartfelt exchange challenges listeners to understand the importance of validating and affirming queer identities across borders. The episode underscores the value of such narratives in forging a world that is more accepting and inclusive for everyone.
The key takeaway from this episode lies in the profound notion that our humanity is inherently diverse, and that this diversity enriches our collective existence. For those looking to deepen their understanding of queer identities and embrace the spectrum of human experience, this episode of The Inclusion Bites Podcast is a compelling listen.
Published: 16.05.2024 Recorded: 22.02.2024 Duration: 0:52:58 Downloads: 7 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #110: Queer Stories Across Boarders — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips and HighlightsMaking Education Accessible: “I didn’t want people to have to pay to learn about these things in the way that I’d learned about many of these communities in a lecture hall with a lot of student loans to show for it.”
— Georgie Williams [00:03:07 → 00:03:17]
Exploring Gender and Sexuality Diversity: “you can’t be an expert in the human experience.”
— Georgie Williams [00:05:10 → 00:05:12]
Redefining Normalcy in Historical Context: “the exploration of human behaviour through these evolutionary lenses, has often caused harm and caused significant misunderstanding with regards to what is quote unquote normal with regards to human behaviour and socialisation.”
— Georgie Williams [00:07:44 → 00:07:59]
Gender Policing and Identity: “We are encouraged to regulate one another’s behaviour, because if we align with that, it creates this social currency. We are favoured by our peers, we are given advantages that other people aren’t, as long as we perform correctly within the box assigned to us.”
— Georgie Williams [00:10:59 → 00:11:07]
Gender Identity and Pronouns: “Yes, if you’ve noticed that my pronouns have changed from they she he to they them, I want you to know that it’s because I’ve revoked the other pronouns until you learn how to play nicely with them, that actually, at the end of the day, my identity is a very… nuanced, non prescriptive thing.”
— Georgie Williams [00:21:18 → 00:21:34]
Trans Healthcare Advocacy: “if people can’t tell that you’re trans, you’re less likely to get attacked on the street, like, you’re less likely to face employment discrimination, you’re less likely to be made to feel like a second class citizen.”
— Georgie Williams [00:28:23 → 00:28:38]
Inclusion and Cognitive Biases: “I mean, this is unconscious bias that we’re contending with is so many of us were taught from a young age that this is what a respectable, normal person looks like. And if they deviate in x, y or z ways, then there’s something innately wrong with them.”
— Georgie Williams [00:30:51 → 00:31:07]
Inclusive Conversations on Disability: “Your sense of self can absolutely change, but you’re still absolutely a human being.”
— Georgie Williams [00:32:26 → 00:32:30]
Trans Health Discrimination: “There was even an excerpt from a trans woman talking about how I believe she had been permitted treatment because the doctor said that as a heterosexual man, he felt an emotional response to her and therefore that must make her a woman, that it was down to terms of this doctor’s attraction to her, which is outrageous.”
— Georgie Williams [00:35:21 → 00:35:44]
Understanding Queer Identity Development: “I think that that is such a complex question, because for me, that’s like saying, at what point in your adulthood do you know that you want kids or that you’d be capable of having a child and raising them properly?”
— Georgie Williams [00:37:43 → 00:37:59]
Definition of Terms UsedGender Binary* Definition: The gender binary is a classification system that recognizes only two distinct and opposite genders, male and female, based on biological and physiological characteristics.
* Relevance: The gender binary is a central concept in discussions about gender diversity because it often excludes and invalidates non-binary, genderqueer, and gender-fluid identities that do not fit within these narrow categories.
* Examples: Gendered bathrooms, sports categorized strictly by male/female, and binary selections on legal documents.
* Related Terms: Non-binary, Genderqueer, Cisgender, Transgender
Common Misconceptions: A common misconception is that biological sex and gender binary are the same, but gender encompasses a broader spectrum of identities beyond biological characteristics.
Queer* Definition: Queer is an umbrella term for sexual and gender minorities who are not heterosexual or not cisgender. Originally a pejorative term, it has been reclaimed by some LGBTQ+ people to describe a unique personal identity that challenges traditional norms.
* Relevance: Queer is often used to express fluid identities and orientations, promoting a blur in the lines that define gender and sexuality hence playing a significant role in conversations about inclusivity and diversity.
* Examples: An individual who does not subscribe to conventional sexual orientations might identify as queer.
* Related Terms: LGBTQ+, Sexual Orientation, Gender Identity
Common Misconceptions: There’s sometimes a belief that “queer” is a negative or derogatory term; while it was historically used as a slur, many in the LGBTQ+ community have reclaimed it proudly.
Cognitive Bias* Definition: Cognitive bias refers to systematic patterns of deviation from norm or rationality in judgment, whereby inferences about other people and situations may be drawn in an illogical fashion.
* Relevance: Understanding cognitive bias is vital when discussing diversity and inclusion as it affects how individuals perceive those from different communities, including the LGBTQ+, and can lead to discrimination and unconscious bias.
* Examples: Assuming a person’s gender based on their appearance or perpetuating stereotypes about a certain group.
* Related Terms: Unconscious Bias, Stereotyping, Prejudice
Common Misconceptions: It’s often misunderstood that cognitive biases are easy to recognize and overcome; however, they are innate and deeply rooted in human psychology and typically require conscious effort and education to change.
Parasitic Symbiosis* Definition: Parasitic symbiosis is a non-scientific metaphor used by Georgie Williams to describe the relationship between strict gender binaries and the broader spectrum of gender identities, implying that the former leeches off the latter by enforcing conformity and limiting diverse expression.
* Relevance: By using this term, Georgie Williams critiques how rigid gender norms can suppress and deprive Non-binary identities of recognition and visibility.
* Examples: Society penalizing individuals who do not conform to traditional male or female dress codes, or the expectation that everyone must identify within these two categories.
* Related Terms: Gender Conformity, Non-binary, Gender Norms
Common Misconceptions: The metaphor may be incorrectly interpreted as implying a naturally occurring biological relationship rather than a complex social dynamic driven by cultural and societal pressures.
Trans Healthcare* Definition: Trans healthcare encompasses medical services, procedures, and support specifically catering to transgender individuals, including hormone replacement therapy, gender-affirming surgeries, and mental health services.
* Relevance: Trans healthcare is a crucial topic within conversations about inclusion as it directly impacts the well-being and quality of life for trans people; access to appropriate healthcare is a fundamental human right that is often denied or hindered for this group.
* Examples: A trans man seeking testosterone therapy or a trans woman undergoing laser hair removal as part of her transition.
* Related Terms: Gender Dysphoria, Transitioning, Hormone Replacement Therapy (HRT), Gender Affirmation Surgery
Common Misconceptions: A misunderstanding may be that trans healthcare is elective or cosmetic, but for many trans people, these treatments are essential for their mental health and for living a life aligned with their true gender identity.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Georgie Williams /Queer | |
The post Queer Stories Across Boarders appeared first on SEE Change Happen: The Inclusive Culture Experts.
Beyond Binaries: Unpacking Gender Diversity
Cynthia Fortlage explores the complex tapestry of gender equity, historical roles, and the societal journey towards understanding and embracing the full spectrum of gender diversity.
In this thought-provoking episode of The Inclusion Bites Podcast, Joanne joins hands with Cynthia Fortlage, exploring the fluidity of gender roles throughout history, the impact of binaries on society, and the active role inclusion must play within workplaces. Cynthia draws from extensive research and personal experiences to question historical interpretations that enforced gender disparities and examines the broader implications of the COVID-19 pandemic on the fight for gender equity. Jo and Cynthia address the setbacks, including pay disparities and representation, offering a deeper glance into the transformation necessary for true societal progress.
Cynthia Fortlage is not only an esteemed gender diversity speaker and consultant, but her journey encompasses a shift from a high-ranking technology executive to a champion of non-binary recognition and women's rights. Her work has influenced over 500 corporations in 30 countries. Cynthia brings a wealth of knowledge and insights into corporate cultures, leadership, and the embracing of diversity. She also speaks on the potential undervaluation of non-binary individuals within statistical measures and the absence of women in specific religious hierarchies, underpinning this with her personal narrative.
The episode shines a light on the historical maltreatment of gender diverse communities and draws connections between biological diversity, inclusivity, and evolving societal norms. Cynthia demonstrates the need for workplaces to adapt and value diversity, underlining the economic and psychological benefits of remote working and inclusive cultures. Jo and Cynthia discuss the role of men, particularly those in privileged positions, in advancing the discussion on sexism, racism, and homophobia.
Listeners are invited to engage with Cynthia directly through LinkedIn or her website to continue this vital conversation. As always, Joanne echoes her appreciation for the audience's support and encourages the growth of the community intended to evolve inclusion by subscribing to and sharing Inclusion Bites.
This episode serves as a rallying cry for re-examination of our core beliefs around gender and inclusivity. It challenges the very foundations of binary thinking, pushing for a world where individuals are not just recognised but celebrated for their unique identities. The key takeaway resonates with an urgency for action, urging organisations to become bastions of change and allies to continue advocating for a society that upholds dignity and equity for all gender expressions.
Published: 09.05.2024 Recorded: 20.02.2024 Duration: 0:58:17 Downloads: 11 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #109: Beyond Binaries — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Clips, Quotes and HookGender Roles Throughout History: “if we look at Cleopatra, who was a pharaoh in Egypt, yet pharaoh was an assumed male role. So how was this woman all of a sudden had this role as pharaoh?”
— Cynthis Fortlage [00:10:34 → 00:10:46]
Diversity within Humanity: “We are so diverse and the spectrum is so wide that at the end of the day, the fact is that biologically we are very diverse.”
— Cynthis Fortlage [00:12:28 → 00:12:39]
Perceptions of Left-Handedness: “And everybody uses the study of left handedness where at one point it was illegal and then it was considered, well, if you write or use or dominant with your left hand, then you are working with the devil, and that’s the devil’s hand.”
— Cynthis Fortlage [00:13:46 → 00:14:03]
Historical Omissions of Female Voices in Religious Texts: “many of the books that were created by women were not included. None of them were included in the final product that we see in use today”
— Cynthis Fortlage [00:20:11 → 00:20:20]
Perceptions of Intelligence Through History: “Well, if that’s true, then if we go all the way back to some of the prehistoric peoples and so forth, they had larger skulls and larger brains, but that did not make them necessarily smarter and so forth.”
— Cynthis Fortlage [00:25:30 → 00:25:47]
Diversity in Senior Leadership: “Based upon the current trend of how many leaders actually make it to that most senior level and are black, it’s going to take about 235 more years.”
— Cynthis Fortlage [00:29:38 → 00:29:49]
Fostering Inclusivity in the Workplace: “And so the reality is that what we have to do is get together to start overcoming all of these biases and perceptions that hold us back and the realisation that we have to start shifting it.”
— Cynthis Fortlage [00:36:50 → 00:37:08]
NHS Waiting Lists and Patient Care: “It was on the BBC News last night, I think it was, and they were talking about the NHS waitlists and how all the people that have been referred to specialists are no longer counted on those lists, yet they’re still actually waiting for cancer care, for heart treatment, for some very serious health conditions.”
— Cynthis Fortlage [00:46:00 → 00:46:19]
Corporate Privilege and Self-Actualization: “I quote, had made it, and I had the salary and the cars and the house and the holiday and the bank account and everything else.”
— Cynthis Fortlage [00:52:56 → 00:53:04]
Gender Identity and Social Challenges: “I have men who try and put their power over me to show that they are, quote, sexually superior or so forth and create advancements that I didn’t ask for in my personal space or that I’m trying to get from point a to b and they feel they get to interject because, well, it’s just convenient for them.”
— Cynthis Fortlage [00:54:39 → 00:55:05]
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Cynthia Fortlage CAF Services | |
The post Beyond Binaries appeared first on SEE Change Happen: The Inclusive Culture Experts.
Empathy in Action: a Journey from Resilience to Inspiratiom
Paris Bartholomew explores overcoming adversity in care, cultivating resilience, and inspiring a corporate culture shift towards genuine inclusion and diversity.
In this invigorating episode of The Inclusion Bites Podcast, Joanne Lockwood speaks with Paris Bartholomew about the journey from significant adversity to a source of inspiration for others. Paris shares the often unspoken challenges of discussing equality and inclusion in professional environments and underscores the importance of creating spaces where people can safely learn from their mistakes. Joanne expands on this by highlighting the role of shared experiences and the powerful, connecting threads of storytelling. Through a candid conversation, they examine the balance between resilience, acceptance, and the drive to inspire.
Paris's life is a tapestry woven with threads of hardship and triumph. Having navigated the uncertainties of the British care system from the tender age of six, Paris's story is one of building resilience amidst instability. Despite the lack of consistent love and protection, Paris emerged without casting blame on themselves for the past. Paris’s emotive narrative does not end there—they have parlayed their experiences into a commitment to education, eventually earning a teaching degree in social work at an impressively young age. Today, Paris continues to advocate through their work as a lecturer and trainer, with a strong focus on foster care and cultural identity support.
Throughout this episode, Paris opens up about their struggles with identity, the path to forgiving their mother, and how they forged a protective role for their siblings. They outline their career trajectory from foster carer to educator, touching on their positive impact with Samaritans during the lockdown. The dialogue also sheds light on the need for authentic diversity and inclusion practices within professional settings.
The episode concludes on a note of encouragement for embracing inclusive practices and understanding. Joanne voices her support for Paris's forthcoming book, proposing avenues of publishing, indicating how such personal narratives can vastly influence our community. Listeners are invited to reflect on the discourse and connect with the ongoing inclusion conversation.
A key takeaway from this episode is the understanding that our background and experiences shape, but do not define us. Paris's life speaks volumes about the power of resilience and the importance of inclusivity in creating a more understanding society. For those who face adversity, this episode is a remarkable example of how one can rise above challenges and become an inspirational figure for change. Listeners will find themselves moved and motivated by Paris's story, gaining new perspectives on the role of hardship in forging inspiring leaders and inclusive environments.
Published: 02.05.2024 Recorded: 13.02.2024 Duration: 0:52:03 Downloads: 10 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #108: From Resilience to Inspiration — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
About The Episode:
In this heartening dialogue, our guest shares her personal journey of overcoming adversity and how it shaped her outlook on equality, inclusion, and resilience. Drawing from a painful past within the care system and her path towards self-discovery and advocacy, she highlights the essence of embracing vulnerability and creating safe spaces for honest conversations. This episode is a vibrant tableau of lived experiences, challenges in corporate inclusion, and the undying human spirit to inspire and be inspired.
Today, we’ll cover:
- The complexities and apprehensions surrounding discussions of equality and inclusion in the workplace.
- Strategies for fostering a culture of openness and learning from errors to advance inclusive progress.
- The role of safe environments in facilitating growth from each other’s varied life experiences.
- Storytelling’s magnetic pull in building community connections and empathetic engagement.
- Enduring a tumultuous upbringing and channeling pain into educational pursuit and personal triumph.
- Valuing authentic diversity and the interplay between mental health and effective inclusion practices.
- Maintaining resilience through volunteering and self-care techniques amidst societal and professional hurdles.
Clips and HighlightsExperiences in the British Care System: “I spent the majority of my childhood within the British care system. I went into care at the age of six and after multiple placements, we’re talking twelve placements over a 13/14 year period.”
— Paris Bartholomew [00:02:10 → 00:02:27]
Childhood Resilience and the Care System: “I knew because of the conviction that it was very much something that was done to me that was wrong, something that was punishable and something that was extremely traumatic. But what’s interesting about trauma is that you don’t fully experience it until you learn what it is.”
— Paris Bartholomew [00:06:34 → 00:06:52]
Perceptions of Wealth in Childhood: “I got pocket money every week, some of my friends didn’t, some of my friends didn’t have money to sort of buy things that they wanted to buy.”
— Paris Bartholomew [00:07:50 → 00:07:59]
Separated Siblings in Foster Care: “I was lucky enough to always know where they were and I was a confident child regardless of what was going on around the age of sort of 12/13/14.”
— Paris Bartholomew [00:09:24 → 00:09:34]
Exploring Attitudes on Gay Marriage in the 80s: “It was just assumed in my mind that people respected and loved each other and that it was all about who you was and not about who you slept with.”
— Paris Bartholomew [00:21:13 → 00:21:23]
Empowerment Through Volunteering: “I did loads of work with different charities, lots of voluntary work, and that gave me the experience I needed to go on and become self employed as a trainer, developing my own training skills and providing training to professional teachers, youth workers, psychologists.”
— Paris Bartholomew [00:26:10 → 00:26:28]
Diversity in the Workforce: “Diversity and the inclusion are real buzzwords at the moment, but I think that companies are still ticking boxes to an extent, and I think that there is still a lot more work that needs to be done about sort of how we actually practically, really kind of take seriously the idea that we need to be moving towards a culture of inclusion.”
— Paris Bartholomew [00:30:38 → 00:32:12]
Corporate Inclusivity Challenges: “Sometimes there can be a sense that people sometimes want to just say what they think you want to hear, but maybe it’s my psychology degree. I don’t know if it’s my background or just a natural aptitude. I have the ability of allowing or getting people to open up and be quite open and honest and frank about their difficulties in this area, because I go in with a very non judgmental approach, and I say to companies, this is not about saying, you’re doing this wrong. This is not about pointing a finger and saying, white privilege this and white privilege that. It’s about acknowledging that, yes, people are privileged, but they don’t always ask for that privilege.”
— Paris Bartholomew [00:35:12 → 00:35:51]
Overcoming Fear of Failure: “We want you to make mistakes, because actually, that’s how you learn.”
— Paris Bartholomew [00:37:50 → 00:37:53]
Fostering Cultural Identity: “Foster care is understanding that children have cultural needs, children have identity needs, and it’s great that you’ve got a spare bedroom and you’ve got all this love to give, but you also need to be able to meet that child’s cultural and identity needs as well.”
— Paris Bartholomew [00:46:48 → 00:47:04]
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Paris Bartholomew Survive, Grow, Inspire | |
The post From Resilience to Inspiration appeared first on SEE Change Happen: The Inclusive Culture Experts.
Unleashing Individuality: Embracing the Unique in Management
Helen Joy unravels the complexities of middle management, spotlighting the significance of emotional intelligence, empathetic leadership, and nurturing a culture of active listening and genuine curiosity to encourage a thriving team environment.
In the fascinating Voices Unleashed episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Helen Joy to discuss the unique challenges surrounding management and the importance of fostering psychological safety within teams. Helen articulates the need for managers to tailor their approaches to bring out the best in individuals rather than treating everyone identically. They dive into the impact that corporate decisions and media portrayals have on the workforce and explore how these often stand in stark contrast to the positive interactions that occur on a day-to-day basis. Helen shares her journey towards finding balance in her enthusiastic approach, especially under pressure, while Joanne reflects on the power of self-awareness and the enlightening nature of constructive feedback.
Helen is a management development specialist recognised for her ability to connect and inspire transformative change in people. She has a proven track record in helping managers at all levels improve their listening skills and adapt their leadership styles to better manage teams, particularly in technical environments. Helen and Joanne discuss the often-overlooked role of middle managers, stressing the importance of providing them with the support and resources they need to create thriving teams, and they share insights on Daniel Pink's motivation model which involves autonomy, mastery, and purpose. With a wealth of experience in nurturing positive work cultures, Helen is well-versed in the art of leadership and the nuances of human behaviour in the workplace.
Throughout their conversation, Joanne and Helen examine how empathetic leadership, open communication, and a deep understanding of team dynamics can lead to more effective and humane management. They shed light on the pressures facing managers and the transformative power of listening without the urge to immediately offer solutions. The episode uncovers the surprising benefits of asynchronous communication and the potential pitfalls of technology-enabled micromanagement.
By the end of the discussion, listeners are left with a renewed perspective on leadership and an appreciation for the delicate balance between being a strategic visionary and an approachable, empathetic conduit for team development. Joanne reminds listeners to subscribe, share, and provide feedback to support the podcast's mission for a more inclusive society.
The key takeaway is the critical need for leaders to cultivate environments where psychological safety is paramount, in which employees are seen as unique individuals rather than just cogs in a machine. This episode will resonate with anyone interested in enhancing their leadership skills, understanding the complexities of human behaviour in the workplace, and striving towards creating a culture where every voice is heard and valued.
Published: 25.04.2024 Recorded: 09.02.2024 Duration: 0:54:23 Downloads: 15 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #107: Voices Unleashed
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Key Insights:1. Individual Recognition: Leaders often fall into the trap of treating everyone identically. However, Helen drives home the point that recognising individual strengths leads to greater engagement and productivity. This means tailoring your leadership approach to coax out each person’s unique skills. 2. Psychological Safety: The importance of creating a work environment where every employee feels equally respected and valued can’t be overstated. It’s about instilling confidence in your team to voice opinions without fear of judgement – a cultural cornerstone for innovation and inclusion. 3. Embracing Feedback: Joanne emphasises self-awareness and the ability to receive and process constructive feedback. Actively seek out how others view your leadership style and use that information to adapt and improve. 4. Effective Communication: The episode underscores the art of listening. By refraining from immediate problem-solving and instead fostering open dialogue, you can deepen trust and inspire more nuanced, effective solutions. 5. Empathetic Leadership: Being in touch with the emotions of your team and understanding the stress and pressures they face is vital. This emotional intelligence is central to creating a supportive work environment, which, in turn, enhances performance and well-being.
“Aha Moments”:* Middle managers, often accidental leaders, require dedicated support to transition effectively from individual contributors to motivators and team builders. * Empowerment trumps micromanagement: Trusting team members to find their own solutions fosters a sense of autonomy, mastery, and purpose. * The stark difference between polarising media portrayals and the positive day-to-day human interactions is an eye-opener, urging leaders to foster more authentic, humane workplace relations.
Actions for Change:* Personalise Your Approach: Move beyond one-size-fits-all management. Acknowledge your team’s diverse talents and motivate accordingly. * Cultivate Safety: Work consciously on creating and maintaining psychological safety within your teams. Remember, this is a journey, not a destination. * Deep Listening: Practice active listening, ensuring team members are fully heard before jumping in with solutions. * Be Vulnerable: Show vulnerability as a leader by opening up conversations on feedback for continuous self-improvement. * Invest in Middle Managers: Develop targeted training and support structures for middle management, recognizing their pivotal role in operational success and staff satisfaction.
Episode ClipsChallenges of Middle Management: “Well, in most organisations, there is this mid level of managers who so often have the hardest job in the business. They are filtering messages that come down from above. They don’t get to make the decisions. The decisions are made up there in those ivory towers of C suites, and they’re cascaded down through varying layers of management.”
— Helen Joy [00:02:16 → 00:02:39]
Investing in People Leadership: “Lots of technical organisations invest huge amounts of money in technical skills and abilities and inductions, but they completely forget that the biggest asset in their business is their people.”
— Helen Joy [00:06:39 → 00:06:49]
Leadership Challenges: “I don’t think that’s uncommon because again, like you say, the bit that’s difficult about managing people on a day to day basis is you are, to a degree, you’re carrying their problems in your head quite a lot.”
— Helen Joy [00:11:13 → 00:11:27]
The Challenge of Reading Wellbeing in Hybrid Work: “And I think for managers who had really good, strong relationships with their team, shifting to hybrid has been easier than people that didn’t. Because again, with people working at home, it’s easy to put a brave face on for 20 minutes while you’re on a call with your boss and then turn off and crumble in a way that you couldn’t do when you’re in the office.”
— Helen Joy [00:13:08 → 00:13:30]
The Future of Work and Motivation: “And I think know if you think about Daniel Pink’s model for motivation, where it’s autonomy, mastery and purpose.”
— Helen Joy [00:16:34 → 00:16:41]
Empathetic Leadership: “As a manager or a leader, the time that you invest in getting to know and understanding your people and having the awareness that go into those conversations without an agenda, just go in and sit down and get to know them as people, as individuals and not as their job title, but just sitting down and saying, right, I’m your new manager. Tell me about yourself, tell me about you, tell me about what you enjoy, tell me about what you don’t enjoy, tell me about what you want to do more of, tell me what your plans, what do you want?”
— Helen Joy [00:23:46 → 00:24:19]
Leadership and Fairness: “And how I treated people got great results from some people, didn’t get great results from others because they needed either more nurturing or more freedom, but because I’d been set this blinkered focus, it took me years to recognise that, oh, if I just give them that and give that.”
— Helen Joy [00:25:19 → 00:25:36]
Deescalation in Management: “But actually recognising how to deescalate things is such a powerful thing to do.”
— Helen Joy [00:35:47 → 00:35:54]
Career Realisations: “Probably six of them would have turned around and said, I absolutely never, ever want to go down that route in my life because I have not got the tolerance, the patience, the desire to be in that role.”
— Helen Joy [00:38:32 → 00:38:43]
The Art of Listening in Management: “When we talk about coaching and getting managers to ask questions and listen and to not think about generating the next question until that person stopped talking and allowing pauses.”
— Helen Joy [00:47:04 → 00:47:16]
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Helen Joy People Spark | |
The post Voices Unleashed appeared first on SEE Change Happen: The Inclusive Culture Experts.
Ordinary Bloke on an Extraordinary Quest for Inclusion
Stephen Whitton illuminates his journey of self-discovery and promoting inclusivity within the car industry by advocating for mental wealth and challenging the norms of traditional masculinity.
In this engaging episode of The Inclusion Bites Podcast, Joanne Lockwood is joined by Stephen Whitton to discuss microaggressions, the impact on young people within the car industry, and the resistance to diversity and inclusion initiatives. They explore the profound challenges of changing deep-rooted organisational cultures, particularly within male-dominated environments. Tackling topics such as toxic masculinity, discrimination by proxy, and the importance of being unashamedly oneself in the workplace, Joanne and Stephen shed light on the need for industries to evolve and embrace unique talents earnestly.
Stephen comes from a background in the motor trade industry and is a profound advocate for mental health and diversity. During his tenure at Vauxhall Finance and his own used car dealership, he honed his communication skills and an inclusive leadership style. His personal journey of coming out and facing financial and personal adversities led him to create the "MEN ABLE" movement and "Well-being Winners", aiming at transforming male-dominated industries by advocating for mental health, diversity, and inclusion. Stephen's unique approach involves spreading joy and challenging societal norms to inspire individuals to be authentic to their identity.
The conversation with Stephen in this episode reveals the resilience and resistance to change within organisational frameworks and discusses strategies to overcome them. Joanne and Stephen address the generational impact of these challenges, discussing the significance of positive role models and the longing for a cultural shift in workplace dynamics. In sharing his personal experiences of authenticity and transition, Stephen resonates with Joanne's understanding of 'joy' and the pursuit of happiness and sufficiency in life, a common theme throughout the discussion.
As the episode concludes, listeners are invited to explore the power of authenticity, the value of challenging norms, and the pursuit of mental wealth in professional environments. Both Joanne and Stephen highlight the crux of inclusion as not just a corporate checkbox but as a catalyst for real transformation, both at work and beyond.
The key takeaway from this insightful episode is the power of one's journey towards authenticity and the transformative impact that embracing diversity can have on professional environments. Listeners will be inspired by Stephen's mission to spread joy and facilitate societal change, underscoring the ties between personal fulfillment and inclusive cultures. This episode is a call to action for listeners to challenge traditional views, promote mental wealth, and foster environments where every individual can share joy and thrive.
Published: 18.04.2024 Recorded: 26.02.2024 Duration: 0:53:16 Downloads: 26 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #106: Ordinary Bloke, Extraordinary Mission
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube — youtube.com
Clips and InspirationsThe Power of Ordinariness: “Your real superpower is that you, you know, you’re an ordinary bloke. You’re as you look, sound, and act like a very typical, you know, guy on the street, you’re just ordinary.”
— Stephen Whitton [00:02:21 → 00:03:16]
Childhood Survival Tactics: “I think my main survival tactic as a child in what was a very vibrant, very opinionated, very working class family.”
— Stephen Whitton [00:06:04 → 00:06:56]
Automotive Industry Evolution: “Skoda well, that was back in the day where I had a terrible reputation.”
— Stephen Whitton [00:07:27 → 00:07:30]
Industry Pressure and Personal Struggles: “But working in that industry also meant that you were under pressure, stressed, anxious about where your next paycheck was coming from, how big it was gonna be, and all that stuff.”
— Stephen Whitton [00:11:01 → 00:11:11]
Diversity in the Automotive Industry: “if we want to achieve diversity and inclusion in the automotive industry, we have to address men’s mental health.”
— Stephen Whitton [00:18:39 → 00:18:46]
Championing Inclusivity in Masculine Work Environments: “I’ll flash my rainbow bracelet, and I’ll, you know, act up being a bit camp and throw a few gay innuendos in there and suddenly just say to them, look, I’m in the most masculine environment you could be in, but I really don’t give a shit. I don’t care. You know, you can throw whatever you want at me, but just do not throw that banter and that stuff at a 17 year old person, boy or girl, who’s come to work in your business to to to do an apprenticeship because they wanna, you know, work with cars.”
— Stephen Whitton [00:22:02 → 00:22:30]
Personal Resilience and Recovery: “I’ve got no more f’s to give when I’d completely run out of money and everything else. I ran out of those f’s to give.”
— Stephen Whitton [00:34:30 → 00:34:38]
Encouraging Authenticity in the Workplace: “And if that is what I have to do as an ordinary bloke to give other people permission to be themselves, And that gradually, one smile at a time, gets joy back into the industry and back into what we’re doing and gets them recruiting the right people, keeping the right people, then, you know, I’m probably not gonna achieve it in my lifetime, but it’s it’s certainly not a bad place to be on the journey compared to where I was.”
— Stephen Whitton [00:35:12 → 00:35:38]
The Nature of Joy: “I think joy is about, you know, doing well, doing what makes you happy. And it doesn’t matter even if your circumstances are such that, you know, financially, you have to be in a certain place or you have to be in a certain job. You know, you can still find ways of having joy or giving joy or participating in joy with other people.”
— Stephen Whitton [00:41:22 → 00:41:33]
The Joy of Simplicity: “I moved out of a very nice, large, detached house in a very nice area, you know, post the divorce, and moved into a a small rented flat, you know, that overlooks a car wash.”
— Stephen Whitton [00:45:25 → 00:45:37]
Definition of Terms UsedMicroaggressions* Definition: Microaggressions are subtle, often unintentional, expressions of bias or prejudice. These can take the form of comments, gestures, or behaviours that marginalise people based on their identity, such as race, gender, or sexual orientation. * Relevance: In the episode, Stephen Whitton discusses experiencing microaggressions within the car industry, highlighting their significant impact on individuals, often leading to feelings of invalidation and undermining a sense of belonging. * Examples: Asking an LGBT individual intrusive questions about their personal life, or suggesting someone is not a “typical” engineer due to their gender. * Related Terms: Implicit Bias, Stereotypes, Discrimination, Inclusivity * Common Misconceptions: Microaggressions are sometimes dismissed as harmless or overly sensitive reactions; however, they are genuine issues that contribute to a hostile and unwelcoming environment.
Traditional Masculinity* Definition: Traditional masculinity refers to the cultural norms and expectations associated with male behaviour that emphasize attributes such as strength, stoicism, dominance, and emotional restraint. * Relevance: Stephen talks about challenging these norms by expressing his own identity and advocating for a safe, inclusive environment that supports diverse expressions of masculinity, especially for LGBT individuals. * Examples: Men who openly express vulnerability or work in professions typically seen as “feminine” defy traditional masculinity expectations. * Related Terms: Gender Roles, Toxic Masculinity, Gender Identity, Feminism * Common Misconceptions: Common misconceptions include the belief that traditional masculinity is inherently natural or beneficial when it can often limit men’s emotional expression and contribute to inequality.
Accreditation Program* Definition: An accreditation program is a structured process through which an organisation evaluates and recognises a company or individual as meeting certain predetermined standards. * Relevance: ‘Well-being Winners’ is an accreditation program introduced by Stephen Whitton, aimed at recognising businesses in the car industry that uphold well-being and inclusivity. * Examples: Programs that certify companies as great places to work, or those awarded to businesses meeting specific environmental standards. * Related Terms: Certification, Quality Assurance, Endorsement, Standards Assessment * Common Misconceptions: There’s a misconception that accreditation only applies to educational or health institutions, but it’s relevant across all sectors, including the car industry.
Discrimination by Proxy* Definition: Discrimination by proxy happens when individuals or entities perform discriminatory actions on behalf of others, often due to systemic biases or to enforce prevailing prejudices within a workplace or social group. * Relevance: The podcast explores how individuals may be complicit in discrimination, often without direct intent, and the reluctance to embrace uniqueness and diversity in the workplace. * Examples: A hiring manager might overlook a qualified LGBT candidate, not out of personal bias, but due to perceived customer biases. * Related Terms: Vicarious Discrimination, Implicit Bias, Systemic Racism * Common Misconceptions: Discrimination by proxy is often mistaken for personal prejudice, but it can also result from societal or organisational pressures to conform to the majority’s biases.
Mental Wealth* Definition: Mental wealth is the holistic concept that encompasses mental health while also including elements of emotional, psychological, and social well-being. * Relevance: The episode highlights Stephen Whitton’s work with ‘MEN ABLE’, addressing not only mental health but the broader aspect of mental wealth in male-dominated industries, particularly in challenging toxic cultures. * Examples: Initiatives focused on improving workers’ life satisfaction, personal development, and work-life balance; rather than only addressing mental health disorders or stress. * Related Terms: Well-being, Mental Resilience, Emotional Intelligence * Common Misconceptions: A common misconception is that mental wealth is synonymous with mental health, but mental wealth is more comprehensive, including factors that contribute to overall life satisfaction and fulfillment.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Stephen Whitton Menable | |
The post Ordinary Bloke, Extraordinary Mission appeared first on SEE Change Happen: The Inclusive Culture Experts.
Voices for Change: Inclusive Speech and the Art of Listening
This episode explores the transformative power of listening, speaking authenticity, and the nuances of effective communication with Fiona's journey from drama teacher to voice coach, underscoring the significance of inclusion in every conversation.
In this episode of The Inclusion Bites Podcast entitled "Voice For Change", Joanne Lockwood and Fiona Brennan-Scott explore the transformative power of listening and the art of communication. Addressing the tendency of conversations to fixate on voicing opinions, they examine alternative methods such as "rubber ducking", where the mere act of speaking problems aloud offers a form of solution. Jo touches on the importance of understanding the 'why' behind beliefs, heavily influenced by Simon Sinek’s methodologies, and Fiona offers insight into the ways diversity and inclusivity shape her work as a voice and speech coach. They discuss the nuances of public speaking, including the strategic use of silence and the significance of crafting messages that resonate with diverse audiences.
Fiona, with a rich background as a speech and drama teacher, has pivoted to coaching individuals on voice and speech, placing a strong emphasis on creating inclusive spaces where everyone’s thoughts are valued. Her extensive experience is evidenced by her approach to client work, where she integrates inclusivity into the fabric of her method. Fiona's work, which includes assisting with wedding speeches to empowering STEM professionals to communicate effectively, showcases her commitment to elevating the voices of a broad clientele. Published author of 'Breathtaking Communication', her expertise spans fostering emotional connections with audiences and the critical role of empathy and cultural intelligence in dialogue.
Throughout their conversation, Jo and Fiona underscore the craft of delivering a single key message that brings value to an audience’s life. They reflect on the power of emotional intelligence and the subtle yet impactful art of pausing, allowing audiences to process and reflect. By highlighting the emotional weight behind communication techniques, they share how each speaker can empower themselves to be a voice for change.
This dynamic exchange culminates in a discussion of storytelling's economical influence, framing it as a medium that can drive powerful, emotional responses much like the impact of watching a play. Jo shares her personal anecdote of navigating high expectations while crafting a wedding speech, juxtaposing her professional expectations with the relatability of public speaking anxieties.
The episode wraps up spotlighting the notion that effective communication is an act of inclusion - understanding and respecting diverse perspectives while speaking from a place of authenticity. This conversation is a trove for anyone interested in refining their public speaking skills or anyone who seeks to understand the profound impact of giving thoughtful space to others' voices.
A key takeaway from this insightful dialogue is the integral role listening plays in meaningful communication and the transformative potential it holds in fostering diversity and inclusion. Listeners will emerge with a fresh perspective on voicing their identity and the confidence to encourage others to do the same, making this episode essential for individuals striving to make their environments more inclusive and empathetic.
Published: 11.04.2024 Recorded: 08.02.2024 Duration: 0:58:14 Downloads: 38 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #105: Voice for Change
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube — youtube.com
- Key Learning and Takeaway:
- The key learning from the “Voice For Change” episode is the vital importance of communication as a tool for inclusion, understanding, and empowerment. By focusing on the power of listening, asking purposeful questions, valuing silence, and storytelling, individuals can create an inclusive space that elevates diverse voices and fosters meaningful connections.
- Point #1: Listening Over SpeakingFiona Brennan-Scott highlighted the shift from fixing to listening, underlining how holding space for others to express themselves without interjections can lead to deeper understanding and empathy—a foundational aspect of inclusive communication.
- Point #2: The “Why” of ConversationThe episode discussed the importance of delving into the ‘why’ behind beliefs and ideas, referencing Simon Sinek’s ‘Start with Why’. This approach digs deeper into the reasoning and values that shape conversations, promoting sincerity and authenticity.
- Point #3: The Role of SilenceBoth Joanne and Fiona explored the impact of silence in communication, emphasizing its power in allowing the audience to reflect and consider. Embracing pauses and not rushing to fill the air can create a thinking environment conducive to insight and engagement.
- Point #4: Emotional Connection Through StorytellingStorytelling was framed as an essential component of effective communication. The discussion underlined how integrating personal narratives, cultural anecdotes, and metaphors can emotionally connect speakers with their audience, ensuring a memorable and impactful exchange.
- Sounds Bites and Clips
- The Power of Non-Verbal Communication: “It’s about so much more than the words, though, Joe, because a lot of how we communicate is about our body language, about making eye contact. It’s a dance between the audience and us, where only one party is speaking, but we can listen and watch and have that conversation with our audience through our engagement and picking up on their body language and their facial expression, but also having body language and facial expression of our own that we are perfectly capable of doing in a one to one.”
— Fiona Brennan-Scott [00:09:00 → 00:09:35]
The Power of Storytelling: “The problem is I’m Irish and Irish people love a good story.”
— Fiona Brennan-Scott [00:15:27 → 00:15:33]
Public Speaking Challenges: “And I think that is one of the problems with public speaking, which I’ve touched on already, is that people think, if I can talk, or even if you’re very talkative, you must be able to speak, but there’s quite a difference.”
— Fiona Brennan-Scott [00:21:11 → 00:21:26]
The Art of Public Speaking: “you need to allow 20 percent of your time to be empty in your practise, because when you get in front of a live audience and you’re doing that beautiful dance with them, your pace, your pause, the dynamic of how you speak changes and if you’ve been given a set amount of time and you haven’t allowed 20% for that, you’re going to run over.”
— Fiona Brennan-Scott [00:27:19 → 00:27:38]
The Art of Presentation and Audience Engagement: “And so you had the courage to be unselfish and to bring things to a close, and no one is going to criticise you for being too short. I’ve never heard it happen. And also the Q&A is a gift to the audience because you know that everything you say at that point is going to be specifically addressing an area of interest for some of the audience.”
— Fiona Brennan-Scott [00:29:48 → 00:30:12]
The Power of Listening: “And the strength of time to think is very much about presence and listening.”
— Fiona Brennan-Scott [00:31:08 → 00:31:14]
The Power of Introspection in Public Speaking: “Sometimes it’s almost like having a bubble bath with a message, where you get to sit and soak and enjoy and appreciate and make it your own.”
— Fiona Brennan-Scott [00:35:06 → 00:35:17]
Listening as a Catalyst for Insight: “listening not to understand, listening not to respond, but listening to ignite.”
— Fiona Brennan-Scott [00:43:49 → 00:43:55]
The Importance of Diversity in Leadership: “I thought, I’m not reaching the people that really need the help. And obviously the people coming to me do need the help and I’m giving it to them. But actually, where is the diversity?”
— Fiona Brennan-Scott [00:50:32 → 00:50:44]
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Fiona Brennan-Scott Bespoken | |
The post Voice for Change appeared first on SEE Change Happen: The Inclusive Culture Experts.
Transforming Mindsets: A Journey from Battlefield to Wellness
Join Joanne Lockwood and Jason Archdale on a remarkable journey from the battlefield to wellness, as they share their experiences, wisdom, and transformative insights.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood interviews Jason Archdale, a remarkable wellness coach and speaker, as they explore a profound journey from the battlefield to personal wellness.
Jason Archdale candidly shares his story, from joining the Army at 16 to facing dark times and poor mental health, including a suicide attempt. With an unwavering passion, he now shares his journey of recovery to wellness, aiming to make it okay to not be okay and to spread light in difficult times.
The conversation delves into the dichotomy of feeling safe and vulnerable in the military, the struggles of transitioning to civilian life, and the emotional impact of traumatic experiences. Both Jason and Joanne stress the significance of mindset, intuitive actions, and flowing with life's challenges to make positive changes.
A key takeaway from this episode is the importance of letting go, embracing mindset changes, and believing in a better future. Jason and Joanne's experiences and coping strategies resonate, offering insights into personal growth and empowerment. From the battlefield to wellness, this episode shares powerful and moving narratives, encouraging listeners to reflect and find ways to navigate their own challenges.
Published: 04.04.2024 Recorded: 01.01.1970 Duration: 0:56:46 Downloads: 26 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #104: From Battlefield to Wellness
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube — youtube.com
Three Key TopicsMoving Forward from Dark TimesOur conversation touched upon the need to open our minds for a mindset change and the importance of faith in moving forward in life. Jason Archdale shared insightful reflections on the process of letting go of negative baggage and how purging such things can be cathartic and empowering. We delved into the power of visualisation, destination planning, and retraining the mind to achieve personal growth and empowerment. A key takeaway was Jason’s emphasis on the significance of the words “I am” as a mantra for self-empowerment and shaping one’s reality.
Curiosity points:* How can individuals effectively let go of negative baggage and embrace a mindset change for personal growth and empowerment? * What role does faith play in shaping our mindset and guiding us forward in life, especially during challenging times?
Navigating Life Transitions and Personal HealingWe explored the concept of a “dark night of the soul” and the need to let go of people and situations that are toxic or don’t resonate with our energy. The significance of sharing experiences and coping strategies with others was highlighted. Joanne Lockwood shared her personal struggles with making life decisions after leaving the army and feeling trapped in a stagnant relationship for 17 years. Her journey towards healing included embracing meditation as a way to purge toxicity and negativity from her life, leading to personal growth and development.
Curiosity points:* What are effective strategies for letting go of toxic relationships and situations that hinder personal growth and healing? * How can sharing experiences and coping strategies with others contribute to personal healing and empowerment?
Military Life and Transitioning to Civilian LifeOur conversation delved into Jason’s experiences as a tank driver in the army, including his reflections on feeling safe and unfazed by the dangers of being in the Gulf during the theatre of war. We discussed the dichotomy of feeling safe and vulnerable in a tank, emphasising the potential dangers on the battlefield. Additionally, we explored the challenges of transitioning from military life to civilian life, particularly the difficulties in making personal decisions after being institutionalized and given limited choices in the military.
Curiosity points:* How do military veterans navigate the transition to civilian life and adapt to making their own choices after being institutionalised in the military? * What support systems and resources are essential for individuals transitioning from military service to civilian life?
Definition of Terms UsedDark Night of the Soul* Definition: The term “Dark Night of the Soul” refers to a metaphor for a deep and intense spiritual crisis. It is a period of emotional despair, inner turmoil, and existential confusion, often leading to feelings of spiritual desolation and a loss of meaning in life. * Relevance: The concept is relevant in understanding the profound and transformative nature of personal suffering and the potential for spiritual awakening that can arise from it. It acknowledges the challenging and painful aspects of inner growth and self-discovery. * Examples: Enduring a period of profound grief, facing significant moral or existential dilemmas, experiencing a crisis of faith, or navigating through intense emotional or psychological turmoil. * Related Terms: Spiritual Crisis, Existential Angst, Spiritual Awakening, Inner Transformation * Common Misconceptions: Some may mistakenly perceive the “Dark Night of the Soul” as a purely negative or pathological experience, but it is often seen as a crucial stage in the journey towards deeper self-awareness and spiritual liberation.
Visualization and Destination Planning* Definition: Visualization and destination planning involve the practice of creating mental imagery of specific outcomes or goals one desires to achieve. It includes intentionally visualizing a desired future state and planning the steps necessary to reach that destination. * Relevance: These concepts are relevant in harnessing the power of the mind to manifest personal aspirations and drive positive changes in one’s life. They encourage proactive goal setting and strategic planning towards realizing one’s dreams and ambitions. * Examples: Visualizing career success, financial abundance, improved relationships, personal wellness, or any specific achievement, and then mapping out the necessary actions and milestones to turn those visions into reality. * Related Terms: Mental Imagery, Goal Setting, Strategic Planning, Law of Attraction * Common Misconceptions: Some may misconstrue visualization and destination planning as wishful thinking or mere daydreaming, but they are backed by psychological and self-help literature as potent tools for shaping one’s reality.
Retraining the Mind* Definition: Retraining the mind refers to the process of consciously reshaping thought patterns, beliefs, and mental conditioning to cultivate more empowering, positive, and growth-oriented perspectives. It involves intentionally developing new neural pathways and mental habits. * Relevance: This concept is relevant in fostering personal development and overcoming limiting beliefs or negative self-talk. It emphasises the transformative potential of intentionally redirecting one’s thoughts and attitudes towards more constructive and beneficial pathways. * Examples: Practising gratitude, learning new skills, challenging self-imposed limitations, adopting a growth mindset, and engaging in cognitive behavioural therapy or mindfulness practices. * Related Terms: Cognitive Restructuring, Self-Improvement, Neuroplasticity, Mindfulness * Common Misconceptions: Some may mistakenly believe that one’s mindset is fixed or unchangeable, but retraining the mind underscores the capacity for ongoing personal growth and mental transformation.
I Am Mantra* Definition: The “I Am” mantra involves the conscious use of affirmative self-identification and declaration. It encompasses the practice of affirming positive, empowering, and self-affirming statements beginning with “I am” to shape one’s identity and reality. * Relevance: This concept is relevant in promoting self-empowerment, self-belief, and the cultivation of a positive self-concept. It encourages the intentional use of language and internal dialogue to reinforce one’s self-worth and aspirations. * Examples: Affirmations such as “I am strong,” “I am worthy,” “I am capable,” “I am loved,” or any positive statements that affirm personal qualities, potential, or desired outcomes. * Related Terms: Affirmation Practices, Positive Self-Talk, Self-Identity Formation, Self-Empowerment * Common Misconceptions: Some may mistakenly dismiss the “I Am” mantra as mere self-indulgent thinking, but its practical application is rooted in the psychology of self-affirmation and its impact on self-perception and behaviour.
Cathartic Purging* Definition: Cathartic purging involves the process of releasing or eliminating accumulated emotional, psychological, or spiritual burdens and traumas. It often entails an intentional and liberating discharge of negative emotions or toxic influences to achieve emotional cleansing and transformation. * Relevance: This concept is relevant in the context of emotional healing, personal growth, and resilience. It acknowledges the therapeutic value of confronting and releasing pent-up emotions and experiences to enhance mental and emotional well-being. * Examples: Engaging in expressive arts, journaling, therapy, forgiveness practices, or engaging in rituals of release and renewal to shed emotional baggage and start afresh. * Related Terms: Emotional Release, Healing Rituals, Inner Cleansing, Emotional Detoxification * Common Misconceptions: Some may misconstrue cathartic purging as wallowing in negativity, but it is an intentional and empowering process of emotional decluttering and renewal, essential for inner resilience and healing.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
| | Jason Archdale | |
The post From Battlefield to Wellness appeared first on SEE Change Happen: The Inclusive Culture Experts.
Bridging the Gap: Navigating Healthcare for Gender-Diverse Communities
Dr Helen Webberley illuminates the plight of accessing barrier-free healthcare for transgender individuals, underscoring the imperative for informed, inclusive support and the eradication of systemic biases.
In a groundbreaking episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Dr. Helen Webberley explore the pressing issue of eliminating barriers to healthcare for transgender, non-binary, and gender diverse individuals. Dr. Webberley deconstructs the biases, prejudices, and systematic hurdles within the healthcare system that contribute to a "postcode lottery" in healthcare experiences and the emotional stress on those seeking support. Joanne and Helen delve into the adverse effects of these barriers on mental wellbeing, cognitive function, and overall health. They emphasize the urgency of following WPATH guidelines, particularly for transgender youth, against the backdrop of NHS England's criticized recommendations. This illuminating conversation sheds light on the importance of advocacy despite the challenges faced, including threats and abuse. Jo's personal experience is juxtaposed with the struggles within the community, highlighting the potential of a receptive and dedicated GP in the journey of transitioning.
Dr. Helen Webberley is the founder of GenderGP, a service that advocates for gender inclusivity in healthcare. Passionate about providing accessible support to the trans community, she has tirelessly worked to break down the medical barriers that prevent individuals from receiving the care they need. With a wealth of experience and involvement in the transgender health sector, Dr. Webberley openly critiques the status quo, calling for better-educated GPs equipped to offer hormone treatments. Helen's advocacy extends beyond her practice as she navigates through the thick of prejudice and litigation to promote a more enlightened approach to trans care, emboldened by her medical expertise and the human right to proper healthcare.
This episode's key points resonate profoundly within the healthcare narrative, urging both professionals and society to dismantle the systemic discrimination faced by minority groups. Joanne and Helen reiterate the significance of standing resilient in the face of adversity, highlighting that every voice matters in the collective effort to amplify the rights and well-being of the trans community.
A critical takeaway from this episode is the call to arms for listeners to move beyond passive support to active engagement. By ending healthcare disparities and fostering inclusivity, we can aspire to achieve a healthcare system that respects and caters to the needs of all individuals, irrespective of their gender identity. Dr. Helen Webberley's expertise and Joanne Lockwood's personal journey underscore the importance of unity and action. This powerful dialogue serves as a catalyst for change, inviting us to contribute to a more inclusive society and a world that cherishes diversity.
Published: 28.03.2024 Recorded: 13.03.2024 Duration: 0:56:48 Downloads: 40 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #113: Healthcare without Barriers — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
- Clips and QuotesThe Anxiety of Seeking Vaccination: “You know, it’s such a brave thing to do. And then when you do it, there’s the the canceled appointments, see okay, I can’t do this. I’m gonna cancel and then I’m gonna rebook and then I’m gonna cancel. It’s such a journey to make that, to make that first appointment.”
— Dr Helen Webberley [00:06:18 → 00:06:30]
Transgender Healthcare Support: “We support doctors who don’t feel able to do this. We recommend that doctors refer to gender specialist gender identity clinics. We don’t think that our GPs should be asked to provide this specialist care.”
— Dr Helen Webberley [00:16:32 → 00:16:44]
Transgender Healthcare Litigation: “And when you look at the regret rate for transitioning, the regret rate is tiny.”
— Dr Helen Webberley [00:20:06 → 00:21:20]
Medical Education and Transgender Healthcare: “If you have a look at medical school curricula, postgraduate training, undergraduate training, later in life graduate training, where do you go and learn how to be a transgender doctor? There just aren’t any places, there’s no education.”
— Dr Helen Webberley [00:25:08 → 00:25:20]
Transgender Perception and Fear: “You know, there’s this fear of of the unknown. And it’s no different from people who used to be scared of colored people, you know, were they going to be dangerous in some way?”
— Dr Helen Webberley [00:29:17 → 00:29:26]
Transgender Voices in Society: “And if they do speak loudly, they get attacked with the nastiest, most vicious comments that people are allowed to to do and even to in court some people, you know, this debate about Joanne, trans whatever Joanne inclusion or trans awareness or being Joanne.”
— Dr Helen Webberley [00:29:58 → 00:30:17]
Conversations on Identity Labels: “I mean, I think, Jo, what we what we need to move to the next see, isn’t it? And then just like you don’t say, look at that black man walking down the road. We would not be allowed allowed to say that. What you say is, look at that man walking down the road. And if, you know, and we’ve all been there where, you know, you you you’re recounting a story that someone you met in town and you say they’re black and someone will challenge you and say, why did you say they’re black? Is it was it is it relevant that they’re black? And it’s like, well, no, that was just kind of, you you you know, we’ve all been there. We need to lose that. There’s a man on the street I met today, end of. And I think if we lose that trans woman trans man bit, there are you a woman or a man or doesn’t matter? Do you know what I mean? But I think by holding on to that, sometimes that label, sometimes we we I think we’re we’re still continuing that divide. Now I know that there are some trans people who are very very proud of that trans identity and they want to be that, in the same way that some black people are very proud of their heritage and they want to keep that.”
— Dr Helen Webberley [00:34:28 → 00:35:21]
Access to Gender-Affirming Care for Transgender Youth: “Puberty blockers and hormones should be given to transgender youth at the time that is right for them, which is when they’re ready for them, not when we’re ready for them, when they are ready for them.”
— Dr Helen Webberley [00:43:44 → 00:43:54]
Inclusion in Leadership: “But it’s those people that we’ve got to make sure that the people in high places are inclusive and that they understand the equality act and that they understand about gender identity and gender reassignment, and they understand that the debate is not allowed anymore.”
— Dr Helen Webberley [00:48:14 → 00:48:29]
The Struggle for Equality in Loud Voices: “Whereas people who are more equal and diverse and inclusive and better people in society, we’re more we don’t like to shout quite so loudly. And if we get shouted at, we go into a little shell sometimes and don’t allow our voices to be to be so loud.”
— Dr Helen Webberley [00:50:01 → 00:50:12]
Definition of Terms UsedGender-Affirming Hormones
+ Definition: Gender-affirming hormones are medications used to align an individual’s secondary sex characteristics with their gender identity. This can include estrogen therapy for transgender women and testosterone therapy for transgender men.
+ Relevance: They’re crucial in the transition process for many transgender and non-binary individuals, as these treatments can greatly improve mental well-being and quality of life.
+ Examples: Prescribing estrogen along with anti-androgens for a transgender woman or testosterone for a transgender man, as part of their medical transition.
+ Related Terms: Hormone Replacement Therapy (HRT), Transgender Healthcare, Endocrinology
Common Misconceptions: A common misconception is that gender-affirming hormones are dangerous or result in regret; however, the regret rates are minimal and the health benefits are significant for those who require them.Postcode Lottery
+ Definition: Postcode lottery is a term used in the UK to describe variations in service and quality of healthcare provision depending on the patient’s geographic location.
+ Relevance: It highlights healthcare inequality, especially in the context of transgender and non-binary individuals, whose access to gender-affirming care can greatly vary across different regions.
+ Examples: A transgender person may receive timely and supportive healthcare in one county, whereas another in a different postcode might face long waiting times and inadequate support.
+ Related Terms: Healthcare Inequity, Transgender Health Disparities, Regional Variability
Common Misconceptions: The term does not imply an actual lottery; rather, it’s a metaphor for the randomness of healthcare quality based on geography rather than a structured system.Informed Consent
+ Definition: Informed consent in healthcare involves educating the patient about the potential benefits, risks, and alternatives of a treatment, thus empowering them to make a well-informed decision about their care.
+ Relevance: It’s particularly significant in transgender healthcare, where patients must understand the implications of hormone treatments and surgeries as part of their transition.
+ Examples: A doctor explaining the effects, potential side effects, and societal impacts of starting hormone therapy to a trans patient before commencing treatment.
+ Related Terms: Patient Autonomy, Medical Ethics, Risk Disclosure
Common Misconceptions: There is a misconception that informed consent is simply a formality when in fact, it is a fundamental patient right and a critical aspect of ethical medical practice.Gender Identity Clinics (GIC)
+ Definition: Gender Identity Clinics specialize in providing health services and support for transgender, non-binary, and gender-diverse individuals, encompassing both medical and psychological aspects of gender-affirming care.
+ Relevance: GICs are often the main avenue for accessing specialized treatments such as hormone therapy and surgical interventions for individuals undergoing gender transition in the UK.
+ Examples: A trans person being referred to a GIC for assessment, followed by recommendations for hormone therapy or referrals to surgical services as part of their transition.
+ Related Terms: Transgender Healthcare, Gender Dysphoria Management, Multidisciplinary Care
Common Misconceptions: A misconception is that GICs are readily accessible when, in reality, there can be substantial waiting times due to the high demand for their specialized services.WPATH Guidelines
+ Definition: The World Professional Association for Transgender Health (WPATH) establishes guidelines that are considered the global standard for clinical care and support of transgender and gender non-conforming individuals.
+ Relevance: Following these guidelines helps ensure that transgender individuals receive safe, effective, and informed healthcare, including best practices for hormone therapy and surgeries.
+ Examples: Clinicians using WPATH standards as a basis for prescribing hormone blockers for a young trans person, aligning with the guidelines’ recommendations for supporting youth in transition.
+ Related Terms: Standards of Care, Transgender Health Protocol, Clinical Practice Guidelines
Common Misconceptions: There is a misconception that WPATH guidelines encourage quick transitions without thorough assessment, when they actually provide a careful and comprehensive framework for care.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Dr Helen Webberley GenderGP | |
The post Healthcare without Barriers appeared first on SEE Change Happen: The Inclusive Culture Experts.
Style Matters: Crafting Your Speaker Image for Inclusive Connection
Join Joanne Lockwood as she chats to style expert Kay Korsh about the impact of dressing for success, personal branding, and using clothing to enhance your public speaking presence on the Inclusion Bites Podcast.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood invites Kay Korsh to share her expertise on personal branding through clothing and style. Kay, a stylist and expert in helping individuals present themselves effectively, brings a wealth of experience from working with high-profile clients and her own company, "Mind over Fashion."
Kay Korsh's journey began in Ukraine during Perestroika, where her passion for style evolved despite limited access to fashion. After experiencing the Chernobyl disaster, she moved to the UK in 2005, leading her to explore the visual and cultural contrasts. Kay's personal experience and professional work shape her deep understanding of the impact of personal presentation.
The conversation between Joanne and Kay dives into practical tips for choosing outfits for speaking engagements, the importance of well-fitted clothing, and the significance of personal branding in public speaking. They also touch upon the impact of clothing colours, finding authentic styles, and the emotional aspect of deciding what to wear each day.
Listeners will gain insight into the significance of aligning clothing choices with personal branding, confidence, and audience connection. The episode underscores the relevance of creating a unique, authentic look for public speaking engagements to convey credibility and resonance with the audience.
A key takeaway from this episode is the vital role of personal style in public speaking, and the impact of effective clothing choices on audience connection and engagement. Listeners will gain practical guidance on presenting themselves with authenticity and impact, aligning their personal branding with their message. Whether speaking in professional or personal settings, this episode offers valuable insights into dressing the part for impactful communication.
Published: 21.03.2024 Recorded: 15.01.2024 Duration: 0:56:47 Downloads: 25 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #103: Dressing the Part — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube — youtube.com
Three Key TopicsProfessional Dressing and Presentation for SpeakersDuring my conversation with Kay Korsh, we delved into the significance of professional attire for speakers, particularly the emphasis on neatness and avoiding clothing mishaps that could distract from the speaker’s message. We explored practical tips for positioning microphone radio packs and discussed the impact of personal branding and style on audience connection and content absorption. What piqued my curiosity was the advice on finding a unique look that aligns with the speaker’s story and values, prioritising comfort and authenticity.
- We discussed the impact of appearance on judgement and the congruence of the message, using prominent figures from the tech industry as examples.
- Kay shared the importance of well-fitted clothing and the role of stretchy fabric in maintaining a polished appearance on stage, along with the significance of reinforced shapewear for a smooth line.
Curiosity points:* How can speakers ensure that their attire aligns with their personal brand and values while also maintaining professionalism? * What strategies can speakers utilise to balance comfort and authenticity with the expectations of professional attire when preparing for speaking engagements?
Personal Style and Wardrobe OrganisationOur conversation also focused on the importance of personal style and effective wardrobe organisation for speakers. We delved into the process of trying on different outfits, taking pictures, and organising them to spark creativity and understand the contents of one’s wardrobe. We explored the significance of creating different outfit combinations for various occasions, considering different scenarios and dynamics when planning outfits for events. I was intrigued by Kay’s recommendations for using lay-flat pictures of wardrobe items and the use of organisational tools for planning outfits.
- We discussed the importance of having different outfits as a stage speaker to avoid overexposure in photographs and social media posts.
- Kay shared the recommendation of taking lay-flat pictures of wardrobe items and using Canva to create different outfit combinations for various occasions.
Curiosity points:* How can individuals enhance their creativity and efficiency in planning outfits for different speaking engagements and public appearances? * What are some effective methods for organising and maximising the utility of one’s wardrobe for professional and personal settings?
Personal Transformation and Colour CoordinationThe conversation expanded to encompass personal transformation and the importance of colour coordination in personal style. Kay shared insights into the process of finding colours that suit an individual’s undertone and discussed her own experience of aligning her hair colour with her warm undertone. We explored the impact of personal style on confidence and the challenges of deciding what to wear based on how one feels each day. I found Kay’s recommendation for saving outfit pictures on one’s phone to spark memory and creativity when choosing outfits for different occasions particularly interesting.
- We discussed the impact of wearing colours that align with an individual’s undertone and the significance of having a trusted seamstress or tailor for ensuring well-fitted clothing items.
- Kay recommended using a full-length mirror to assess outfits and choosing items with more lycra for flexibility, along with the importance of stretchy fabric that holds shape.
Curiosity points:* What role does personal colour coordination play in enhancing an individual’s overall confidence and presence, particularly in public speaking and professional engagements? * How can individuals explore new style possibilities and effectively integrate colour coordination into their personal and professional wardrobes?
Key Concepts from “Dressing the Part” EpisodeNeatness in Men’s Clothing Definition: Neatness in men’s clothing refers to the importance of presenting a well-groomed and tidy appearance, especially in the context of professional speaking engagements. It involves paying attention to details like well-pressed clothing, properly fastened accessories, and overall cleanliness. * Relevance: Neatness in men’s clothing is crucial for creating a positive and professional impression, ensuring that the speaker’s message is not distracted by preventable wardrobe issues. It contributes to the overall credibility and confidence projected by the speaker. * Examples: Ensuring that shirts are properly ironed, ties are neatly knotted, and shoes are polished for a clean and polished look on stage. Avoiding distracting elements such as undone buttons, wrinkled fabric, or misaligned accessories. * Related Terms: Professional attire, Grooming standards, Personal presentation, Public speaking wardrobe * Common Misconceptions:* Some may underestimate the impact of neatness in men’s clothing, believing it to be less important compared to the content of the speech. However, a well-put-together appearance can significantly enhance the speaker’s overall impression and message delivery.
Microphone Radio Pack Positioning Definition: Microphone radio pack positioning involves strategically placing the microphone transmitter, often in the form of a compact pack or device, on the speaker’s clothing or accessories to ensure effective audio transmission during speaking engagements. * Relevance: Proper positioning of the microphone radio pack ensures clear and uninterrupted audio transmission, allowing the speaker to communicate effectively and engage the audience without technical disruptions. * Examples: Securing the mic pack to belt pockets, back of boots, or concealed within clothing to maintain a streamlined and professional appearance while ensuring functional performance. * Related Terms: Audio technology, Sound equipment, Wirelesss microphone systems, Public speaking accessories * Common Misconceptions:* There may be misconceptions about the visibility of microphone radio packs, with some assuming that concealment compromises audio quality. However, modern positioning techniques allow for seamless integration without sacrificing functionality.
Personal Branding for Speakers Definition: Personal branding for speakers involves the deliberate cultivation of a distinct and memorable identity, conveyed through the speaker’s appearance, presentation style, and overall messaging. It encompasses the strategic use of shapes, colours, and attire to convey a compelling and authentic personal narrative. * Relevance: Personal branding is essential for speakers to establish a unique and relatable identity, creating an enduring and resonant connection with their audience. It contributes to audience engagement and the effective transmission of the speaker’s message. * Examples: Selecting clothing shapes and colours that reflect the speaker’s story, values, or message, thereby creating a visually coherent and impactful personal brand. Consistently presenting a distinctive and authentic look that aligns with the speaker’s narrative and ethos. * Related Terms: Brand identity, Image management, Personal style, Audience engagement * Common Misconceptions:* It may be misunderstood as being solely focused on superficial appearance. However, personal branding for speakers serves as a powerful tool for audience connection and the effective absorption of the speaker’s content, going beyond mere aesthetics.
Undertone for Clothing Definition: Undertone for clothing refers to the underlying hues present in an individual’s skin tone, which play a crucial role in selecting colours that complement and enhance the wearer’s natural complexion. Understanding one’s undertone is essential for choosing clothing and makeup shades that harmonize with their skin. * Relevance: Identifying undertones helps individuals make informed decisions about clothing colours that enhance their overall appearance, making them look vibrant and well-coordinated. It contributes to creating a flattering and harmonious visual presentation. * Examples: Selecting clothing in shades that match the warm or cool undertones of the skin, creating a cohesive and flattering overall look. Choosing jewellery and accessories that complement the undertone to enhance the wearer’s natural radiance. * Related Terms: Colour analysis, Skin tone, Complexion-enhancing colours, Personal colour palette * Common Misconceptions:* Some may overlook the significance of undertone when selecting clothing colours, resulting in choices that may clash with their natural hues. Understanding one’s undertone leads to a more harmonious and appealing visual presentation.
Personal Wardrobe Organisation Definition: Personal wardrobe organization involves the systematic arrangement and curation of clothing and accessories, tailored to the individual’s lifestyle, preferences, and specific occasions. It encompasses the effective management of one’s wardrobe to facilitate seamless outfit selection and combinations. * Relevance: Organizing the wardrobe enables individuals to efficiently plan and assemble outfits for various activities, ensuring a well-prepared and versatile wardrobe. It contributes to promoting a polished and curated personal style, saving time and effort in selecting appropriate attire. * Examples: Categorizing clothing items based on colour, style, or function to facilitate easy pairing and selection. Utilizing wardrobe organization tools such as lay-flat photography and digital platforms to create visual outfit combinations for different events and engagements. * Related Terms: Wardrobe management, Capsule wardrobe, Styling coordination, Outfit planning * Common Misconceptions:* Some may perceive wardrobe organization as overly meticulous or time-consuming. However, efficient wardrobe management streamlines the process of selecting and coordinating outfits, enhancing personal style and presentation.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Kay Korsh | |
The post Dressing the Part appeared first on SEE Change Happen: The Inclusive Culture Experts.
Humanising Workplaces: Transforming Business Communication
Exploring the human essence of business, Joanne Lockwood and guest Ben Afia redefine workplace communication and customer engagement in a touching conversation on The Inclusion Bites Podcast.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a thought-provoking discussion with Ben Afia, a specialist in making business more human through language and communication. Ben shares his expertise in coaching and encouraging internal change within organisations to promote a more positive emotional state and connection. Joanne offers her insights on downsizing her business and realising the need for virtual assistants to fulfil her desires and motivations.
Ben Afia, a language and communication specialist, is dedicated to making business more human, focusing on customer service, marketing, and communication within organisations. With his expertise, he encourages listeners to visit his website, benafia.com, and invites engagement and connection on LinkedIn. Ben emphasises the importance of humanising business, considering diverse audiences and cultural differences, and delivering on promises with a warm, friendly tone in business communication.
Throughout the episode, Ben and Joanne delve into the power of storytelling, developing a consistent brand voice, and the challenges of translating spoken language into written communication while maintaining an authentic tone. They underscore the significance of empathising with the audience and delivering messages in a relatable, human way to foster genuine connections.
A key takeaway from this episode is the importance of humanising workplaces through authentic communication, empathy, and cultural awareness. Listeners will gain valuable insights into coaching, brand strategy, and customer experience, as well as practical guidance on creating meaningful connections and understanding diverse perspectives within organisations. Whether in leadership, marketing, or customer relations, this episode provides essential knowledge and strategies for humanising workplaces and fostering genuine, inclusive environments. Subscribe to the podcast and engage with Joanne for ongoing discussions on making the workplace better for everyone.
Published: 14.03.2024 Recorded: 10.01.2024 Duration: 0:57:00 Downloads: 26 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #102: Humanising Workplaces
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube — youtube.com
Three Key TopicsLanguage and Communication in Humanising BusinessBen Afia emphasized the significance of considering the audience’s preferences and improving communication in a more human way. We discussed the impact of dehumanising experiences on both employees and customers, and the potential for changing internal relationships to enhance customer interactions.
- We delved into the importance of delivering on promises and creating a warm, friendly tone in all aspects of business communication, breaking down the barriers between people to make them more receptive.
- Our conversation also revolved around the challenge of translating spoken language into written communication while maintaining a conversational and authentic tone in business writing. Ben shared his experience of transforming formal language into a more conversational tone, especially in conflict situations.
Curiosity points:* What are some effective strategies for organisations to create a consistent and approachable internal and external communication style? * How can businesses balance the need for formal communication with the human touch to resonate with employees and customers on a deeper level?
Inclusivity and Empowerment in Organisational CultureWe delved into the challenges and importance of creating inclusive work cultures and environments that cater to diverse needs and preferences. The conversation highlighted the need for more inclusive social events and cultural conversations that don’t revolve around alcohol, and the value of accommodating different lifestyle and cultural practices.
- We explored the significance of providing diverse dietary options, including vegan, vegetarian, gluten-free, and non-dairy choices, to ensure inclusivity for individuals with varying dietary requirements.
- Our discussion revolved around empowering and equipping employees to communicate with confidence, rather than scripting and repeating phrases, aiming to create a more accepting and inclusive environment.
Curiosity points:* How can organisations successfully incorporate inclusivity within work-related events, considering varying cultural practices and lifestyle choices? * What innovative approaches can be adopted to provide better and more creative dietary options for individuals with diverse dietary requirements?
Humanising Customer Service and Brand StrategyWe explored the concept of humanising business and the importance of relating to people as individuals in customer service, marketing, and communication within organisations. Ben shared an example of coaching Vodafone’s webchat teams in India to understand and empathise with UK customers’ communication style and cultural differences.
- Our dialogue extended to encompass Ben’s upcoming book, “The Human Business: How to Love Your Customers so They Love You Back”. The book focuses on employee experience, brand strategy, and customer experience, and how they are interconnected.
- Ben highlighted the significance of trust in organisations and the crucial role it plays in addressing issues of discrimination and ensuring fair treatment for all employees, providing a guide for organisations aiming to connect with their audience on a more human level.
Curiosity points:* How can organisations effectively develop a consistent brand voice and convey empathy and authenticity in their communications? * What strategies can businesses implement to understand and empathise with diverse customer demographics and cultural nuances in their communication and service delivery?
Key Terms and PhrasesCoaching Culture Definition: A coaching culture refers to an environment within an organization where coaching is embraced as a leadership style and method for personal and professional development. It involves regular coaching conversations, feedback, and learning opportunities for employees at all levels. * Relevance: Building a coaching culture can drive individual and team performance, improve communication, and foster a growth mindset. It encourages continuous learning and empowers employees to take ownership of their development. * Examples: Regular one-on-one coaching sessions, peer coaching, leadership coaching programs, and a focus on skill development through coaching conversations. * Related Terms: Leadership Development, Mentoring, Performance Management, Feedback Culture * Common Misconceptions:* Some may mistakenly believe that a coaching culture is only relevant for leadership, but it can benefit employees at all levels by promoting a supportive and developmental environment.
Storytelling in Business Definition: Storytelling in business involves using authentic and engaging narratives to communicate values, evoke emotions, and make information memorable. It focuses on conveying a message through a narrative structure, connecting with the audience on a human level. * Relevance: Storytelling in business can enhance communication, humanize brands, build emotional connections with customers and employees, and inspire action. It creates a shared understanding and resonates with people on an emotional level. * Examples: Sharing success stories, customer testimonials, brand origin stories, and using metaphors and anecdotes to illustrate key concepts. * Related Terms: Brand Storytelling, Narrative Marketing, Emotional Branding, Content Storytelling * Common Misconceptions:* Some may mistakenly believe that storytelling is limited to marketing, but it has applications across various business functions, including internal communication and leadership development.
Brand Voice Definition: Brand voice refers to the consistent and distinctive personality, tone, and style of communication used by a brand in all interactions with its audience, conveying its values and building recognition. * Relevance: Establishing a strong brand voice helps create brand identity, build trust, and differentiate a brand in the market. It enables the brand to engage with its audience authentically and maintain coherence across various communication channels. * Examples: Tone of communication, choice of language, humour, formality, and the distinctive way of expressing brand values and messages in written and spoken communication. * Related Terms: Brand Personality, Tone of Voice, Brand Identity, Communication Consistency * Common Misconceptions:* Some may mistakenly believe that brand voice is limited to marketing content, but it extends to every touchpoint where the brand interacts with its audience, including customer service and internal communication.
Appreciative Inquiry Definition: Appreciative inquiry is an organizational development and change management approach that focuses on identifying and amplifying an organization’s strengths and positive experiences. It aims to create a shared vision for the future based on constructive dialogue and storytelling. * Relevance: Utilising appreciative inquiry fosters a positive and collaborative work environment, encourages innovative thinking, and promotes a strengths-based mindset. It also supports inclusion by valuing diverse perspectives and uplifting the collective morale. * Examples: Conducting workshops to elicit success stories from employees, using appreciative inquiry to guide strategic planning, and incorporating positive storytelling into change management processes. * Related Terms: Strengths-Based Approach, Positive Psychology, Organisational Development, Change Management * Common Misconceptions:* Some may mistakenly believe that appreciative inquiry ignores challenges and obstacles, when in fact, it seeks to build on existing strengths to address and overcome limitations constructively.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Ben Afia benafia.com | |
The post Humanising Workplaces appeared first on SEE Change Happen: The Inclusive Culture Experts.
Beyond Labels: Dismantling Judgements
Join Joanne Lockwood and guest Vanessa Raath as they unpack the impact of labels and stereotypes, revealing the power of understanding and embracing individual differences in this thought-provoking discussion on The Inclusion Bites Podcast.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood welcomes Vanessa Raath to explore the theme of "Beyond Labels". Together, they engage in a candid conversation about the impact of labels and stereotypes on diverse aspects of life, from dietary choices and personal identities to societal prejudices and workplace diversity.
Vanessa Raath is a talent sourcing trainer with a unique perspective on the challenges of navigating labels and stereotypes in both professional and personal contexts. As someone diagnosed with ADHD and a business owner, Vanessa offers valuable insights into embracing individuality and challenging societal perceptions. Her experiences provide a thought-provoking lens through which to explore the complexities of human behaviour and labels.
Throughout the episode, Joanne and Vanessa delve into the nuanced implications of labelling, touching on topics such as the impact of alcohol bans during lockdown, the journey towards vegetarianism, and the complexities of ageing and self-perception. Their conversation also explores the significance of authentic communication, acknowledging differing perspectives, and the role of empathy in building inclusive environments.
As a listener you can expect to gain a deeper understanding of the multi-faceted impact of labels and stereotypes, while also discovering practical insights for creating more inclusive and empathetic interactions.
This episode challenges preconceptions and encourages individuals to reflect on their own perceptions and judgements, ultimately emphasising the importance of embracing diversity and individuality beyond labels.
Published: 07.03.2024 Recorded: 09.01.2024 Duration: 0:51:56 Downloads: 25 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #101: Beyond Labels — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Three Key TopicsImpact of Stereotyping in SocietyOur conversation delved into the detrimental impact of stereotyping on individuals and society at large, focusing on the consequences of preconceived notions. We discussed the challenges of combating stereotypes and the need to address judgmental attitudes towards various lifestyle choices, such as veganism and vegetarianism. Moreover, we examined the pervasive influence of mainstream media and entertainment in perpetuating discriminatory tropes and the subsequent implications on societal perceptions.
- We explored the complexities of changing entrenched labels and the efforts required to foster a more inclusive and understanding environment, particularly concerning lifestyle and dietary choices.
- The discussion also highlighted the societal implications of quick judgement and the importance of recognising and reframing disrespectful comments that stem from stereotyping and prejudice.
Curiosity points:* How can individuals and communities work together to challenge and reshape long-standing stereotypes and labels? * What are some effective strategies for countering the impact of media and entertainment in perpetuating discriminatory narratives and reinforcing stereotypes?
Adaptation and Pressing Challenges During the PandemicOur dialogue shifted towards the pressing challenges and adaptations necessitated by the global pandemic, shedding light on the impact of lockdown measures in South Africa. We discussed the implications of the alcohol and smoking bans, offering insight into their influence on domestic violence and the behaviour of individuals during the lockdown. Moreover, we delved into personal experiences and observed behavioural changes, such as an increase in yeast sales for homemade alcohol, highlighting adaptations during the challenging period.
- We explored the impact of the pandemic on mental health and wellbeing, particularly in the context of coping with mundane administrative tasks, and the significance of embracing personal strengths and challenges.
- The conversation also touched upon the societal implications of lifestyle changes and adaptations during the pandemic, providing valuable insights into the challenges faced by individuals, especially as solopreneurs.
Curiosity points:* How have individuals adapted to challenging situations during the pandemic, and what societal shifts have emerged as a result? * What measures can be taken to support individuals, especially solopreneurs, in coping with the mental and practical challenges that arise during uncertain times?
Embracing Diversity and Ageing GracefullyOur discussion also encompassed the themes of embracing diversity, evolving perceptions of ageing, and the importance of prioritising health and wellbeing. We explored the significance of recognising and accommodating diverse dietary preferences, emphasising inclusivity in social events and cultural conversations. Furthermore, we delved into the personal journeys of adapting to age-related changes and shared experiences of making conscious health decisions.
- We delved into the impact of dietary choices on individual wellbeing and the challenges of navigating societal stigmas associated with vegetarianism and veganism, offering insights into personal experiences and the importance of openness and understanding.
- Our conversation also revolved around the significance of embracing individuality and challenging societal norms as we grow older, reflecting on personal milestones and the journey towards self-acceptance.
Curiosity points:* What innovative approaches can be adopted to create more inclusive social environments that cater to diverse dietary preferences and lifestyle choices? * How can individuals and communities foster a more accepting and inclusive attitude towards ageing and diverse lifestyles?
Key Terms from Beyond Labels EpisodeVeganism Definition: Veganism is a lifestyle choice that abstains from animal products, including meat, dairy, eggs, and honey. It extends to ethically sourced personal care products, clothing, and avoiding products tested on animals. * Relevance: Veganism is relevant to discussions around social and ethical choices, dietary inclusivity, and addressing stereotypes and misconceptions about individuals following a vegan lifestyle. * Examples: Plant-based diets, cruelty-free and vegan-friendly products, advocacy for animal rights and environmental sustainability. * Related Terms: Vegetarianism, Plant-based diet, Animal rights, Cruelty-free, Ethical consumerism. * Common Misconceptions:* Some may incorrectly assume that a vegan diet lacks essential nutrients or that all vegans are judgmental towards non-vegans.
ADHD (Attention-Deficit/Hyperactivity Disorder) Definition: ADHD is a neurodevelopmental disorder characterized by inattention, hyperactivity, and impulsivity, which can impact daily functioning at school, work, and in relationships. * Relevance: ADHD is relevant to understanding diverse neurological profiles, workplace accommodations, and the impact of labelling on individuals’ perceptions and opportunities. * Examples: Difficulty staying focused, impulsivity, forgetfulness, and hyperactivity in children and adults. Treatment may involve medication, therapy, and behavioural interventions. * Related Terms: Neurodiversity, Executive dysfunction, Hyperfocus, Neurodevelopmental disorders, ADHD coaching. * Common Misconceptions:* Misconceptions include the belief that ADHD only affects children, that it reflects a lack of intelligence, or that it can be easily controlled without professional intervention.
Diversity and Inclusion (DEI) Definition: Diversity and Inclusion (DEI) refers to policies and practices that promote representation, equity, and belonging for individuals with diverse backgrounds, identities, and abilities. * Relevance: DEI is relevant to creating welcoming and accessible environments in workplaces and society, addressing unconscious biases, and fostering equitable opportunities for all. * Examples: Implementing inclusive hiring practices, accommodating diverse needs, celebrating cultural heritage, and addressing systemic barriers to inclusion. * Related Terms: Equity, Belonging, Accessibility, Unconscious bias, Inclusive leadership. * Common Misconceptions:* Some may mistakenly believe that DEI initiatives focus solely on compliance rather than genuine inclusion, or that they disadvantage certain groups.
Alcohol Ban Definition: An alcohol ban refers to the prohibition or restriction of the sale and consumption of alcoholic beverages, usually enforced by government regulations or public health measures. * Relevance: Alcohol bans may be relevant to public health discussions, behavioural shifts during crises, and the impact of societal attitudes towards alcohol consumption. * Examples: Bans during lockdowns, historical prohibition movements, regulations to address alcohol-related harm, and cultural attitudes towards alcohol use. * Related Terms: Prohibition, Temperance, Substance abuse, Public health measures. * Common Misconceptions:* Misconceptions may include the belief that alcohol bans are solely punitive measures, without considering public health benefits or social consequences.
Mortality and Aging Definition: Mortality and aging pertain to the physical and psychological changes, experiences, and considerations as individuals grow older and approach the end of life. * Relevance: Understanding mortality and aging is relevant to discussions around life choices, health priorities, and societal attitudes towards aging populations. * Examples: End-of-life decisions, healthcare planning, generational perspectives, and psychological well-being in later life stages. * Related Terms: Gerontology, Life expectancy, Palliative care, Ageism, End-of-life care. * Common Misconceptions:* Misconceptions may include assumptions about diminished quality of life or contribution to society as individuals age, or a lack of understanding of end-of-life considerations.
Racial Discrimination Definition: Racial discrimination is the unjust or prejudicial treatment of individuals or groups based on their race or ethnicity, leading to disparities in opportunity, access, and treatment. * Relevance: Racial discrimination is relevant to social justice, systemic inequalities, and the impact of bias and prejudice on individuals’ experiences and outcomes. * Examples: Hiring biases, racial profiling, disparities in education and healthcare, and microaggressions based on race. * Related Terms: Systemic racism, Implicit bias, Xenophobia, Race relations, Equal opportunity. * Common Misconceptions:* Misconceptions may include denial of systemic racism, belief in meritocracy without recognition of privilege, or minimising the impact of discrimination due to race.
Neurodiversity Definition: Neurodiversity is the concept that neurological differences, including ADHD, autism, dyslexia, and other variations, are natural and valuable forms of human diversity. * Relevance: Neurodiversity is relevant to understanding diverse cognitive profiles, advocating for inclusivity, and recognising the strengths and perspectives of neurodivergent individuals. * Examples: Variances in cognitive processing, unique learning styles, and accommodations for neurodivergent individuals in education and workplaces. * Related Terms: Cognitive diversity, Neurodevelopmental conditions, Inclusive education, Strengths-based approach. * Common Misconceptions:* Misconceptions may involve pathologising neurodiversity, discounting the capabilities and contributions of neurodivergent individuals, or lack of awareness about support and accommodations.
Gender-Based Violence Definition: Gender-based violence encompasses physical, sexual, or psychological harm inflicted on individuals based on their gender, often rooted in power imbalances and discrimination. * Relevance: Gender-based violence is relevant to discussions around human rights, gender equality, and the impact of discrimination and abuse on individuals and communities. * Examples: Intimate partner violence, sexual assault, harassment, and harmful cultural practices based on gender norms and roles. * Related Terms: Domestic violence, Misogyny, Patriarchy, Intersectionality, Consent. * Common Misconceptions:* Misconceptions may include victim-blaming, minimising the prevalence of gender-based violence, or ignoring the intersections of gender and other forms of discrimination.
Stereotyping Definition: Stereotyping involves forming assumptions or generalisations about individuals or groups based on characteristics such as race, gender, age, or cultural background. * Relevance: Stereotyping is relevant to understanding biases, discrimination, and the impact of preconceived notions on shaping interactions and societal attitudes. * Examples: Gender stereotypes, racial stereotypes, age-based assumptions, and cultural generalisations that influence perceptions and treatment of individuals. * Related Terms: Prejudice, Discrimination, Social categorisation, Implicit bias, Microaggressions. * Common Misconceptions:* Misconceptions may include the belief that stereotypes are harmless or based on truth, or the denial of their impact on individual experiences and opportunities.
Inclusive Leadership Definition: Inclusive leadership involves fostering an environment that values diverse perspectives, empowers all team members, and champions equity and belonging within organisations. * Relevance: Inclusive leadership is relevant to creating supportive and productive workplaces, addressing systemic barriers to career advancement, and promoting collaboration and innovation. * Examples: Embracing diverse voices in decision-making, addressing bias in recruitment and promotion, and cultivating a culture of respect and open dialogue. * Related Terms: Diversity management, Empowerment, Cultural competence, Collaborative leadership, Fair treatment. * Common Misconceptions:* Misconceptions may involve assuming that inclusive leadership compromises efficiency, or that it is solely the responsibility of certain leaders rather than a collective effort.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Vanessa Raath vanessaraath.com | |
The post Beyond Labels appeared first on SEE Change Happen: The Inclusive Culture Experts.
Power Reimagined: Unpacking Privilege
Join Joanne Lockwood and Jason Patent as they delve into the complex dynamics of power, privilege, and diversity, offering thought-provoking insights for creating a more inclusive world.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Jason Patent delve into the complexities of power, privilege, and diversity, offering valuable insights on creating a more inclusive world for all. Jason Patent, a Global Leadership and DEI consultant and coach, brings his expertise to the table as they explore the nuances of power dynamics and systemic inequities in relation to communication and understanding. His book, "Humanly Possible: A New Model of Leadership for a More Inclusive World," reflects his dedication to shaping a more equitable society through empathetic leadership and inclusive practices.
Jason Patent is a passionate advocate for making the world a better place for all. Born and raised in the United States, Jason has also spent a significant portion of his career living and working in China. He is deeply familiar with American culture and language, and believes that meaningful conversations about power are lacking in today's society. Jason believes that those who hold power often control the conversation, and that the fear of losing power prevents meaningful discussions from taking place. With his experiences and insights, Jason is committed to advocating for a more open and honest dialogue about power and its impact on society.
Throughout the episode, Joanne and Jason engage in thought-provoking discussions, addressing the challenges of navigating power dynamics in the workplace and wider society. They explore the impact of different communication styles, intergenerational interactions, and the influence of societal constructs on our perspectives. Drawing parallels to the film "The Matrix," they advocate for reimagining power and privilege to foster a more inclusive and equitable world. The conversation offers practical guidance on bridging cultural differences, recognising intersectional identities, and fostering empathy in leadership, compelling listeners to reconsider their approach to power and inclusion.
A key takeaway from this episode is the emphasis on recognising the diverse perspectives of power, privilege, and inclusivity to create a more equitable society. Listeners will gain valuable insights into understanding and bridging communication gaps, acknowledging systemic inequities, and fostering empathetic leadership. Whether in professional environments or everyday interactions, this episode provides actionable insights for promoting inclusion and understanding diverse perspectives in the pursuit of a more equitable world. Join Joanne and Jason in this compelling conversation on shaping a more inclusive future for everyone.
Published: 29.02.2024 Recorded: 08.01.2024 Duration: 0:56:03 Downloads: 33 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #10: Power Reimagined — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
- Amazon Book Link
- Humanly Possible: A New Model of Leadership for a More Inclusive World — amzn.eu
Three Key TopicsUnderstanding Power Dynamics and Communication StylesOur conversation kicked off with an in-depth exploration of power dynamics and communication styles in the workplace. We dived into how individuals’ different communication styles, such as high-context and low-context, can lead to misunderstandings and inefficiencies.
- We discussed Jason’s experience in navigating communication difficulties with a high-context communicator, Anita, highlighting the challenges and eventual breakthrough in understanding each other’s perspectives.
- The conversation delved into the implications of intergenerational communication and the need for adaptability in bridging the gap between different communication styles.
Curiosity points:* What are effective strategies for individuals and organisations to bridge communication gaps and leverage diverse communication styles for improved collaboration? * How can awareness and appreciation of various communication styles lead to more inclusive and efficient work environments?
Redefining Power for Inclusion and EquityWe then navigated towards the redefinition of power and its impact on creating inclusive environments and equitable societies. Our exchange provided insights into the challenges of acknowledging privilege, systemic inequities, and the influence of power dynamics across different identity categories.
- The conversation delved into practical solutions for bridging cultural differences and fostering inclusive collaboration, drawing from experiences in intercultural communication and adapting behaviours in diverse settings.
- We explored the potential of individuals to influence and make meaningful impacts within their spheres of influence, despite the slow pace of large-scale societal change towards equity.
Curiosity points:* What are effective strategies for recognising and addressing power dynamics in the pursuit of equity and inclusion? * How can individuals in positions of power adapt to create more inclusive environments and embrace diverse perspectives?
The Influence of Societal Constructs and Multiple PerspectivesThe dialogue further expanded to encompass the influence of societal constructs on our perceptions and understanding of power, privilege, and equity. We explored the concept of stepping outside societal constructs, akin to the metaphorical “red pill” moment in ‘The Matrix’, to see the world from different vantage points.
- Our discussion highlighted the significance of recognising multiple truths and perspectives as a crucial skill for understanding and navigating diverse societal dynamics.
- We delved into the importance of emotional intelligence, self-awareness, and the ability to bridge cultural differences in creating inclusive work cultures and social environments.
Curiosity points:* How can individuals challenge and step outside societal constructs to embrace multiple perspectives in the pursuit of inclusion and equity? * What role does emotional intelligence play in fostering inclusive work cultures and understanding diverse societal dynamics?
Key Terms and Phrases from “Power Reimagined”High-Context Communicator vs. Low-Context Communicator Definition: High-context communicators rely heavily on contextual elements such as body language, tone, and shared experiences to convey meaning, while low-context communicators place emphasis on explicit verbal communication and detailed explanations to convey their message. * Relevance: Understanding these communication styles is vital in navigating cross-cultural and intergenerational communication, as it affects the effectiveness of message delivery and reception. * Examples: High-context: relying on implicit understanding in Asian cultures; Low-context: explicitly stating details in Western communication. * Related Terms: Cross-cultural communication, Intercultural communication, Verbal and nonverbal communication * Common Misconceptions:* Some may mistakenly assume that one communication style is superior to the other, when in reality, they are simply different approaches to communication.
Intersectional Identities Definition: Intersectional identities refer to the interconnected nature of social categorizations such as race, class, gender, and sexuality, creating overlapping and interdependent systems of discrimination or disadvantage. * Relevance: Recognising intersectional identities is essential for understanding the complexity of individuals’ experiences and ensuring an inclusive approach to diversity and inclusion efforts. * Examples: A black woman may face discriminations that are different from those experienced by a white woman or a black man due to the overlapping identities of race and gender. * Related Terms: Diversity, Inclusion, Discrimination, Social Categorizations * Common Misconceptions:* Some may mistakenly believe that focusing solely on individual aspects of identity is sufficient for addressing diversity and inclusion, when in fact, understanding intersectional identities is crucial for truly inclusive practices.
Emotional Intelligence Definition: Emotional intelligence refers to the ability to recognise, understand, and manage one’s own emotions effectively, as well as the capability to perceive and influence others’ emotions in a positive manner. * Relevance: Emotional intelligence is important for building strong relationships, effective leadership, and navigating diverse interpersonal dynamics in the workplace and beyond. * Examples: Demonstrating empathy towards a colleague’s challenges, managing personal stress to avoid outbursts, and effectively resolving conflicts through understanding emotions. * Related Terms: Self-awareness, Empathy, Social Skills, Emotional Regulation * Common Misconceptions:* Some may mistakenly view emotional intelligence as synonymous with being overly emotional or lacking rationality, rather than recognising it as a valuable skill for personal and professional success.
Social Constructs Definition: Social constructs are collective beliefs and perceptions created by society that shape individuals’ understanding of the world, influencing norms, values, and perceptions of reality. * Relevance: Understanding social constructs is crucial for recognising how systems and structures are socially created, as well as the impact on societal attitudes and biases. * Examples: Gender roles, race, and social class are examples of social constructs that shape expectations and opportunities for individuals within society. * Related Terms: Cultural norms, Stereotypes, Identity Formation * Common Misconceptions:* Some may mistakenly believe that social constructs are fixed and unchangeable, when in reality, they are dynamic and can be challenged and reshaped through social and cultural evolution.
Holding Multiple Truths Definition: Holding multiple truths involves acknowledging and accepting that different perspectives and realities can coexist and be valid without negating one another. * Relevance: This concept encourages openness to diverse viewpoints, fostering empathy, understanding, and constructive dialogue in navigating complex societal issues. * Examples: Recognising that varying cultural perspectives on family structure can all be valid and meaningful within their respective contexts. * Related Terms: Cognitive flexibility, Perspective-taking, Pluralism * Common Misconceptions:* Some may mistakenly believe that holding multiple truths equates to moral relativism or dismissing the importance of objective truth, rather than understanding it as a means of embracing diverse experiences and narratives.
Capitalist System Definition: The capitalist system is an economic model based on private ownership of the means of production, with the pursuit of profit as the primary driver, and where the distribution of goods and services is determined by market forces. * Relevance: Understanding the capitalist system is fundamental for recognising power dynamics, resource allocation, and the impact of economic structures on societal equity and inclusion efforts. * Examples: Free-market enterprise, wage labour, and consumption-driven economies are key elements of the capitalist system. * Related Terms: Economic inequality, Wealth distribution, Neoliberalism * Common Misconceptions:* Some may mistakenly view the capitalist system as inherently beneficial for all individuals and dismiss its potential disparities and societal implications.
Scarcity Mindset Definition: The scarcity mindset refers to a belief that resources and opportunities are limited, leading to a fear of not having enough and driving competitive and hoarding behaviours. * Relevance: Recognising the scarcity mindset is important in understanding how it influences decision-making, collaboration, and equity efforts, both at an individual and societal level. * Examples: Hoarding of wealth and resources, cut-throat competition in the workplace, and reluctance to share knowledge and opportunities due to fear of scarcity. * Related Terms: Abundance mindset, Zero-sum game, Generosity * Common Misconceptions:* Some may mistakenly view the scarcity mindset as a necessary motivator for success, ignoring its potential negative impacts on collaboration and collective well-being.
Privilege Definition: Privilege refers to unearned advantages and opportunities granted to individuals based on their social group membership, such as race, gender, or socio-economic status. * Relevance: Understanding privilege is essential for recognising systemic disparities, fostering empathy, and dismantling barriers to equality and inclusion for marginalised groups. * Examples: White privilege, male privilege, and heterosexual privilege are examples of advantages experienced by individuals based on social identity. * Related Terms: Systemic discrimination, Oppression, Intersectionality * Common Misconceptions:* Some may mistakenly believe that acknowledging privilege diminishes personal achievements, rather than understanding it as a recognition of systemic advantages that impact societal opportunities and outcomes.
Donald Trump’s Election and Trumpism Definition: Donald Trump’s election refers to his victory in the 2016 US presidential election, and Trumpism encompasses the political ideology and style associated with his leadership, characterised by populist, nationalist, and controversial rhetoric and policies. * Relevance: The impact of Donald Trump’s election and Trumpism highlights reactionary and divisive forces, psychological motivations, and power dynamics within society and politics. * Examples: Immigration policies, inflammatory rhetoric, and polarising political agendas associated with Trumpism. * Related Terms: Populism, Nationalism, Political rhetoric * Common Misconceptions:* Some may mistakenly simplify Trumpism as solely a political movement, overlooking the broader societal implications and shifts in power dynamics it represents.
Humanly Possible: A New Model of Leadership for a More Inclusive World Definition: “Humanly Possible” is a book authored by Jason Patent, presenting a model for leadership that prioritises empathy, inclusion, and collaboration to build a more equitable and diverse global society. * Relevance: The book provides insights and practical strategies for reimagining leadership and power dynamics to create positive impact and foster inclusive organisational cultures. * Examples: Strategies for empathetic leadership, fostering diversity, and promoting collaboration to drive positive change in the workplace and beyond. * Related Terms: Inclusive leadership, Empathetic management, Organisational change * Common Misconceptions:* Some may mistakenly view the concept of “empathetic leadership” as incompatible with traditional notions of authority and effectiveness, rather than recognising its potential for driving meaningful change and innovation.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Jason Patent | |
The post Power Reimagined appeared first on SEE Change Happen: The Inclusive Culture Experts.
Connecting Through Comedy: Harnessing Humour for Inclusive Discourse
Exploring the power of humour as a vital tool for inclusive communication, Joanne Lockwood and guest Beth Sherman deliver an engaging conversation on incorporating authenticity, preparation, and context into public speaking and comedy.
Join Joanne Lockwood in this episode of The Inclusion Bites Podcast as she explores the power of humour in fostering human connection. Joanne is joined by the multi-Emmy award-winning comedy writer, Beth Sherman, for a lively discussion on the role of laughter in public speaking and professional communication.
Beth Sherman is a seasoned comedy writer with a knack for infusing humour into speeches, presentations, and stand-up routines. Having triumphed in navigating the male-dominated comedy industry, Beth has become a leading figure in empowering individuals to incorporate genuine, relatable humour into their public speaking engagements. Her expertise lies in tapping into the universal language of laughter to create meaningful connections and inspire confidence.
During the episode, Joanne and Beth delve into the intricacies of using humour in public speaking, emphasising the need for authenticity and preparation when incorporating laughter into speeches. They explore the challenges of navigating potentially controversial subjects and share personal anecdotes of using humour to connect with audiences. Beth offers valuable insights into using humour strategically to relax the audience, reengage listeners, and leave a lasting impression.
A key takeaway from this episode is the importance of using humour as a powerful tool for building connections and fostering inclusivity in professional communication. Listeners will gain practical tips and strategies for incorporating genuine, relatable humour into their public speaking engagements, ultimately creating a more inclusive and engaging environment. Whether grappling with public speaking fears or seeking to add a touch of levity to professional presentations, this episode offers invaluable guidance and inspiration for leveraging the power of humour.
Published: 22.02.2024 Recorded: 23.01.2024 Duration: 0:56:34 Downloads: 41 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #99: Laughter as a Lens
- Other Links
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube
Three Key TopicsThe Power of Humour in Public SpeakingDuring my conversation with Beth Sherman, we delved into the transformative power of humour in public speaking. Beth shared insights from her experience as a multi-Emmy award-winning comedy writer and speaker, highlighting how humour can be effectively incorporated into speeches to connect with audiences. We discussed the challenges individuals face in adding humour to their presentations and the strategies to overcome the fear of public speaking whilst embracing a comedic self.
- We explored how acknowledging nervousness and using humour to connect with the audience can help speakers overcome their fear of public speaking, creating engaging and memorable presentations.
- Beth shared real-life examples of using truth and vulnerability as forms of humour in her stand-up comedy, emphasizing the impact of understanding the audience and acknowledging the context in which the humour is delivered.
Curiosity points:* How can individuals effectively incorporate humour into their presentations to foster a genuine connection with their audience? * What are the strategies to overcome the fear of public speaking and embrace one’s comedic self, ensuring authentic and engaging speech delivery?
Gaining Inclusive Perspectives Through HumourOur conversation also touched on the role of humour in gaining inclusive perspectives and fostering genuine connections in social settings. We delved into the differences in humour styles between men and women, as well as the importance of understanding and appreciating diverse cultural and generational humour references for inclusive communication.
- We discussed how humour can be used as a tool for workplace balance and leadership, promoting inclusivity and understanding in diverse professional settings.
- Beth shared advice on the significance of providing context and explanation for cultural references in humour, particularly in international settings, to ensure inclusivity and avoid misunderstandings.
Curiosity points:* In what ways can humour be effectively utilised as a tool for promoting inclusivity and understanding in workplace dynamics and leadership? * How can individuals navigate cultural and generational differences in humour to ensure inclusive communication and foster genuine connections in social environments?
Authenticity and Connection through HumourAs Beth Sherman and I explored the impact of humour, we delved into the vital significance of authenticity and connection through humour. Our dialogue highlighted the importance of delivering speeches with authenticity and natural humour, aiming to create genuine laughter and lasting connections with the audience. We also discussed the strategic use of humour in speeches, including the significance of callbacks to leave a lasting impression and the differences between the main delivery of a speech and the Q&A section.
- We explored the concept of authenticity in comedy, touching upon the best laughs originating from spontaneous or authentic moments, rather than rehearsed jokes.
- Beth shared insights on the strategic use of humour in speeches, suggesting its timing at the beginning, middle, and end to relax, reengage, and leave a lasting impression on the audience.
Curiosity points:* How can speakers effectively infuse authenticity into their delivery, creating lasting connections and genuine laughter through humour? * What are the key differences in the strategic use of humour between different sections of speeches, and how can speakers master this art for engaging presentations?
Definition of Terms UsedHumour as a Tool for Inclusion* Definition: Humour as a tool for inclusion refers to using humor as a means to foster a sense of belonging, connection, and understanding among diverse individuals. It involves leveraging humor to bridge gaps and promote an inclusive environment. * Relevance: Humour as a tool for inclusion is relevant in creating a comfortable, light-hearted atmosphere that encourages open communication and interaction, breaking down barriers between different groups and individuals. It can help alleviate tension and build empathy, contributing to a more inclusive culture. * Examples: Using light-hearted anecdotes during company meetings to ease tensions, incorporating culturally sensitive humor to break down stereotypes, and using comedic elements in speeches to engage diverse audiences. * Related Terms: Comedy in Diversity Training, Inclusive Humor, Diversity and Inclusion through Comedy, Laughter as a Unifier * Common Misconceptions: Some may mistakenly believe that humor in inclusion efforts is frivolous or insensitive. However, when used thoughtfully, humor can be a powerful tool for breaking barriers and fostering connections.
Gender-Based Humour* Definition: Gender-based humour refers to using comedic elements that specifically focus on gender-related experiences, stereotypes, and differences. It involves using humour to explore and navigate the complexities of gender dynamics and interactions. * Relevance: Gender-based humour is relevant in examining societal norms, challenging stereotypes, and highlighting the differences in lived experiences between genders. It can serve as a platform to start meaningful conversations about gender equality and understanding. * Examples: Jokes or anecdotes that playfully address stereotypes about men and women, stand-up comedy routines that explore gender roles, and humorous observations about gender-related differences in everyday situations. * Related Terms: Women in Comedy, Masculine vs. Feminine Humour, Gendered Comedy, Gender Stereotype Humour * Common Misconceptions: Some may wrongly assume that gender-based humour reinforces harmful stereotypes or fosters division between genders. However, when used tastefully and with awareness, it can serve as a platform for enlightening discussions and a deeper understanding of gender issues.
Vulnerability in Comedy* Definition: Vulnerability in comedy refers to the practice of using one’s personal insecurities, experiences, and emotions as comedic material. It involves sharing intimate and raw aspects of oneself in a humorous manner, often to evoke empathy and understanding. * Relevance: Vulnerability in comedy is relevant in creating authentic connections with the audience, breaking down social barriers, and humanizing the comedic experience. It can make the comedian more relatable and foster a sense of shared humanity. * Examples: Comedians using personal struggles as the subject of their stand-up routines, incorporating self-deprecating humour to connect with the audience, and sharing embarrassing but amusing anecdotes with vulnerability. * Related Terms: Emotional Authenticity in Comedy, Personal Narrative Comedy, Humanizing Humour, Making Comedy Personal * Common Misconceptions: Some may mistakenly believe that vulnerability in comedy exposes the comedian to ridicule or diminishes their credibility as a performer. However, when executed skillfully, vulnerability can enhance the impact of comedy, creating deeper connections and resonating with the audience on a profound level.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Beth Sherman | |
The post Laughter as a Lens appeared first on SEE Change Happen: The Inclusive Culture Experts.
Striving for Fairness: Navigating Inequities in Business
Join Joanne Lockwood and her guest Pamela Permalloo Bass in a thought-provoking conversation about fairness, equity, and the challenges of striving for inclusivity in businesses and organisations, with references to Rutger Bregman's influential works
Welcome to another thought-provoking episode of The Inclusion Bites Podcast with your host, Joanne Lockwood, where we delve into the issues of fairness, equity, and inclusion with the insightful Pamela Permalloo Bass.
Pamela has spent the majority of her working career in the field of diversity and inclusion, especially the NHS. For over 20 years, she has been dedicated to promoting fairness and equality in both her professional and personal life. In a time when the language of diversity, equity, and inclusion was not commonly used, Pamela has been a pioneer in the D&I space. She is passionate about creating a more inclusive and diverse world and is delighted to see more people and professionals joining her in this important work.
In this episode, Jo and Pamela explore various dimensions of fairness in the workplace, from challenges faced by business owners and employees to the intricate layers of systemic inequity within the NHS. They touch upon the impact of remote work, the evolving landscape of job roles, and the importance of recognising and addressing the disparities faced by different demographics. With candid discussions about the societal and cultural implications of language and biases, they provide a unique lens on the complexities of striving for fairness in today's world.
Key points include the significance of trust in organisations to address issues of discrimination and ensure fair treatment for all employees, the need for societal inclusivity in work cultures, and the impact of wealth distribution on creating a fair and equitable society. The conversation also touches upon Rutger Bregman's influential work on universal basic income and the concept of striving for fairness and equality in society.
The episode concludes with an exploration of the importance of inclusivity in social events, ranging from considerations around alcohol consumption to catering to diverse dietary preferences and needs. The discussion provides valuable insights and reflections on creating environments that truly embrace diversity and inclusion.
The key takeaway from this compelling conversation is the importance of understanding and respecting individual needs, perspectives, and experiences in the pursuit of fairness and equity in workplaces and society as a whole. Join Jo and Pamela on this thought-provoking journey to gain a deeper understanding of the challenges and opportunities in striving for fairness.
Make sure to tune in to this episode of The Inclusion Bites Podcast and be part of the conversation around building a more inclusive and equitable world.
Published: 15.02.2024 Recorded: 03.01.2024 Duration: 0:59:34 Downloads: 28 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #98: Striving for Fairness — app.castmagic.io
- Other Links
- SEE Change Happen: The Inclusive Culture Experts
- Inclusion Bites Podcast on YouTube
Three Key TopicsFairness in Business and OrganisationsOur conversation started with the pressing issues of fairness and equity in various business sectors, with a particular focus on the NHS. Our discussion delved into the complexities of striving for fairness and the challenges faced in creating inclusive and equitable work cultures.
- We addressed the impact of empty buildings on unemployment for cleaning staff, door staff, and security, shedding light on the ripple effects of closures in the wake of the pandemic.
- Our conversation also touched upon the significance of trust in organisations and the crucial role it plays in addressing issues of discrimination and ensuring fair treatment for all employees.
Curiosity points:* How can organisations effectively balance fairness and meritocracy in their practices? * What systemic issues contribute to unfairness and inequity in recruitment, retention, and promotion data within the NHS and other organisations?
Societal Impact and InequityOur dialogue expanded to encompass societal inequity and the ramifications of political language around refugees, reflecting on the broader impact on public services and funding. We examined the psychological impact of dehumanizing language and biases, particularly in the context of Brexit and its effect on different demographic groups.
- We explored the need to uncover the true story of inequities and address systemic challenges in the equality, diversity, and inclusion (EDI) sector, touching upon the significance of amplifying certain demographics without pulling others back.
- The conversation also highlighted the societal impact of remote work on infrastructure and unemployment, prompting consideration of the wider implications of this evolving work landscape.
Curiosity points:* What are some strategies that organisations can adopt to address inconsistencies in their commitment to equity and inclusion? * How do transportation barriers and public transport costs influence workforce diversity and retention?
Inclusive Work Cultures and Social EnvironmentsWe also delved into the importance of creating inclusive work cultures and social environments that cater to diverse needs and preferences. Our discussion revolved around the challenges of integrating inclusivity in work-related and social events, considering factors such as dietary preferences and non-alcoholic social activities.
- We explored the need for more inclusive social events and cultural conversations that don’t revolve around alcohol, acknowledging the value of accommodating different lifestyle and cultural practices.
- Our conversation also touched upon the importance of providing diverse dietary options, including vegan, vegetarian, gluten-free, and non-dairy choices, to ensure inclusivity for individuals with varying dietary requirements.
Curiosity points:* How can organizations successfully incorporate inclusivity within work-related events, taking into account varying cultural practices and lifestyle choices? * What innovative approaches can be adopted to provide better and more creative dietary options for individuals with diverse dietary requirements?
Definition of Terms UsedFairness in the Workplace Definition: Fairness in the workplace refers to the implementation of practices and policies that treat all employees equitably, without discrimination, bias, or favouritism, and provide equal access to opportunities and resources. * Relevance: Ensuring fairness in the workplace contributes to employee satisfaction, motivation, and retention, as well as fostering a positive organisational culture. It also aligns with diversity and inclusion efforts, promoting a sense of belonging for all employees. * Examples: Fair selection and promotion processes, equal pay for equal work, inclusive and accessible facilities and resources, and recognition of individual strengths and contributions. * Related Terms: Equal Opportunity, Diversity and Inclusion, Anti-Discrimination, Equity, Justice * Common Misconceptions:* Some may assume that fairness means treating everyone exactly the same, but it actually involves considering individual circumstances and providing tailored support where necessary.
Health Inequity Definition: Health inequity refers to disparities and injustices in access to healthcare, treatment, career progression, and representation within the National Health Service (NHS) based on factors such as race, gender, socioeconomic status, and disability. * Relevance: Addressing health inequity is crucial for ensuring that all individuals, both employees and patients, receive fair and equal treatment and opportunities within the healthcare system. It is also integral to creating a diverse and culturally competent healthcare workforce. * Examples: Underrepresentation of certain demographics in leadership positions, variations in health outcomes based on demographic factors, and unequal access to career development opportunities within the NHS. * Related Terms: Healthcare Disparities, Health Inequality, Medical Bias, Cultural Competency, Healthcare Equity * Common Misconceptions:* Some may wrongly assume that everyone has equal access to healthcare within the NHS, overlooking the impact of systemic biases and structural barriers on different groups.
Systemic Challenges Definition: Systemic challenges refer to enduring and pervasive issues within social, economic, and organisational systems that create and perpetuate inequalities, biases, and barriers to fair treatment and opportunities for certain groups. * Relevance: Identifying and addressing systemic challenges is essential for achieving meaningful and lasting change in promoting fairness, inclusion, and equality, as they are deeply rooted in institutional structures and practices. * Examples: Racial disparities in employment and advancement, gender wage gaps, and institutionalised discrimination based on certain characteristics such as age, disability, or sexual orientation. * Related Terms: Structural Inequality, Institutional Bias, Systemic Racism, Organisational Barriers, Persistent Inequities * Common Misconceptions:* It is a misconception to believe that systemic challenges can be resolved solely through individual efforts, as they require deliberate and coordinated systemic changes across various levels of society and organisations.
Diversity and Inclusion Definition: Diversity and inclusion (D&I) refers to creating environments where individuals from diverse backgrounds are respected, valued, and provided with equal opportunities to contribute and succeed, regardless of their differences. * Relevance: D&I initiatives are essential for fostering creativity, innovation, and resilience within organisations, as well as cultivating a sense of belonging and engagement among employees. They also contribute to a broader societal goal of promoting equality and social justice. * Examples: Embracing diverse perspectives, inclusive hiring and promotion practices, employee resource groups, and cultural competency training. * Related Terms: Equality, Equity, Belonging, Affirmative Action, Cultural Diversity * Common Misconceptions:* One common misconception is that diversity alone guarantees inclusion, overlooking the need for intentional efforts to create inclusive cultures and address systemic barriers to full participation.
Metaverse and AI Definition: The metaverse refers to a collective virtual shared space, created by the convergence of physical and virtual reality, including augmented reality (AR) and virtual reality (VR). AI stands for artificial intelligence, encompassing technologies that can perform cognitive tasks, learn from data, and make autonomous decisions. * Relevance: The metaverse and AI have the potential to transform the ways we work, connect, and collaborate, offering new opportunities for remote engagement, immersive experiences, and enhanced productivity. However, they also raise ethical and societal considerations related to privacy, data security, and accessibility. * Examples: Virtual meetings and events, AI-powered chatbots and automation, virtual workspaces and environments, and immersive training simulations. * Related Terms: Virtual Reality (VR), Augmented Reality (AR), Machine Learning, Data Privacy, Ethical AI * Common Misconceptions:* Some may mistakenly believe that AI and the metaverse will replace human interaction and traditional workspaces entirely, downplaying the need for human connection, empathy, and physical presence in certain contexts.
Cultural Competency Definition: Cultural competency refers to the ability to interact effectively with people from different cultures, understanding and respecting their beliefs, values, and communication styles, and considering the influence of cultural factors on behaviour and perspectives. * Relevance: Cultivating cultural competency is crucial for creating inclusive and respectful environments, especially in diverse workplaces and healthcare settings, to ensure effective communication, collaboration, and care delivery across diverse populations. * Examples: Language interpretation services, cultural humility training, understanding cultural norms around family dynamics and healthcare decision-making, and adapting practices to accommodate diverse cultural preferences. * Related Terms: Cross-Cultural Communication, Intercultural Sensitivity, Diversity Training, Multiculturalism * Common Misconceptions:* There is a misconception that cultural competency is solely about awareness of cultural differences, overlooking the need for ongoing learning, self-reflection, and commitment to challenging biases and assumptions.
Corporate Social Responsibility (CSR) Definition: Corporate social responsibility (CSR) refers to a company’s initiatives and policies to assess and take responsibility for its impact on environmental and social wellbeing, beyond financial obligations, by integrating sustainable and ethical practices into its operations. * Relevance: CSR is significant for businesses to demonstrate their commitment to ethical conduct, environmental stewardship, and social contributions, enhancing their reputation, employee engagement, and long-term sustainability. * Examples: Environmental sustainability measures, community engagement and philanthropy, ethical supply chain management, and transparent reporting on social impact initiatives. * Related Terms: Environmental, Social, and Governance (ESG) Criteria, Triple Bottom Line, Corporate Citizenship, Social Impact * Common Misconceptions:* A common misconception is that CSR activities are primarily for public relations and marketing purposes, rather than integrated into the core values and operations of a company for genuine impact.
Psychological Impact of Biases Definition: The psychological impact of biases refers to the emotional, cognitive, and behavioural effects of experiencing or internalising biases, stereotypes, and discrimination, which can lead to reduced self-esteem, psychological distress, and sense of belonging. * Relevance: Understanding the psychological impact of biases is crucial for building awareness of how discriminatory attitudes and behaviours can harm individuals’ mental and emotional well-being, affecting their performance, relationships, and overall quality of life. * Examples: Internalised stigma, imposter syndrome, stereotype threat, and microaggressions contributing to feelings of marginalisation and alienation. * Related Terms: Mental Health Stigma, Implicit Bias, Identity Threat, Social Exclusion, Discrimination Trauma * Common Misconceptions:* It is a misconception to believe that individuals can easily overcome the psychological impact of biases through personal resilience, disregarding the need for addressing systemic biases and creating inclusive environments.
Remote Work Impact Definition: Remote work impact refers to the effects, both positive and negative, resulting from the shift towards working from locations outside traditional office settings, influenced by technological advancements and changing work practices. * Relevance: Understanding the remote work impact is essential for organisations and policymakers to address challenges related to work-life balance, productivity, employee well-being, and equity, while leveraging the benefits of flexibility and reduced commuting demands. * Examples: Work-life integration, social isolation, virtual team dynamics, reduced commuting expenses, and implications for urban planning and infrastructure. * Related Terms: Hybrid Work, Digital Nomadism, Telecommuting, Remote Team Management, Workforce Transformation * Common Misconceptions:* Some may incorrectly assume that remote work universally leads to increased productivity and work satisfaction, overlooking the varied impact on different individuals and the need for deliberate management strategies.
Alcohol-Free Social Events Definition: Alcohol-free social events are social gatherings and networking activities that do not involve the serving or consumption of alcoholic beverages, designed to provide inclusive and enjoyable experiences for participants of diverse preferences and backgrounds. * Relevance: Creating alcohol-free social events is important for accommodating individuals who abstain from alcohol for personal, religious, health, or cultural reasons, ensuring that everyone feels welcome and engaged in social interactions without feeling excluded or pressured to drink. * Examples: Games nights, outdoor excursions, creative workshops, and wellness activities as alternatives to traditional after-work drinks or cocktail events. * Related Terms: Inclusive Networking, Sobriety-Friendly Gatherings, Non-Alcoholic Socialising, Substance-Free Events * Common Misconceptions:* A common misconception is that alcohol-free social events are less enjoyable or engaging, overlooking the variety of creative alternatives and the benefits of diversity in social experiences.
Please connect with our hosts and guests, why not make contact..?
Brought to you by your host
| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Pamela Permalloo Bass | |
The post Striving for Fairness appeared first on SEE Change Happen: The Inclusive Culture Experts.
Empowering Female Entrepreneurs
Joanne Lockwood and Elsa Caleb explore the resilience and entrepreneurial spirit of women, discussing the impact of setbacks on personal and business growth.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood engages in a thought-provoking conversation with Elsa Caleb, a business strategist known for her work with female entrepreneurs. The discussion delves into the theme of turning setbacks into comebacks, exploring the impact of recent global events on business and personal growth. Elsa shares her insights on helping women navigate the world of business, offering valuable advice and encouragement.
Elsa is a speaker and consultant who has been helping individuals and businesses navigate the challenges of Brexit, Covid, and the current cost of living crisis. With a keen understanding of the setbacks and difficulties faced by her clients, Elsa encourages them to think about their future and take action towards their goals. She has a unique ability to guide people through these tough times and help them move forward with confidence and determination. Elsa's expertise and experience make her a valuable resource for anyone looking to overcome the obstacles of today's world.
The conversation evolves around the challenges faced by women, particularly during the Covid-19 pandemic, and the need to adapt and pivot careers. From embracing transferable skills to identifying passion and pursuing new career paths, Joanne and Elsa delve into the impactful stories of individuals who have successfully transitioned to new ventures. They stress the importance of financial planning, business acumen, and the collaborative support provided by female networks in achieving entrepreneurial success.
Elsa's experiences, from her background in the arts to her role as a business strategist, provide a wealth of knowledge that listeners can relate to and learn from. Sharing personal anecdotes and insights, Elsa and Joanne touch upon the essential aspects of financial and business management, the importance of supportive networks, and the impact of family dynamics on entrepreneurship.
This episode offers a captivating blend of real-world experiences, expert advice, and empowering narratives designed to inspire and educate listeners. Whether you're a seasoned entrepreneur, a budding business owner, or someone contemplating a career pivot, Joanne and Elsa's dialogue presents valuable takeaways and practical wisdom. The episode leaves a lasting impression on the significance of resilience, adaptability, and a supportive entrepreneurial community, making it a must-listen for anyone seeking inspiration and guidance in the world of business.
Tune in to this engaging episode of The Inclusion Bites Podcast as Joanne Lockwood and Elsa Caleb explore the triumphs and challenges of entrepreneurship, providing invaluable insights into turning setbacks into comebacks and building a thriving business in today's evolving landscape.
Published: 08.02.2024 Recorded: 29.12.2023 Duration: 0:57:27 Downloads: 33 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #97: Turning Setbacks Into Comebacks — app.castmagic.io
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- SEE Change Happen: The Inclusive Culture Experts
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Definition of Terms UsedEthical Business Practices* Definition: Ethical business practices refer to conducting business in a manner that considers the impact on people, the environment, and the broader community. It involves making decisions based on moral principles and balancing profit with social responsibility.
* Relevance: Ethical business practices help alleviate guilt about making money by ensuring that profits are earned through fair and honest means. It also contributes to building a positive public image and fostering trust with customers and stakeholders.
* Examples: Using sustainable and eco-friendly materials, fair treatment of employees, transparent financial practices, and giving back to the community through philanthropy.
* Related Terms: Corporate Social Responsibility (CSR), Sustainability, Fair Trade, Ethical Leadership
Common Misconceptions: Some may mistakenly believe that ethical business practices hinder profitability, but in reality, they can lead to long-term success and customer loyalty.
Financial Planning* Definition: Financial planning involves setting specific goals, evaluating current resources, and creating a strategy to achieve financial security and future stability. It includes managing income, expenses, investments, and assets. * Relevance: Financial planning is crucial for self-employed individuals as it enables them to navigate the uncertainties of entrepreneurship, manage cash flow, and prepare for setbacks. It also ensures the long-term sustainability of the business. * Examples: Budgeting, saving for emergencies, investing in growth opportunities, managing debt, and retirement planning. * Related Terms: Cash Flow Management, Investment Strategy, Retirement Planning, Wealth Management * Common Misconceptions: Some may mistakenly view financial planning as only necessary for individuals with high incomes, but in reality, it’s essential for everyone, especially for those who are self-employed or running a business.
Career Pivots* Definition: Career pivots involve making significant changes in one’s career path, often transitioning into a different industry or role. It typically involves leveraging transferable skills, retraining, and adapting to new opportunities. * Relevance: Career pivots offer individuals the chance to turn setbacks into comebacks by seeking new paths, pursuing passions, and finding fulfillment. They can be particularly valuable in times of economic uncertainty and job market shifts. * Examples: Transitioning from a corporate role to entrepreneurship, switching industries, retraining for a new profession, and leveraging skills in a different context. * Related Terms: Career Transitions, Job Redeployment, Skill Transferability, Professional Development * Common Misconceptions: Some may mistakenly believe that career pivots are only for younger individuals, but people at any stage of their career can benefit from embracing new opportunities and adapting to change.
Cash Flow Management* Definition: Cash flow management involves monitoring, analyzing, and optimizing the movement of money in and out of a business. It focuses on ensuring that there are enough funds to cover expenses and invest in growth opportunities. * Relevance: Effective cash flow management is essential for maintaining financial stability and preparing for uncertain months, allowing businesses to weather setbacks and make comebacks. It also supports strategic decision-making and long-term success. * Examples: Monitoring receivables and payables, forecasting cash flow, controlling expenses, managing working capital, and securing lines of credit. * Related Terms: Working Capital, Liquidity Management, Financial Forecasting, Credit Control * Common Misconceptions: Some may mistakenly believe that cash flow management is only about tracking income and neglect the importance of controlling expenses and planning for the future.
Entrepreneurship Mindset* Definition: An entrepreneurship mindset involves thinking, acting, and approaching challenges like an entrepreneur. It includes traits such as innovation, resilience, creativity, risk-taking, and a proactive approach to problem-solving. * Relevance: Developing an entrepreneurship mindset is crucial for individuals looking to start or grow a business, as it fosters adaptability, ambition, and the ability to turn setbacks into comebacks. It enables individuals to identify opportunities and navigate challenges effectively. * Examples: Embracing change, seeking innovation, resilience in the face of failure, seizing opportunities, and learning from experience. * Related Terms: Innovation Culture, Risk Management, Growth Mindset, Startup Mentality * Common Misconceptions: Some may mistakenly believe that entrepreneurship mindset is only about taking risks, but it also involves strategic planning, learning from failures, and adapting to market changes.
Professional Speaking Association (PSA)* Definition: The Professional Speaking Association is an industry association that supports and provides resources for professional speakers, trainers, coaches, and facilitators. It offers opportunities for networking, professional development, and recognising excellence in speaking. * Relevance: The PSA is relevant for individuals in the speaking and training industry, providing a community for support, collaboration, and accessing resources to enhance speaking skills, especially during challenging times like the COVID-19 pandemic. * Examples: Membership benefits, training workshops, industry events, and networking opportunities. * Related Terms: Public Speaking, Speaker Training, Professional Development, Industry Associations * Common Misconceptions: Some may mistakenly believe that the PSA is only for established speakers, but it also supports emerging professionals and those seeking to develop their speaking skills.
Financial Compliance* Definition: Financial compliance refers to adhering to laws, regulations, and standards related to financial reporting, tax obligations, and other financial activities within a business. It includes maintaining accurate records and meeting legal requirements. * Relevance: Financial compliance is essential for business stability and legal obligations, ensuring that businesses operate ethically, transparently, and responsibly. It also minimises the risk of fines, penalties, and legal issues. * Examples: Tax compliance, financial record-keeping, regulatory reporting, adherence to accounting standards, and data protection requirements. * Related Terms: Regulatory Compliance, Accounting Standards, Tax Laws, Data Privacy * Common Misconceptions: Some may mistakenly believe that financial compliance is only about tax filing, overlooking the broader legal and regulatory requirements that apply to businesses.
Solopreneur* Definition: A solopreneur is an entrepreneur who runs a business as a solo operator, often without employees. They are responsible for all aspects of the business, from operations to marketing and client management. * Relevance: Understanding the role of a solopreneur is essential for individuals considering entrepreneurship and those seeking to embark on ventures with limited resources but a strong focus on their expertise and personal brand. * Examples: Freelancers, consultants, independent professionals, coaches, and artists operating their businesses independently. * Related Terms: Small Business Owner, Independent Contractor, Self-Employed, Freelancing * Common Misconceptions: Some may mistakenly equate solopreneurship with isolation, overlooking the potential for collaboration, outsourcing, and leveraging resources to grow the business.
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| | Joanne Lockwood SEE Change Happen | |
A huge thank you to our wonderful guest
| | Elsa Caleb Elsa Caleb | |
The post Turning Setbacks Into Comebacks appeared first on SEE Change Happen: The Inclusive Culture Experts.
From Shame to Authenticity and Advocacy
Join Joanne Lockwood and Lee Gilbert as they delve into Lee's transformative journey, discussing the challenges she faced during her gender transition and her views on authenticity and inclusion.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood invites Lee Gilbert to share her deeply personal journey towards authenticity as a transgender individual. Lee candidly reflects on the challenges she faced and her transformative experience, providing valuable insights into the broader struggle for inclusion and belonging.
Lee went through a transformative journey to embrace their authentic self. After 40 years of living a life that didn't feel true to who they were, Lee came out as transgender in 2020. Before that, they had felt like they were playing a role, pretending to be someone they weren't, and excelling at it. Despite the outward appearance of success and happiness, Lee knew they were living a life that wasn't authentic to them. Now, they are proud to live as their true self and share their story with others.
The episode begins with both Joanne and Lee opening up about the impact of lockdown, delving into the introspective opportunities it offered and the pressure to conform to societal expectations. Lee describes her profound experience during the night of the Paris-Brussels terrorist attack, which sparked a series of major leaps in her life, including coming out to her wife, family, and in her professional life.
The discussion touches on Lee's struggle with authenticity and her gender identity, along with her battles with mental health issues resulting from the lack of information and role models for transgender individuals in the 1980s and 1990s. Despite these challenges, Lee found herself on a journey towards true belonging and authenticity, eventually becoming a mentor and advocate for young individuals facing similar experiences.
Throughout the episode, Joanne and Lee delve into the evolution of gender terminology, societal pressure to conform to binary norms, and the importance of allowing individuals to explore and understand their gender identity without societal pressure. They express their hope for increased acceptance of transgender individuals in the future, aiming to change perceptions through visibility and positive role modelling.
The key takeaway from this episode is the powerful message of embracing vulnerability and authenticity, as well as the importance of creating a more inclusive society where individuals can truly be themselves. Joanne and Lee's conversation provides an insightful and inspiring exploration of the journey towards living authentically, challenging societal norms, and advocating for greater acceptance. Tune in to hear Lee's impactful story and gain valuable perspectives on inclusion and belonging.
Published: 01.02.2024 Recorded: 28.12.2023 Duration: 0:56:04 Downloads: 32 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #96: Authenticity Unveiled — app.castmagic.io
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- SEE Change Happen: The Inclusive Culture Experts
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Key Terms from “Authenticity Unveiled”Authenticity* Definition: Authenticity refers to being true to oneself, embracing individuality, and living in alignment with one’s values and beliefs without conforming to external pressures or expectations. * Relevance: Embracing authenticity promotes mental well-being, fosters genuine connections with others, and empowers individuals to lead fulfilling lives. In the context of the podcast, authenticity is a central theme in the personal journeys and transformations of the speakers. * Examples: Lee Gilbert’s journey of coming out as transgender and living authentically, Joanne Lockwood’s decision to start her own business after coming out as trans, and both speakers’ experiences of finding belonging through authenticity. * Related Terms: Self-expression, Self-acceptance, Personal Integrity * Common Misconceptions: Some may mistakenly perceive authenticity as selfishness or rebellion, but in reality, it fosters genuine connections and enriches relationships.
Gender Identity* Definition: Gender identity refers to an individual’s internal sense of their gender, which may be male, female, both, neither, or a combination thereof. It is distinct from biological sex and is an intrinsic aspect of a person’s identity. * Relevance: Understanding and respecting diverse gender identities is crucial for creating inclusive and affirming environments. In the episode, Lee Gilbert shares his journey of coming to terms with his gender identity and embracing authenticity. * Examples: Lee Gilbert’s experience of struggling with gender dysphoria and eventually living authentically as a transgender man. * Related Terms: Gender Dysphoria, Nonbinary, Gender Expression * Common Misconceptions: A common misconception is that gender identity is solely determined by biological sex, but in reality, it is a deeply personal and diverse aspect of each individual.
Vulnerability* Definition: Vulnerability involves willingly exposing one’s emotions, experiences, or thoughts, especially in a situation where it may be perceived as a risk. It is an essential element of authentic connection and personal growth. * Relevance: Embracing vulnerability allows individuals to cultivate deeper connections with others and authentically express themselves. In the episode, both speakers discuss their experiences of embracing vulnerability in their journeys towards authenticity. * Examples: Lee Gilbert’s openness about his struggles with alcoholism and the decision to live authentically as a transgender man, Joanne Lockwood’s vulnerability in sharing her personal journey of coming out and starting her own business. * Related Terms: Emotional Courage, Openness, Resilience * Common Misconceptions: Some may perceive vulnerability as weakness, yet it is integral to building trust and forming meaningful connections with others.
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| | Joanne Lockwood SEE Change Happen | |
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| | Lee Gilbert | |
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Effective Communication in Tough Conversations: Truth, Emotion, and Ethical Strategies
Navigating Challenging Conversations brings together Michael Dodd and Joanne Lockwood to explore the power of truthful and empathetic communication in tough scenarios, from media interviews to workplace discussions.
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Michael Dodd delve into the intricacies of navigating challenging conversations. Michael, an expert in media communication, emphasises the need to back up dreams and visions with real-life examples for effective communication. Joanne shares her experiences of leading conversations while Michael offers techniques for extracting honest responses during interviews.
Michael was trained by the Australian Broadcasting Corporation to put people under pressure in media interviews. He has a knack for asking tough questions and helping people prepare for difficult conversations with clients, prospects, and even tax inspectors. His focus is on getting people to think ahead and consider the messages they want to get across to their audience, as well as preparing for the tough questions they might face. With his expertise, he aims to help both the interviewee and the interviewer achieve mutual satisfaction and keep everyone happy.
Both Joanne and Michael stress the importance of truth-telling and acknowledge the emotional aspect before diving into technicalities during difficult discussions. They delve into the challenges faced when dealing with litigation, lawyers, and admitting liability, while also highlighting the significance of powerful leaders communicating truth and emotional impact.
Michael and Joanne discuss strategic advantages of short intervening leadership periods, citing BP's successful chair transition as a prime example. Joanne, as the podcast host, and Michael reflect on the tendency to blame predecessors in business and politics, as well as the potential advantages of using interim leaders to address current issues when searching for a future candidate.
The episode concludes by underscoring the importance of honest communication, media training, and aligning with company values, particularly in crisis situations. They encourage individuals to subscribe and provide feedback to foster ongoing engagement with the podcast.
A key takeaway from this episode is the emphasis on honest, strategic communication during challenging conversations, both in the workplace and in the public eye. Listeners will gain valuable insights into effectively handling tough questions, communicating with credibility, and addressing emotional concerns to resonate with their audience. Whether in business, politics, or personal interactions, this episode offers practical guidance for navigating challenging conversations with authenticity and impact.
Published: 25.01.2024 Recorded: 22.12.2023 Duration: 0:57:29 Downloads: 42 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #95: Navigating Challenging Conversations — app.castmagic.io
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| | Michael Dodd Michael Dodd Communications | |
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Unveiling Identity: Journeys Beyond the Closet
Ever wondered what it's like to break free from the constraints of societal norms and live authentically? This podcast episode delves into a powerful journey of self-discovery and the hope for a more accepting future. You won't want to miss this!
Welcome to The Inclusion Bites Podcast! In this episode titled "Beyond the Closet," host Joanne Lockwood engages in a poignant conversation with guest TJ Richards, delving into the depths of their personal journey towards embracing their authentic self while navigating societal constructs.
TJ shares the mix of appreciation and frustration experienced during their transition journey, highlighting the need for future planning to protect LGBTQ+ identity and rights. The conversation also explores the challenges of bringing queer representation into organizations and the importance of empathy and understanding for the LGBTQ+ community.
The episode encompasses a rich tapestry of experiences, emotions, and insights, offering a compelling exploration of the challenges faced by the LGBTQ+ community. TJ candidly shares their own struggles with acceptance, including the impact on aspirations and the journey of coming out to family members. Joanne also opens up about the complexities of transitioning and the effects on her own family dynamics.
The conversation delves into the broader issues of belonging, understanding, and support within the LGBTQ+ community. Both guests highlight the critical need for empathy, education, and meaningful interactions to drive societal change and foster genuine inclusion.
The episode touches on diverse themes such as queer representation in organisations, the challenges faced in care homes, and the importance of future planning to protect LGBTQ+ rights. TJ also shares their experiences of discrimination and the slow pace of change, invoking a deep sense of empathy and understanding for the struggles faced by individuals within the LGBTQ+ community.
The key takeaway from this episode is the potent reminder of the transformative power of empathy, support, and understanding in fostering an inclusive society. Listeners are encouraged to tune in to gain valuable insights, broaden their perspectives, and contribute to creating a more welcoming world for all.
Published: 18.01.2024 Recorded: 21.12.2023 Duration: 1:02:35 Downloads: 37 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #94: Beyond the Closet — app.castmagic.io
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| | TJ Richards Santander & Q:alliance | |
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Building Inclusive Excellence in Engineering
Exploring the complexities of fostering inclusive excellence in engineering. Delve into the challenges and importance of promoting diversity, redefining talent selection processes, and cultivating a psychologically safe workplace.
What if diversity wasn't just a buzzword, but the key to unlocking your team's full potential? Discover actionable strategies for creating a workplace culture that embraces uniqueness and drives success.
In this episode of the Inclusion Bites Podcast, host Joanne Lockwood invites Claire Angliss, a leader in learning for a large engineering organisation and owner of an inclusive coaching business, to discuss the imperative of creating psychologically safe workplaces for open discussions and inclusivity.
Claire Angliss is the head of learning for Thalis in the UK. She has been dedicated to driving engineering excellence and leadership within the organization. Claire believes in creating an inclusive and empowering workplace where everyone can thrive and feel valued. She is passionate about delivering exceptional service to customers while also prioritizing the well-being and fulfillment of her team.
Claire's vision is to foster an environment where individuals can be their authentic selves and feel a sense of belonging and trust in their work.
The conversation delves into the challenges of bringing one's whole self to work, the importance of diverse perspectives for better problem-solving and innovation, and the need for a robust talent process to mitigate bias in talent reviews. Claire highlights the complexities around attracting diverse talent and seeks to challenge traditional hiring criteria by valuing skills and capabilities over traditional qualifications.
The episode emphasises the responsibility of leadership in creating an inclusive space, actively seeking out diverse candidates, and avoiding tokenism in promoting authentic growth and support for underrepresented groups. Both hosts discuss the misconceptions and challenges surrounding hiring for diversity, from the psychological impact of diversity targets to the biases against individuals from care or criminal justice systems. They stress the need for genuine empathy, compassion, and care in leadership to create inclusive environments.
Key Takeaway: The episode enlightens listeners on the multifaceted nature of diversity and inclusion in the workplace, and challenges both individuals and organisations to actively seek out, support, and promote diverse talent. Listeners are encouraged to gain insight into the complexities surrounding diversity and inclusion, and consider the importance of fostering psychologically safe environments for all employees to thrive.
This thought-provoking episode offers an engaging and enlightening discussion on creating a work environment where everyone feels valued and can contribute their best. Join Joanne Lockwood and Claire Angliss on the Inclusion Bites Podcast to explore the significance of inclusion, belonging, and making the world a better place for everyone.
Published: 11.01.2024 Recorded: 18.12.2023 Duration: 1:01:22 Downloads: 38 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #93: Engineering Inclusive Excellence — app.castmagic.io
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| | Claire Angliss Thales | |
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Dismantling Stoicism: Promoting Open Dialogue and Emotional Expression in Male Mental Health
Exploring the power of vulnerability, Greg and Joanne delve into the impact of a fix-it culture on mental health and the importance of genuine listening and emotional openness.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood and guest Greg unravel the power of listening without the intention to fix. Greg shares his personal journey and how a fixed mindset impacted his experiences, highlighting the need for people to feel discomfort in order to learn from their mistakes. Joanne delves into the concept of psychological safety and the detrimental effects of perfectionism in learning and achievement.
Greg Wasserman is an Amercian individual who has overcome personal struggles and is now passionate about spreading a message of hope and resilience. A year ago, he entered a program for rehab, initially feeling resistant to the idea. However, his journey has led him to a place of joyfully sharing his story with others. Growing up in a loving household, Greg experienced the challenge of seeing the world through a different lens than others, leading to a personal struggle. Now, he is dedicated to breaking the "fix it" culture and sharing his message of understanding and empathy with others.
The discussion extends to Greg's experiences in the sales profession, where the pressure of upholding a perfectionist mindset had detrimental effects. They also touch on the need for understanding and vulnerability in leadership roles, ultimately urging for a shift in societal expectations of masculinity to allow for emotional expression.
The episode explores Greg's platform, Castmagic, and his focus on helping people in their podcasting journey. Joanne reflects on her personal experiences and the power of acknowledging one's feelings, offering insight into her coping mechanisms and self-acceptance.
The key takeaway from this insightful conversation is the importance of redefining societal expectations, fostering vulnerability, and actively listening without the need to fix. By understanding the impact of a fixed mindset, societal pressure, and male stoicism, this episode encourages listeners to embrace discomfort, share their stories, and engage in deeper, more meaningful discussions.
Tune in to this episode to gain valuable insights into the impact of societal expectations and the power of vulnerability in creating a more inclusive and understanding society.
Published: 04.01.2024 Recorded: 05.12.2023 Duration: 1:05:12 Downloads: 59 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #92: Listening, not fixing — app.castmagic.io
- Referenced in the Podcast
- Kintsugi - Wikipedia — en.wikipedia.org
- Ikigai - Wikipedia — en.wikipedia.org
- SEE Change Happen Content
- SEE Change Happen: The Inclusive Culture Experts — seechangehappen.co.uk
- Inclusion Bites Podcast on YouTube — youtube.com
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| | Joanne Lockwood SEE Change Happen | |
| | Greg Wasserman Castmagic.io | |
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Neurodiversity Matters: Inclusive Workplace Practices for ADHD, Autism, and More
Join Joanne Lockwood and guest Sam Warner as they delve into the world of neurodiversity, discussing the challenges and opportunities it presents in the workplace, and the importance of understanding and accommodating the varying needs of individuals
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood delves deep "Beyond the Corporate Robot" with guest Sam Warner, a neurodivergent communication specialist. They shed light on the challenges and triumphs of neurodiversity, offering invaluable insights for employers and individuals alike.
Sam made the bold decision to leave the corporate world in 2015 due to feeling mentally and physically exhausted from constantly swimming against the current. Unable to navigate the political games and feeling like a square peg in a round hole, Sam decided to pursue a different path. This decision was met with understanding from others who may have felt similarly, and now she is forging a new and fulfilling journey outside of corporate life.
The conversation touches on the journey of self-discovery that many neurodivergent individuals embark upon, particularly in the corporate world. Sam's personal account of feeling like a square peg in a round hole resonates with anyone who has felt out of place in a traditional work environment. This leads to a crucial discussion about the importance of validation through clinical diagnosis and the need for clear communication about reasonable workplace adjustments.
The episode addresses the historical and societal stigma surrounding ADHD and Autism, highlighting the lengthy and costly diagnosis processes that can impact individuals both financially and emotionally. Sam and Joanne also explore the topic of neurodivergent needs in the workplace, offering practical advice for leaders on creating a neurodiverse-friendly environment and utilising reasonable accommodations for all employees.
As the conversation unfolds, the importance of honest communication and understanding the varying needs of individuals in different job roles emerges as a key theme. From the challenges faced in educational environments to the necessity of workplace accommodations, the episode provides an eye-opening look into the world of neurodiversity and its impact on individuals in both personal and professional settings.
Tune in to gain a deeper understanding of neurodiversity, the value of reasonable workplace adjustments, and the need for empathetic and inclusive leadership. Whether you're an employer, an employee, or simply someone seeking to broaden their understanding of neurodiversity, this episode offers invaluable insights that will leave you with a newfound appreciation for the diverse ways in which individuals process the world around them.
Published: 28.12.2023 Recorded: 04.12.2023 Duration: 0:58:13 Downloads: 41 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #91: Beyond The Corporate Robot — app.castmagic.io
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| | Sam Warner Get Your Message Across | |
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Inclusive Conversations Across Borders: Navigating Global Challenges
In this episode, Joanne Lockwood and guest Kaumudi Goda navigate the complex landscape of global DEIB work, emphasizing the importance of active listening and non-judgmental understanding in promoting diversity and inclusion.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood delves into the complex and nuanced world of diversity, equity, and inclusion (DEI) with guest Kaumudi Goda (KG), a Leadership Consultant, Executive Coach, and DEIB Strategist.
Kaumudi Goda has always felt like she didn't quite fit in, whether it was as a young girl in a patriarchal culture in South India or as a young professional in bustling New York City. After spending a decade in Manhattan, she came to the realization that everyone is seeking a sense of community and validation, wanting to feel seen, heard, understood, and accepted. She understands the universal human emotion of feeling alone and wanting to connect, and she is inspired to help others realize that they are not alone in their struggles. Her sensitivity and perspective are informed by her own experiences of feeling like an island in a sea of worry, and she is passionate about creating connections and understanding among people.
Together, they explore the challenges of global DEIB work and the necessity of engaging in conversations without judgement or preconceived notions. They discuss the impact of cultural differences on communication and inclusivity, drawing from their experiences in various countries across the US, Asia, and Europe. The episode highlights the importance of creating spaces in the workplace where employees feel psychologically safe, allowing them to bring their whole selves to work without the need for masking or code-switching.
Kaumudi and Joanne also share insights on the significance of diverse voices and the need to hold space for different truths. They emphasise the importance of making training and policies relevant to individuals' contexts and needs, rather than following blanket approaches. They explore the implications of speaking out against wrongdoing in the workplace, the challenges of leadership in diverse environments, and the impact of biases on in-the-moment decisions.
The episode wraps up with a powerful takeaway about the need to listen, learn, and engage in thoughtful, inclusive conversations. It encourages listeners to subscribe to The Inclusion Bites Podcast and sets the stage for future thought-provoking discussions on inclusion and belonging.
Tune in to this episode for a deep and insightful exploration of global DEIB work, cultural nuances, and the pursuit of psychological safety in the workplace.
Published: 21.12.2023 Recorded: 01.12.2023 Duration: 1:10:19 Downloads: 33 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #90: Conversations Beyond Borders — app.castmagic.io
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| | Kaumudi Goda The Human Conversation | |
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Inclusive Talent Attraction: Redefining Recruitment Marketing Strategies
Sara Dalsfelt and Joanne Lockwood dive deep into the complexities of modern talent attraction, challenging traditional hiring methods and advocating for inclusive, behaviour-based recruitment approaches, ultimately encompassing a breadth of essential
In this episode of The Inclusion Bites Podcast, host Joanne engages with guest Sara Dalsfelt to explore the nuanced world of talent attraction, debiasing hiring processes, and reaching candidates through impactful social media marketing strategies.
Sara Dalsfelt is a forward-thinking advocate for a new approach to hiring and assessing potential. With a belief that the traditional CV is becoming outdated, Sara envisions a future where candidates will question the relevance of a piece of paper in proving their readiness and transferable skills. She sees beyond the resume and believes that the true potential of a person cannot be determined by a simple document. Sara is passionate about removing bias from the hiring process and pushing for a more holistic and fair approach to assessing candidates. With her innovative mindset, Sara is paving the way for a new era in the world of employment.
Sara Dalsfelt presents powerful insights regarding the limitations of traditional hiring methods, advocating for conscious, early assessments that give everyone an equal chance. She sheds light on the need to target passive candidates through storytelling experiences over social media platforms, employing a sophisticated and timely approach to messaging, similar to the process used in online travel bookings. Sara's emphasis on the importance of authentic messaging in job campaigns, as well as the need for early evaluations and testing, challenges employers' assessment methods, advocating for a fair process based on behaviours, competence, and potential.
Joanne and Sara delve into the significance of addressing toxic cultures and employing different targeted approaches to foster diversity and inclusivity in the workplace. They discuss the need for authentic, non-invasive, and behaviour-based social media marketing while highlighting the challenges faced by small businesses in adapting to inclusive recruitment strategies.
The conversation also touches on the need for gender equity, mitigating pay gaps, addressing disability and ethnicity issues in the workplace, aligning business KPIs with values, and driving real change for inclusivity. Sara and Joanne highlight the significance of individual candidate experiences, retention, and the imperative need for a refined and non-invasive approach to targeted advertising that aligns with user expectations.
A key takeaway from this engaging episode is the critical need to look beyond traditional resumes and CVs to unearth potential candidates. By incorporating inclusive, targeted marketing strategies and debiasing the hiring process, organisations can attract diverse talent and cultivate a more inclusive and equitable workforce.
Intrigued by the concept of reshaping talent attraction and hiring processes? Tune in to this thought-provoking episode to gain valuable insights and actionable strategies for creating a more inclusive and diverse workplace.
Published: 14.12.2023 Recorded: 30.11.2023 Duration: 1:00:02 Downloads: 59 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #89: Unearthing Potential, Beyond the Resume — app.castmagic.io
- Other Links
- ICR Recruiting Trends & Benchmark Report 2024 — bit.ly
- Social Recruiting Trends Analysis 2023 — content.adway.ai
- Convert applicants with Adway — adway.ai
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| | Sara Dalsfelt Adway.ai | |
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Embracing Adversity: Unveiling Authentic Leadership
Join Joanne Lockwood and guest Samreen McGregor as they delve into the transformative impact of adversity and trauma on authentic leadership, offering poignant reflections and strategies for fostering inclusivity and belonging in the workplace.
In the latest episode of The Inclusion Bites Podcast, host Joanne Lockwood welcomes the insightful and inspirational Samreen McGregor to delve into the theme of "Adversity and Authentic Leadership". This candid and thought-provoking discussion explores the transformative power of adversity and the quest for authentic leadership.
Samreen McGregor is a dedicated advocate for diversity and the challenges that come with it in today's ever-changing global landscape. With a focus on the socio-political, economic, environmental, and health issues facing the world, Samreen has spent the last six to seven years working to raise awareness and create positive change. In a world where adversity affects us all, Samreen's work has become increasingly important as she strives to create a more inclusive and understanding society. Her passion for diversity and her commitment to making a difference make her a notable figure in the fight for a better world.
Both Joanne and Samreen share personal experiences that have shaped their understanding of belonging and inclusion. From Joanne's journey of self-discovery as a trans woman to Samreen's deep dive into trauma, consciousness, and spirituality, the dialogue weaves a tapestry of resilience and empowerment.
Samreen McGregor's profound insights into the impact of trauma and identity on psychological safety within organisations shed light on the importance of embracing authenticity in leadership. She encourages listeners to move beyond cognitive thinking and embrace emotional and spiritual considerations in the workplace.
The episode also features a poignant exploration of childhood experiences and their lasting effects on behaviour and emotional responses. Joanne and Samreen's candid reflections on recalibrating their notions of perfection and seeking validation resonate deeply with the audience.
Ultimately, "Adversity and Authentic Leadership" is a compelling exploration of the transformative power of adversity, the pursuit of authentic leadership, and the resilience that emerges from personal journeys of self-discovery and empowerment. Listeners will gain valuable insights into embracing authenticity, navigating adversity, and fostering inclusive leadership in both professional and personal contexts.
So tune in to this episode and discover the impact of adversity on authentic leadership, and how to embrace your true self in the face of challenges!
Published: 07.12.2023 Recorded: 29.11.2023 Duration: 0:59:23 Downloads: 147 **Shownotes:*** **AI Extracts and Interpretations**
- Recording #88: Adversity and Authentic Leadership
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| | Samreen McGregor Turmeric Group | |
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Rebel Hearts and Healing Paths: Navigating Trauma, Privilege, and Inclusion Challenges
Join Joanne Lockwood and guest Debbie Danon as they delve into rebel leadership, authentic activism, and the power of healing and inclusivity in a world not set up for flourishing.
In this compelling episode of Inclusion Bites, host Joanne Lockwood engages in a thought-provoking conversation with guest Debbie Danon, a seasoned leadership coach and facilitator. The discussion delves into a range of topics including rebellion, healing, and the complexities of promoting diversity and inclusion in society.
Debbie was born to Turkish Jewish parents in Istanbul before moving to South London. Growing up as part of a minority within a minority, she often found herself explaining her cultural and religious background to others. This experience sparked her interest in religion and identity, leading her to pursue a career in studying the behaviors and actions of people. Debbie is passionate about understanding what drives people to act with compassion and love, as well as the factors that can lead to judgement and harm. Her unique background and experiences have shaped her perspective and work in exploring these complex human dynamics.
Standout line: "Rebel authenticity, rebel balance, and rebel courage in a world not set up for flourishing."
Debbie shares her experience and insights on embracing rebel leadership, critical conversations around activism, and her personal journey through trauma and healing. She courageously opens up about her struggles with miscarriage, fertility issues, and the subsequent emotional challenges. Debbie’s resilience and determination to seek support and rebuild her life in the face of adversity are truly inspiring.
Throughout the episode, the conversation navigates through sensitive issues such as anti-Semitism, racial profiling, and the need for grounded and authentic leadership during global conflict. Joanne and Debbie also discuss the power of genuine allyship, the potential impact of current diversity and inclusion discourse, and the importance of building inclusive relationships.
The key takeaway from this episode is the vital significance of building genuine, empathetic, and inclusive relationships to create positive change in today's world. Listeners will gain valuable insights into the importance of mutual understanding, productive dialogue, and surrendering the need to always be right. Additionally, this episode sheds light on the complexities of activism and the need for empathetic leadership, grounded in compassion and community building.
Tune in to The Inclusion Bites Podcast to gain a deeper understanding of the power of personal change, the impact of trauma, and the essence of reclaiming the term "activism" in a world striving for genuine inclusion and belonging.
Published: 30.11.2023 Recorded: 28.11.2023 Duration: 0:57:34 Downloads: 169 **Shownotes:*** **AI Extracts and Interpretations**
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| | Debbie Danon Rebel Leadership | |
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A Call to Action: Nurturing Voices for a Sustainable Planet
Join Joanne Lockwood and Nicola Peel as they dive into the pressing environmental issues, the need for collective action, and the challenges of creating a sustainable future on this thought-provoking episode of The Inclusion Bites Podcast.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood welcomes environmentalist and solutionist, Nicola Peel, to discuss the urgent need for action to protect our planet. Nicola shares her insights on various environmental concerns and sheds light on how we, as individuals and as a society, can make a positive impact.
The conversation kicks off with an exploration of media portrayals of environmentalists and the influence of media ownership on the perception of environmental issues. Nicola delves into the power dynamics at play and how lobbying from oil and car companies has shaped the narrative surrounding climate change.
Joanne and Nicola navigate through the challenges of driving change in a society invested in the status quo. They emphasise the importance of envisioning a sustainable future and taking action to make that vision a reality. They discuss the role of community engagement, grassroots movements, and government initiatives in creating a more ecological age.
The episode also delves into the alarming impact of plastic pollution on our environment and our bodies. Nicola highlights the need for systems change, including a shift towards public transport and car sharing, to combat pollution effectively.
Throughout the conversation, Joanne and Nicola stress the importance of finding common ground and focusing on practical solutions rather than dwelling solely on the problems at hand. They underline the urgency of providing habitats for wildlife, protecting ancient forests, and holding corporations accountable for pollution.
As the episode draws to a close, listeners are encouraged to take personal responsibility for recycling and to support stricter environmental laws. The key takeaway is that even small actions, such as leaving space for nature or planting wildflowers, can have a significant impact in preserving our planet.
This engaging episode of The Inclusion Bites Podcast, featuring Nicola Peel's wealth of knowledge and passion for the environment, offers valuable insights and practical solutions for anyone concerned about climate change and the future of our planet. So, tune in, get inspired, and join the voices uniting for our planet.
Published: 23.11.2023 Recorded: 20.11.2023 Duration: 1:00:15 Downloads: 231 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #86: Voices Uniting For Our Planet — app.castmagic.io
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| | Nicola Peel Environmentalist | |
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Writing Queerness: How Authors are Creating Mirrors and Opening Doorways in Literature
Exploring the power of inclusive storytelling, Joanne Lockwood and guest Nonir Amicitia delve into the importance of representation, self-discovery, and challenging societal norms for a more accepting and inclusive world.
Welcome back to The Inclusion Bites Podcast, where we explore the power of representation, acceptance, and inclusivity. I'm your host, Joanne Lockwood, and today's episode is all about "Mirrors and Doorways."
Joining us is the incredible Nonir Amicitia, part of a trench coat double act and self-proclaimed metaphorical juggler. Nonir and their co-writer, Olivia, have created a book series called Mirrors that challenges stereotypes, embraces diversity, and empowers marginalized individuals. Through their powerful storytelling, they aim to open doors to conversations about making the world a better place.
In this episode, we delve into the importance of representation in media, discuss self-discovery and finding one's identity, and tackle the impact of negative conversations on mental health. Nonir shares their personal journey and gives us a glimpse into their published works that explore queer fantasy romance.
As we explore the topics of queer culture, mental health, and the experiences of transgender and nonbinary individuals, it becomes clear that the power of literature and representation cannot be underestimated. We'll also touch on the role of technology in our lives, how it has impacted our productivity, and even use AI to generate show notes and summaries.
Grab a cuppa, settle in, and join us as we dive into this inspiring conversation with Nonir Amicitia. Let's continue our journey towards a more inclusive and accepting world. Stay tuned and let's get started!
Published: 09.11.2023 Recorded: 31.10.2023 Duration: 0:59:54 Downloads: 356 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #85: Mirrors and Doorways — app.castmagic.io
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Welcome to The Inclusion Bites Podcast! In this episode, host Joanne invites a fabulous guest named Nonir Amicitia to share their unique insights. Nonir is an incredible juggler who also happens to be a talented writer and advocate for queer representation. Together, Joanne and Nonir delve into the realms of gender identity, the power of representation, and the importance of creating diverse narratives in mainstream media.
They kick off the conversation by addressing the societal perception of androgyny as more masculine. Nonir, having experienced the challenges of navigating gendered clothing as a non-binary individual, shares their frustrations with the lack of practicality and functionality in women’s fashion. One particular plight they mention is the eternal struggle of finding pockets in women’s clothing. This discussion highlights the need for inclusion in fashion and the importance of clothing that respects and accommodates diverse identities.
Nonir then delves into their personal journey of self-discovery and the impact it had on their sense of belonging. They reveal that their gender identity made them feel like they didn’t fit into the narrow expectations of societal gender norms. However, finding a safe community and experimenting with different facets of their identity allowed Nonir to navigate their true self and eventually settle on the name Nonir, meaning “strong friendship” in Icelandic and Norse mythology. This story emphasizes the significance of having a safe space for self-exploration and the importance of finding a name that truly resonates.
One of the key focuses of this episode is representation in media. Nonir, as a writer themselves, believes that media has a profound impact on shaping society’s perception and understanding of different identities. They emphasize the need for queer characters to have rich and nuanced roles beyond being solely defined by their queerness. Nonir’s book series, Mirrors, sets out to simultaneously challenge stereotypes and provide a safe space for conversations about making the world a better place. They eloquently express the significance of queer characters being portrayed as heroes, rather than villains or outliers.
A poignant moment in the episode revolves around the fear and threat to queer and trans rights in both the US and the UK. Nonir’s novel series highlights these concerns and aims to create a better world for those outside societal norms, whether it be through queer dystopian fiction or fantasy romance. They stress the importance of addressing fear and shining a light on the dangers faced by marginalized communities.
The episode also touches on mental health, with Nonir reflecting on the impact of negative discussions in the queer community on mental well-being. They discuss the stigma surrounding mental health issues and the dire need for acceptance and safe spaces. Nonir highlights the misconceptions about both neurodivergent and queer individuals when it comes to crime and normality, emphasizing the importance of breaking down these harmful stereotypes.
Now, onto the soundbites:
- “Change begins in media. Let’s empower individuals, challenge stereotypes, and create a world where marginalized communities can thrive through representation.” – Nonir Amicitia
- “Everyone deserves to be the hero of their own story, regardless of their identity or background.” – Nonir Amicitia
- “Let’s challenge fear, create a better world for those outside societal norms, and promote acceptance and open-mindedness.” – Nonir Amicitia
And here are three interesting facts to pique your curiosity:
- Nonir and Olivia write a book series called Mirrors that provides representation for marginalized individuals in fiction.
- Nonir’s chosen name, Nonir, is derived from Icelandic and Norse mythology and means “strong friendship.”
- Nonir’s books aim to address fear, challenge stereotypes, and create a better world for those outside societal norms.
Now, let’s wrap up with three key takeaways from this episode:
- Representation matters: Media plays a pivotal role in shaping society’s perception and understanding of different identities. It is crucial to challenge stereotypes and provide diverse narratives that empower individuals.
- Safe spaces for self-discovery: Having a supportive community and a safe environment encourages individuals to explore their identity, try on different names and facades, and embrace their true selves.
- Mental health and acceptance: Negative discussions and stereotypes in the queer community can have a detrimental impact on mental well-being. It is essential to create safe spaces and challenge misconceptions about neurodivergent and queer individuals to foster acceptance and understanding.
And that’s a wrap for this episode of The Inclusion Bites Podcast! Dive into this insightful conversation with Joanne Lockwood and Nonir Amicitia, and discover the power of representation, self-discovery, and the fight for inclusion. Remember, change begins with each one of us, so let’s embrace diverse narratives and promote a better, more inclusive world.
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| | Nonir Amicitia O.E. Tearmann | |
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The Power of Words: Creating Inclusive Communication Spaces for All
Unlocking Inclusive Communications explores the complexities of language and offers strategies to promote inclusivity and understanding in our interactions.
In this episode of The Inclusion Bites Podcast, our host Joanne Lockwood sits down with guest Suzanne Wertheim, a linguistic anthropologist, to delve into the fascinating world of inclusive communications. Together, they uncover the complexities of language, explore the power dynamics inherent in communication, and discuss strategies to create more inclusive and respectful conversations.
Suzanne starts the conversation by shedding light on the common but inappropriate comment made to black friends - "I don't even see you as black." She emphasizes that such a statement is not a compliment but erases a person's identity and lived experience. Gatekeeping around inclusive language and pronouns is also discussed, where individuals may face criticism for not being knowledgeable enough. Suzanne stresses the importance of using the terms that individuals prefer and shows respect by acknowledging diverse preferences in a diverse group.
The Suzanne advocates for caring enough, being open to critical feedback, and doing prep work as key factors for successful and inclusive conversations. They explore how ignorance about someone's lived experience can cause exhaustion and highlight the significance of avoiding offensive language and showing genuine effort to understand and respect others.
Suzanne shares a powerful story about a sales call gone wrong and then right again, illustrating the impact that doing homework, avoiding offensive language, and showing an understanding of others' perspectives can have. They emphasise the importance of putting in effort and not burdening marginalised individuals with the task of educating others from scratch.
The conversation then delves into the complexities of pronouns and the challenges of shifting language conventions. Suzanne explores the phenomena of gatekeeping and the ongoing debate surrounding inclusive terminology, particularly regarding disability.
Suzanne highlights the importance of discussing language and educating ourselves to improve inclusive communication. They emphasize the need to bypass resistance and make small shifts in language use. This episode also addresses the impact of communication on individuals with hearing loss or who are hard of hearing, emphasising the importance of being consciously inclusive and meeting the needs of the audience.
Throughout the episode, the guest shares personal experiences and insights, leaving listeners with a key takeaway - the power of empathy, understanding, and accountability in creating a more inclusive world.
Join Joanne Lockwood and Suzanne Wertheim in this thought-provoking conversation, where they navigate the intricacies of language and pave the way to unlocking inclusive communications.
Published: 02.11.2023 Recorded: 23.10.2023 Duration: 1:07:19 Downloads: 331 **Shownotes:*** **AI Transcript and Interpretations**
- The Inclusion Bites Podcast #84: Unlocking Inclusive Communications — app.castmagic.io
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| | Suzanne Wertheim Worth While Consulting | |
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Uplifting Queer Genius: Challenging Negative Narratives and Celebrating Queer Contributions
Exploring the resilience and creative brilliance of the queer community amidst global challenges of marginalization and discrimination, this episode uplifts the power and genius of queer individuals.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood sits down with special guest Dr Joel Davis-Brown to discuss the uplifting power of queer genius. They delve into the origins and significance of queer experiences, highlighting the importance of representation and addressing the systemic issues still faced by the queer community.Joel acknowledges the progress made in media representation, but raises concerns about the lack of visibility for trans people, bi people, people of colour, and women within the queer community. They stress that issues of racism, sexism, cisgenderism, and ableism persist, both within the community and in its portrayal in the media.Despite the challenges faced by queer individuals, Joel celebrates their ability to create connections and achieve remarkable things. They emphasize the need to focus on what the queer community is doing rather than how they are doing it, as they possess unique abilities and opportunities to teach others.The conversation explores the concept of queer migrations of identity, drawing parallels between the experiences of the queer and black communities. Dr Joel highlights the superpowers possessed by queer people of colour, influenced and enhanced by their diverse experiences.The discussion also delves into the influence of media on societal perspectives, and the importance of presenting queer individuals in a positive, affirming, and culturally respectful manner. Joel challenges the notion of downplaying queerness, advocating for recognition of the distinct qualities and contributions of queer people.Throughout the episode, Joel shares personal experiences and invites listeners to question societal expectations and embrace a mindset of "queer mindedness." They empower individuals to explore their own journeys and identities, inspiring positive change and a more inclusive world.The key takeaway from this episode is the urgent need to reshape the narrative surrounding queer people, celebrating their genius and dismantling harmful stereotypes. By understanding and valuing the contributions of the queer community, we can create a more equitable and accepting society.Join Joanne Lockwood and Dr Joel Davis-Brown on The Inclusion Bites Podcast as they explore the power of queer genius and inspire listeners to embrace authenticity, challenge societal norms, and celebrate the extraordinary contributions of the queer community.
Published: 27.10.2023 Recorded: 24.10.2023 Duration: 1:00:15 Downloads: 338 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #83: Uplifting Queer Genius — app.castmagic.io
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| | Dr Joel A Davis-Brown Pneumos LLC | |
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Fighting Against Workplace Bullying: One Woman's Journey
Exploring the damaging effects of workplace bullying, Nicki Eyre and Joanne Lockwood delve into the necessity of recognition, accountability, and collective action for a more inclusive and supportive work environment.
On this episode of The Inclusion Bites Podcast, host Joanne Lockwood is joined by workplace bullying expert Nicki Eyre to explore the toxic nature of bullying in the workplace and how it can be challenged. Eyre shares her experiences and insights, shedding light on the power of apologies, the need for fair investigations, and the importance of collective voices in bringing about change.Eyre reflects on the significance of apologies in alleviating the hurt caused by prejudice and poor management in the workplace. She highlights that legal battles could often be avoided if companies were willing to apologize, acknowledge their shortcomings, and commit to improvement. Furthermore, in today's world of social media and review platforms, negative incidents are likely to be exposed publicly, potentially damaging a company's reputation and investor confidence. As such, investing in fair treatment of employees is not only a moral decision but also a practical consideration for businesses.The episode also delves into the complexities of workplace bullying, emphasizing the need to consider the perspectives of both the accused and the accuser. Eyre stresses the importance of individual conversations, support, and coaching to truly understand the underlying causes behind bullying accusations. She advocates for transparency by encouraging the use of personal names when reporting bullying claims, allowing for a right of reply. Eyre draws a distinction between behavioral problems and whistleblowing, emphasizing the proper use of the whistleblowing process.Listeners will gain valuable insights into the damaging effects of workplace bullying, both psychologically and physically. Eyre highlights trauma, increased rumination, and exhaustion as some of the consequences experienced by victims. The severity of trauma can range from mild to severe, impacting not only the victim's job but also their personal relationships. The importance of a fair and less traumatizing grievance process is emphasized, as well as the need for prevention and early intervention by employers to create a safe and inclusive environment.The key takeaway from this episode is a call to action for individuals, organizations, and society as a whole to recognize and challenge workplace bullying. By addressing toxic behaviors, promoting empathy, and creating supportive environments, we can create positive change and protect the well-being of everyone in the workplace. Join Joanne Lockwood and Nicki Eyre as they explore the intricacies of workplace bullying and offer strategies for a more inclusive and respectful future.
Published: 05.10.2023 Recorded: 13.02.2023 Duration: 0:57:01 Downloads: 308 **Shownotes:**
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| | Nicki Eyre Conduct Change | |
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Advancing Diversity in the Workplace: Challenging Meritocracy
Belinda Riley explores the importance of agility, self-reflection, and sponsorship programs in breaking down barriers and promoting diversity and inclusion in the workplace on The Inclusion Bites Podcast.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood welcomes guest Belinda Riley to discuss the importance of being agile and flexible in response to changes in the world and technology. Belinda shares her insights on how COVID-19 has challenged traditional working practices, busting myths about the necessity of being physically present. She highlights the positives of remote work, such as increased collaboration and access to a wider talent pool. The challenge now, Belinda stresses, is for companies to think differently and adapt to win the war on talent.Belinda goes on to explore the impact of social media on our interactions and the need for individuals to take responsibility for their actions and words. She emphasizes the importance of educating ourselves, reflecting on our impact on others, and being open to learning. Belinda also discusses the concept of privilege and how recognizing it is crucial to creating an inclusive environment.The episode delves into the issue of feeling self-conscious and offers valuable advice. Belinda encourages listeners to realize that we are not alone in feeling this way and that people are often more preoccupied with themselves than with our perceived flaws. She highlights the necessity of creating safe spaces where conversations can take place, breaking down barriers and promoting understanding.Furthermore, Belinda addresses the topic of meritocracy and how companies often unconsciously limit their potential by favoring individuals who resemble those already in positions of power. She challenges companies to value diversity in tangible ways and engage in difficult conversations and unlearning to create an inclusive environment where everyone can thrive.Belinda also provides insights into the rules of the mind and how understanding them can help us work with our minds rather than against them. She explores the power of affirmations and the potential for change when we consistently tell our minds a different narrative.Throughout the episode, Belinda emphasizes the need for awareness, education, and action. She highlights the business case for diversity and inclusion, and the importance of formal sponsorship programs in advancing equality in the workplace.In conclusion, this episode of The Inclusion Bites Podcast offers valuable insights and practical advice on breaking down barriers, embracing change, and creating inclusive environments. Belinda Riley's expertise and passion for diversity and inclusion shine through, making this episode a must-listen for anyone interested in fostering inclusivity in their personal and professional lives.
Published: 28.09.2023 Recorded: 07.02.2023 Duration: 0:59:28 Downloads: 302 **Shownotes:*** **AI Extracts and Interpretations**
- The Inclusion Bites Podcast #80: Beyond the Barriers · Castmagic — app.castmagic.io
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| | Belinda Riley Beyond the Barriers | |
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The Harmful Stereotype of the Autistic Savant
Exploring the power of embracing neurodiversity, Sophie Power and Joanne Lockwood challenge stereotypes, advocate for inclusivity, and share personal experiences that remind us to celebrate our unique operating systems in a world that values authenticity and understanding.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood sits down with the incredible Sophie Power to discuss the topic of running on Linux. Sophie, who is autistic and dyslexic, shares her insights and experiences, shedding light on various aspects of neurodivergence and challenging harmful stereotypes.Sophie begins by addressing the harmful stereotype of the autistic savant perpetuated by media. She highlights examples such as Sherlock Holmes and a Korean detective show, pointing out how these portrayals frame neurodivergent individuals as valuable only for their unique abilities. Sophie shares her own pattern recognition skills, often seen as a superpower, but emphasizes that it is essential to view neurodivergent individuals as valuable in all aspects of life, not just for their exceptional talents.The episode delves into the importance of being authentic and true to oneself. Joanne shares a childhood memory of being fascinated by dinosaurs, sparking an interesting discussion on authenticity and individuality. Sophie stresses the need for a diverse group of people in meetings, with different approaches and ways of thinking, to generate actionable insights from data. The narrow definition of "normal" is limiting and doesn't benefit anyone, especially when working with people who have different operating systems.Sophie also touches upon her own autism diagnosis and the impact it has had on her relationships and perspective on past experiences. She reflects on reframing her past interactions and understanding why people may have reacted differently to her actions. This process has been challenging but incredibly insightful.The episode concludes with key takeaways that encourage listeners to be more inclusive and mindful of neurodiversity. Sophie emphasizes the importance of creating accommodations for disabilities, as they benefit everyone. By making simple adjustments such as providing fidget toys or wearing sunglasses, workplaces can foster an environment where everyone feels valued and supported.Overall, this episode of The Inclusion Bites Podcast provides valuable insights into neurodivergent experiences and challenges harmful stereotypes. Listeners will gain a greater understanding of the importance of inclusivity and discover practical ways to create an inclusive environment for all individuals, regardless of their neurodivergence. So, tune in and broaden your perspective on running on Linux!
Published: 21.09.2023 Recorded: 08.02.2023 Duration: 0:56:00 Downloads: 298 **Shownotes:**
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| | Sophie Power Freelance | |
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The Power of Media: Humanising Arabs and Muslims through Diverse Narratives
Exploring the historical portrayal of Arabs and Muslims in Hollywood, Evelyn Alsultany discusses the limits and possibilities of diversity work and the need for authentic representation to counteract one-dimensional stereotypes.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood invites guest Evelyn Alsultany to delve into the topic of humanising Arabs and Muslims. Alsultany, author of Broken the Failed Promise of Muslim Inclusion, shares insights from her research that explore the portrayal of Arabs and Muslims in popular culture and its impact on society.Alsultany begins by shedding light on Hollywood's long-standing habit of lumping Arabs and Muslims together as villains and threats to national security. Drawing from Jack Shaheen's book "Real Bad Arabs," she highlights the shocking finding that only 12 out of 1,000 Hollywood films featuring Arabs had positive portrayals. This repetitive depiction has contributed to negative perceptions and the restriction of Muslim civil liberties.The discussion moves on to the influence of media in shaping public opinion and supporting policies that hinder Muslim inclusion. Alsultany acknowledges the progress made in recognizing Islamophobia as an issue but questions the limits and possibilities of diversity work divorced from social or restorative justice objectives.As the conversation unfolds, Alsultany emphasizes the need for depicting a wide range of roles within the Muslim community to counteract the one-dimensional terrorism narrative. She cites various TV shows, including "We Are Lady Parts," "Rami," "Mo," and "Ms. Marvel," as examples of positive representation. However, she cautions against "feel good solutions" that prioritize diversity for financial gain without addressing past oppressions or promoting true inclusion.The episode touches on the concept of "crisis diversity," which examines how unprecedented responses emerge during times of crisis, such as the Muslim ban. Lockwood adds her perspective on the importance of recognizing diversity in people's thinking and prioritizing the human factor in creating a better world of work through inclusion and decency.Listeners will gain a deeper understanding of the historical portrayal of Arabs and Muslims, the power of media in perpetuating stereotypes, and the challenges and potential of diversity efforts. The key takeaway is the need to move beyond performative diversity and towards genuine acknowledgement of past wrongs, fostering inclusion, and creating lasting change.Tune in to this thought-provoking episode and join Joanne Lockwood and Evelyn Alsultany in their exploration of humanising Arabs and Muslims.
Published: 14.09.2023 Recorded: 07.02.2023 Duration: 0:55:00 Downloads: 280 **Shownotes:**
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| | Dr Evelyn Alsultany University of Southern California | |
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Balancing Two Worlds: Navigating the Complexity of Mixed Identity
Exploring the complexities of race, socioeconomic status, and the challenges of being a minority in the workplace, Holly Straker-Humphreys shares her experiences and insights on fostering inclusion and driving change.
In this thought-provoking episode of The Inclusion Bites Podcast, host Joanne Lockwood engages in a captivating conversation with guest Holly Straker-Humphreys. Titled "Too White to be Black and Too Black to be White," this episode delves into Holly's unique experiences and insights as a mixed-race woman who grew up in a predominantly white environment.Holly starts by discussing her socioeconomic privilege and how it led her to a senior corporate role. Despite this privilege, she feels a strong responsibility to uplift individuals from minority backgrounds who face limited access to opportunities. Representation, she emphasizes, is crucial in the quest for inclusivity, even though being a token minority can be uncomfortable. Holly shares how she uses her power, position, and experience to mentor people from marginalized communities, guiding them in their career and personal growth.Throughout the episode, Holly highlights the importance of finding a support system and connecting with people who share similar experiences. She recognizes the challenges of working against systemic structures, but remains passionate about the progress that can be achieved. Holly believes that everyone, regardless of their own backgrounds or identities, should continuously educate themselves about different perspectives.The conversation also touches on the impact of media on shaping perceptions and the challenges faced by those with natural Afro hairstyles. Holly shares her own experiences of discrimination, both explicit and subtle, and the lack of positive representation.One key takeaway from this episode is the significance of creating an inclusive environment in the workplace. Holly and Joanne discuss the implementation of Conscious Inclusion and Allyship workshops and a reciprocal mentoring scheme in Holly's previous organization, which led to positive changes. However, they acknowledge that diversity initiatives must be approached authentically and avoid reinforcing negative perceptions.Overall, "Too White to be Black and Too Black to be White" is an engaging and enlightening conversation that explores the complexities of identity, representation, and the challenges of fostering inclusion. The episode serves as a reminder of the importance of understanding and supporting one another, regardless of our differences. Tune in to this episode of The Inclusion Bites Podcast to gain valuable insights and be inspired to make progress towards a more inclusive world.
Published: 07.09.2023 Recorded: 19.01.2023 Duration: 0:57:55 Downloads:
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| | Joanne Lockwood SEE Change Happen | |
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| | Holly Straker-Humphreys Improbable | |
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In this captivating episode of The Inclusion Bites Podcast, Joanne Lockwood invites guest Jamie Read to explore the fascinating world of breath and its impact on our voice and inclusivity. Joanne and Jamie debunk common misconceptions about opera singers, shedding light on the fact that their power lies in resonance rather than physical size. They dive deep into the extensive training opera singers undergo to manipulate their voice and project it without the need for amplification. The episode explores how voice and breath are intertwined with identity, highlighting the experience of feeling like your voice doesn't represent who you are, which is not limited to the trans community. Misgendering over the phone and the struggles faced by non-binary singers in finding their voice are also discussed, emphasizing the importance of inclusive language and understanding. Joanne and Jamie delve into the influence of gendered differences in pitch, pace, inflection, and breath on how one's presence and command in a space is perceived. They also bring attention to the power of strategic pauses in captivating an audience, while cautioning against overusing them. Throughout the episode, Joanne and Jamie provide valuable insights on how breath plays a vital role in vocal strength and control. They explain the significance of taking in a big breath, the impact of different speaking techniques, and the process of anchoring to stabilize the voice mechanism. With thought-provoking discussions on societal conditioning, regional dialects, and the biases surrounding accents, this episode delves into the challenges and opportunities that arise in creating an inclusive communication environment. The key takeaway from this episode is that our voices, breath, and accents are deeply connected to our authentic selves and emotions. By embracing diverse voices, challenging preconceived notions, and creating space for inclusion, we can foster a more inclusive society. So, tune in to The Inclusion Bites Podcast and join Joanne Lockwood and Jamie Read as they unravel the power of breath, voice, and inclusivity. You'll gain a fresh perspective on the connections between breath, emotion, and identity, and discover powerful techniques to ensure every voice is heard and celebrated.
In this episode, our host Joanne Lockwood is joined by the insightful Ian Hatton as they delve into the topic of Awakening Dreams. Ian Hatton kicks off the conversation by discussing the deeply ingrained automatic thinking that often keeps people stuck in their beliefs and traditions. He shares a personal experience of being the first white person that some children in a traditionally black area encountered face-to-face, highlighting the separation between different cultures and their expressions of respect. Hatton emphasizes the need for mutual understanding and movement in both directions to bridge the gaps between cultures. He acknowledges that resolving issues of fairness and inclusion in South Africa, and indeed across Africa, will be a multigenerational journey due to historical dominance. The episode takes an introspective turn as Hatton explores the need to unlearn old ways of leadership that no longer serve us in this evolving world. He stresses the importance of learning from global diversity and the value of conversations between people of different ethnic backgrounds, allowing us to learn from one another and move forward together. Our guest, Ian Hatton, draws on his extensive experience working with leaders from over 80 countries, identifying the common problem of the need to be right in leadership. He believes this need stems from insecurity and impedes the trust, engagement, and creativity essential for effective leadership. Hatton offers a refreshing perspective on leadership, highlighting the difference between conscious and authentic leadership. He emphasizes the importance of emotional intelligence, vulnerability, and self-awareness in conscious leadership. The episode concludes with a powerful takeaway - leadership is about facilitating growth and trust, not about being right. By embracing conscious leadership and our own unique journeys, we can create positive change and leave the world a better place. Tune in to this thought-provoking episode of The Inclusion Bites Podcast as Joanne Lockwood and Ian Hatton challenge old ways of thinking, explore the power of conscious leadership, and encourage us to awaken our dreams.
In this episode of The Inclusion Bites Podcast, host Joanne Lockwood invites guest Steve Judge to discuss the importance of helping others achieve the GOLD in their life. Setting goals is crucial, but it's equally important to allow individuals to decide what their goals are. Forcing goals upon people can lead to pressure and stress. Instead, it's crucial to understand what people want and find common ground to achieve success.
One approach discussed in this episode is the Wheel of Life, which allows individuals to assess different aspects of their lives and identify areas for improvement. The conversation also delves into the challenge of visualizing professional goals when health and family are prioritized. The guest shares personal experiences and emphasizes the need to accept and focus on both aspects of life.
Steve Judge's background in the scouting movement offers valuable insights into goal setting and achieving success. He highlights the importance of finding support in one's "golden gang" and surrounding oneself with people who will be supportive and excited about ideas. The conversation touches on the evolution of the scouting movement, adapting to meet the needs and preferences of young people, and the powerful impact it can have on shaping goals and values.
The episode emphasises the concept of "Good to Gold," which involves knowing what you want, understanding your "golden soul" or purpose, determining the necessary actions or "golden gear," and building a team of supporters or your "golden gang." Listeners are encouraged to continuously challenge themselves, push their boundaries, and ask, "what more can I do?" to achieve their goals.
One of the key takeaways from this episode is the importance of having a supportive network and setting achievable, inspiring goals to reach personal and professional milestones. Steve Judge's unique story as a professional speaker and author, and his recently published book "GOLD", provide tools and messages to guide listeners on their journey towards success.
If you're seeking valuable insights and practical tips on setting, pursuing, and achieving your goals, this episode is a must-listen. Discover the power of the scouting movement, gain perspective on personal and professional growth strategies, and find inspiration to unlock your full potential. Join Joanne Lockwood and Steve Judge on The Inclusion Bites Podcast, and let's help each other achieve the GOLD in our lives.
In this episode of The Inclusion Bites Podcast, guest Matt Gupwell takes us on a powerful journey through his experiences with ADHD, autism, and dyslexia. Matt's unique perspective on neurodiversity stems from his own diagnoses, as well as his children's. He is proud of his conditions and considers them a part of his identity. Matt shares how he discovered his own ADHD during a conversation with an Australian professor at a conference on Asperger's. He bravely opens up about his struggles with depression and the transformative impact of his private ADHD diagnosis. Through Matt's story, we learn that it can be challenging for employers to recognize neurodivergent conditions in their employees. He highlights the importance of providing awareness training and employee assistance programs to support individuals with conditions such as ADHD, autism, and dyslexia. Matt encourages employers to create an inclusive environment where neurodivergent employees feel safe to disclose their conditions without fear of negative consequences. Matt also addresses harmful analogies like "superhero" and "masking," explaining how they can be damaging to individuals with neurodivergent conditions. He emphasizes the importance of authenticity and open communication for building positive relationships and support networks. Throughout the episode, Matt passionately advocates for open conversations about neurodiversity, addressing issues like suicidal ideation and diversity within the LGBTQ+ community. He shares his vision of a world where individuals with neurodivergent conditions are recognized for their rights and potential. One key takeaway from this episode is the value of neurodiversity in our society. Matt helps us understand that individuals with conditions like ADHD, autism, and dyslexia think differently and offer unique perspectives that can bring innovation and creativity to the world. Tune in to "Lighting the blue touch paper of understanding" and join Matt Gupwell and your host Joanne Lockwood as they delve into the complexities of neurodiversity, inspire change, and pave the way for a more inclusive world.
In this captivating episode of The Inclusion Bites Podcast, our host Joanne Lockwood welcomes guest Sylvie di Giusto, an expert in personal branding and professional image. Together, they delve into the fascinating world of first impressions, biases, and the power of embracing our unique qualities. Sylvie starts off by sharing her insights on biases in entrepreneurship, stressing the importance of understanding and positively influencing others' biases to shape perceptions and control conversations. She acknowledges the blending of personal and business online presence, urging us to be measured and conscious about the information we share. A personal anecdote from Sylvie reveals how an insecurity about her accent turned out to be a superpower, capturing the attention of international audiences. She encourages listeners to reframe their perceived weaknesses and uncover the strengths within them. The duo then explores the crucial art of making a strong first impression within seconds. Sylvie highlights the significance of genuinely caring for others, paying attention to body language, and conducting thorough preparation before engaging in conversations. She reminds us that caring is the number one word people across all industries want to see in a first impression. Sylvie offers listeners a unique opportunity for a free perception audit, which helps uncover their primary and secondary perception DNA. She delves into different perception categories, such as the Cosmopolitan and the Caregiver, explaining how she incorporates elements from various categories to adapt her approach with coaching clients. Throughout the episode, Sylvie shares personal tales, including being tokenized and embracing her transgender identity. She emphasizes the importance of recognizing talents as essential components of leadership skills while underscoring the value of soft skills that training programs cannot teach. The episode concludes with Sylvie shedding light on ikigai, the Japanese concept of finding joy and meaning in what we do. She stresses the significance of self-awareness and discovering our unique selling points to thrive both personally and professionally. To uncover more insights and gain a greater understanding of the power of first impressions, biases, and personal branding, tune in to this thought-provoking episode of The Inclusion Bites Podcast. It's your opportunity to harness your unique qualities and make every second count.
In this compelling episode of The Inclusion Bites Podcast, our host Joanne Lockwood delves deep into the concept of self-discovery and conscious decision making with guest Arnaud Saint-Paul. Titled "Leaving no stone unturned," this episode explores the transformative power of taking responsibility for one's life and making conscious choices to align with personal values and goals.
The episode starts by examining how the COVID-19 pandemic has shifted our perspectives on what is possible. Lockdown forced many of us to work remotely, challenging traditional notions of productivity and trust. While some major CEOs still believe that physical presence is necessary for fostering creativity and trust, Saint-Paul emphasizes the importance of acknowledging the productive capabilities of employees working from home.
We then dive into the profound impact of micro-decisions and societal expectations on our careers and relationships. Saint-Paul introduces his visual mapping concept, which helps individuals understand their core values and beliefs. He shares his experiences of guiding leaders through a 90-day program that unlocks underlying belief systems, empowering individuals to feel more at peace and coherent with themselves and the world.
The conversation then shifts to the topic of diversity and inclusion, highlighting the resistance and pushback some privileged individuals have towards meaningful change. Saint-Paul emphasizes the importance of reframing perspectives to recognize the larger benefits of equality and diversity, particularly in addressing global challenges like climate change.
The episode takes a personal turn as Saint-Paul reflects on his wake-up call at the age of 57, prompting him to re-evaluate his goals and take action towards better physical and mental health. He discusses the fear of disrupting one's current life and the importance of conscious choices in pursuing what truly makes us happy.
Through his own journey of gender transition, Saint-Paul shares how embracing one's true self can lead to radical transformation and decision-making from the heart. He encourages listeners to let go of limiting beliefs and make conscious choices that compound over time, leading to growth and success, both personally and in business.
The episode concludes with a powerful message of personal responsibility and trust in life's intelligence. Saint-Paul believes that humanity is ready for a positive transformation and that by taking responsibility for our own lives, we can collectively shape a more loving and joyful society.
Tune in to this thought-provoking episode of The Inclusion Bites Podcast, filled with insights and practical wisdom, as Joanne Lockwood and Arnaud Saint-Paul inspire listeners to leave no stone unturned on their journey towards self-discovery and conscious decision making.
In this thought-provoking episode of The Inclusion Bites Podcast, hosts Joanne Lockwood and guest Erica Simon delve into the importance of being an accomplice or coconspirator in the fight for equality and inclusion. They explore the pushback against anti-racism efforts and LGBTQ rights, shedding light on the misconceptions that arise from a lack of understanding and privilege.
Throughout the episode, Joanne and Erica emphasize the need for workplace and societal adjustments that benefit everyone, not just marginalized groups. They discuss the concept of accessibility, using their friend as a yardstick to test whether systems are truly inclusive or if they require help to use. They also highlight the importance of representation and consideration for voices that aren't typically heard, such as left-handed individuals.
The conversation takes a deeper dive into culture, exploring how it extends beyond ethnicity and faith to encompass micro-communities like disability, deafness, blindness, and trans identity. Joanne and Erica advocate for cultural intelligence, emphasizing the importance of learning and understanding others' lived experiences to create inclusive environments.
Drawing from personal experiences, Erica shares a powerful story about her transgender identity and the progress made in acknowledging transgender rights. However, they also address the pushback and hateful rhetoric that still exists, emphasizing the need to address both the progress and the pain experienced by marginalized groups.
The episode concludes on a note of appreciation for diversity and neurodiversity, highlighting the beauty in the different ways our brains work. Understanding and accommodating these differences can lead to more inclusive and empathetic interactions.
Join Joanne and Erica on this enlightening journey as they discuss how everyone can become an active accomplice or coconspirator in the fight for equality and inclusion. By listening to this episode, you'll gain insights into the importance of challenging existing systems, amplifying marginalized voices, and fostering an inclusive culture. Together, we can build a more inclusive society where everyone's needs and experiences are valued and celebrated.
Neerja feels that mere acceptance is not good enough, it has to be seen and heard. And of all the diversities, it is generational that holds the key to mankind's thrival as a species.
Even though Neerrja was accepting of differences, she was not able to convey it to her older daughter who worked from a far more evolved sense of empathy. From this anomaly, she concluded that mere acceptance is not good enough, it has to be seen and heard. And of all the diversities, it is generational that holds the key to mankind's thrival as a species. Generations are keepers of each other, they are the continuum of life, repository bring home to people the crying need for generational benevolence. I open their eyes to the threat generational dissonance can hold to our collective mental and emotional health. I share with them my failure in keeping up with my daughter who was clearly ahead of her time. I speak with a sense of urgency on the need to listen to each other. It is unacceptable to have one's young in pain. of life's DNA.Neerja brings home to people the crying need for generational benevolence. She opens their eyes to the threat generational dissonance can hold to our collective mental and emotional health. Neerja shares with them my failure in keeping up with her daughter who was clearly ahead of her time. She speaks with a sense of urgency on the need to listen to each other and believes it is unacceptable to have one's young in pain.Neerja's superpower comes from a deep interest in facilitating the growth and prosperity of our young. This draws upon the crisis of estrangement, mental ill-health and in extreme cases, loss of life resulting from a skewed generational communication and fueled by the grief of an acute personal loss. She can't bring my daughter back, but she can point out the pitfalls to others who are teetering on the brink.
Published: 23.03.2023 Recorded: 27.10.2022 Duration: 0:58:56 Downloads: 11
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| | Joanne Lockwood SEE Change Happen | |
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| | Neerja Singh The Seenager | |
The post A new diversity appeared first on SEE Change Happen: The Inclusive Culture Experts.
Kate believes deeply that everyone is unique and beautiful and has something unique and beautiful to contribute to the world.
Kate believes deeply that everyone is unique and beautiful and has something unique and beautiful to contribute to the world. When people are alienated because they are different from some kind of arbitrary 'norm' it is not only a personal tragedy for them, it is a tragic loss to the world. For Kate, DE&I is the mother of all "Win-Wins" - it is good for individuals, for organisations and for the world as a whole. And it is a passion of hers not just because of what she does professionally, but also as Mum to two amazing kids (now young adults) who are on the autistic spectrum, and her eldest is also part of the LGBTQI community, and she have seen the power of the (often unconscious) choices people make around DE&I to either deny or afford them their dignity.Kate is Master Coach, author and TEDx Speaker on the subject of authentic success. She supports individuals on their journey of self-discovery, so they can become all that they have the potential to be. Kate particularly enjoys working with the emerging future leaders of organisations, as it gives her the opportunity to create ripples of positive change within an organisation.In this episode, Kate wants to inspire our listeners to know that what makes the 'different' is what makes the special and is potentially the basis of their richest most extraordinary life. Kate believes in seeing the brilliance in others and reflecting it back to them and helping people to recognise and own their uniqueness and to see its value in the world.
Published: 16.03.2023 Recorded: 25.10.2022 Duration: 1:01:33 Downloads: 4
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| | Kate Trafford Cruise Control for Life | |
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Lynn is an eternal optimist who believes that life is just a game, we might not always win, but we have to play - but winning is better.
Lynn's vision for the future is for leaders to consciously choose someone from a diverse background or be more inclusive in their selection process - not because it is the right thing to do, but because they know that they are the better choice. She loves sharing her journey and experiences with others and if one person can be triggered to change, then that was all worth it. Lynn works with leaders experiencing a disconnect with their teams and together they become unstoppable.
Published: 16.02.2023 Recorded: 24.10.2022 Duration: 0:49:00 Downloads: 5
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| | Joanne Lockwood SEE Change Happen | |
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| | Lynn Erasmus | |
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Kat helps organisations write inclusive job descriptions and role profiles as part of the inclusive recruitment programme. Kat talks about her life on the road travelling across the US as someone who is Non-binary and who was assigned female at birth.
Kat grew up in a military, southern, rural family. Then, they worked at conservative organisations. They know what it feels like to hide in plain sight at work. Kat teaches people to write job postings to remove biases and get the right people to apply. Kat envisions a world where people can imagine a whole new life and get access to it through a job post no matter who they are. Oh, and for the best workers to get paid the most instead of the best negotiators.
Published: 09.02.2023 Recorded: 18.10.2022 Duration: 0:47:53 Downloads: 7
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| | Joanne Lockwood SEE Change Happen | |
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| | Kat Kibben Three Ears Media | |
The post Unhiding at Work appeared first on SEE Change Happen: Inclusion & Belonging Specialists.
I am a hypnotherapist and Master NLP Practitioner. I work with people 1-2-1 in a therapeutic relationship and also work as a public speaker to share my message with a wider audience. Every technique Caroline shares is one that she has tried and tested herself. In these tough times, staying positive in a world full of negativity is hard. How can you avoid being dragged down by your own fearful thoughts? How do you strike a balance when you are being pulled in so many different directions? Caroline has developed answers to these questions through having missed many opportunities due to anxiety, finally ending up in the hospital when the balance ultimately disappeared. Now as an award-winning therapist, author and anxiety specialist, she shares her experience and techniques, teaching her audience how to anxiety can be used to thrive. Caroline would love to live in a world where the priorities are kindness, generosity, and appreciation- things that we all have equal access to use.
Lis felt as though she didn't fit in, or belong for most of her life, due in large part to an undiagnosed mental trauma. She is now on a mission to wipe out shame for good. The shame and self-rejection she felt impacted her destructively in different ways over several decades; she hated herself and didn't believe she deserved happiness. She now shares what she learnt on her own journey of personal transformation so that no-one else has to suffer as she did.
Mike helps clients achieve positive mental wealth through building handpicked support networks and helping them unlock significant performance improvements. He believes Mental Wealth comes from the pursuit of your true potential and positive wellbeing with a committed support network the Mental Wealth Team.
Both professionally and personally Moreen works on challenging beliefs, norms and assumptions that keep oppressive cultural, institutional practices and decision making in place, with often devastating consequences. Through training and communication, she wants to work towards her vision of a more just society.
Science confirms, we simply can't learn if we don't feel like we belong. Lysette is all about learning and breakthroughs, and explains people have to feel safe for that. She helps to provide the insights, knowledge, experience, skills, strategy to level the playing-field so that everyone knows how to 1. Pass exams first time, and 2. break through the glass ceiling, especially in male-dominated industries.
Sam's mission is to spread autism acceptance by sharing his own story about being excluded and how inclusion has affected his life. His D&I vision is that we all stop judging a man or a woman and see who they are beyond what you see on the outside.
Clare launched a grassroots regen initiative in her high street 10 years ago, which transformed her thinking about leadership and where potential really lies. She believes people are capable of so much more when given the right environment to contribute. She says that all of her experience, meeting amazing grassroot innovators and building communities, has shown her that when people feel connected, belong, and have ownership they can achieve extraordinary things.
Shelley is a passionate believer that every human being has genius within them and should be free to express their gifts and who they are and is very good at being with people who are struggling or in deep pain, and helping them to chart a way forward.
She became a psychotherapist after thinking she was insane as a teenager and had a mentor who taught her about having a sales mindset, which she confesses was a game changer for her. Shelley believes we have gone backwards - more transphobia than ever before as trans people have developed a louder voice.
She ran a travel business and has been to over 80 countries. Started, what was then, the largest UK charity supporting trans people. Shelley is married with two children and two grandchildren In the past, she has even run training courses on gender identity for psychotherapists in Canada with indigenous Canadian Indians.
As a speaking coach, she has learned over the years how many people are hiding themselves, afraid to speak up and stand out because they don't fit into typical cultural or gender norms. Diversity in the professional world has become an important issue to me from the perspective of helping individuals bring their whole selves to their presentations.
Nicole became an accidental technologist, it wasn't her career idea. She had been a techie for more than 20 years and the only woman not only in the tech team but also the only woman in a whole office. She has worked on all sorts of technologies. She has seen, heard, and been the subject of bias - from men and women. Queen bee syndrome in technology has been a problem, it's horrible to look at yourself and recognise this in an older version of you. I've grown and I want to make sure that other people do too. Grow, learn and evolve. Nicole is also an "invisible bi" because she is married to a guy and live in a chocolate box-looking money pit, thatched cottage with their dogs and cat. She tries to keep her perimenopausal self fit, but mostly she talks about keeping fit and eating copious amounts of chocolate.
Stereotyping occurs across all generations, and all involve myths, such as someone being ‘being past your sell by date’, or younger people ‘having no experience’. The challenge with myths is that we all have them and need to work to quell them and instead learn more about each other and accept and celebrate differences and variations.
Khakan felt, even from a young age that he did not really fit in. He felt different but was not able to label it. He felt that he wasn’t masculine enough to fit in with boys and stood out for liking to play with dolls and what were perceived as typically feminine games. He also didn’t fit in with girls as at school as they didn’t like to mix with boys.
Status quo about what being welcome and valued should be, inclusion is a feeling that comes from within, so if we don’t feel included it is because what society or a specific organisation/business are doing does not help us feel included. They should be creating an environment that is open to everyone – to Esi it should feel like a breath of fresh air, rather than for her, as a wheelchair user having to mitigate all of the barriers she is confronted with.
Andrew, in a former marriage, was a long-term victim of domestic abuse. He is now a passionate campaigner on the topic and takes a non-gender stance to it.
Hung as a “triple migrant” believes when you are from an ethnic background that is not native to a country you end up living in, although you learn to follow the social rules and obey cultural values, you may never fully feel part of that group, without caveat. He remembers from his childhood trying to work out how he could belong better so that he didn’t stand out, even trying to wash his face for longer to make it appear whiter, after taunts that he looked dirty. This need to fit in can go in the wrong direction, with built up bitterness at not feeling including leading to either the person trying to over correct, becoming hyper assimilated, or going the other way and rejecting the culture that rejected you, and risking becoming permanently marginalised. Hung wants everyone to understand that it is OK to not feel like you belong.
Michelle always thought she understood human behaviour but began to question this after she was caught in the 2004 boxing day tsunami in Sri Lanka. It was during the aftermath she learnt she didn’t know as much as she thought, as she witnessed people, she knew acting in ways she didn’t expect or recognise, driven by something she wasn’t aware of, their core subconscious driving forces.
Iain is a 54-year-old heterosexual white male whose wish is for everyone to just be able to be themselves. He is aware that these characteristics put him in a privileged position, so he was worked hard to raise his own awareness on the topic of diversity and inclusion.
Rachel is a dual national who sees her home as Australia, despite being born and now residing in the UK. She lives in the North and is proud to possess a unique mix of accents. She now works as a broadcaster after a career in nursing, a talent she says she has always had but that needed the right set of circumstances to come out.
Many organisations say that they treat equality, diversity & inclusion as a ‘must have’, yet often it is an area where budget is not prioritised, raising the question as to whether this is now a ‘tick box’ exercise designed to merely avoid scrutiny
Greg believes we reuse the same lingo and terminology, i.e. ‘bringing your authentic self to work’, used as well-meaning terms, but without unpicking both what they mean to us and the people we are using it on. He believes people get caught up on the ‘lingo’ rather than the motivation behind the statement.
Marcus believes we very rarely self-reflect because we are busy and fixated on carrying on doing things the way they have always been done, holding lots of attachment to received wisdom. He thinks that any important process should be reviewed every 3 months to consider; why did we start doing it this way, why are we still doing it this way, and does it serve our purpose and if it doesn’t, is there a better way? If you want better answers, you have to ask better questions.
Growing up Andi never quite felt as though she fitted in, despite as she says, ‘playing the game’ and following expectations by going to university and then starting her career in the corporate world. Throughout this time, she felt she was hiding who she was, her intrinsic self.
As a woman of colour living in Wisconsin, Briana feels a constant pressure to act a certain way, look a certain way or respond in a certain manner making her feel as though what she is doing is wrong and in fear of being labelled ignorant or too aggressive. Her dream is for everyone to not be defined by any one thing and be able to be themselves, unapologetically.
Lulu used to be a criminal defence lawyer, fighting for people’s freedom from incarceration. She is now a coach and uses the word ‘rebel’ and all ‘rebels want freedom’ in her branding, especially the term ‘she rebel’ those who don’t just want freedom for themselves, but for everybody. Lulu believes as a society we are on a tipping point of exploring what this looks like and how much women have to contribute to this narrative.
Mandy joined the Royal Air force in 1994 aged 21 and became part of the first group of women allowed to fly fast jets and only the second woman to fly the Tornado GR4 on the front line. She never struggled being a woman in a man’s world during the training or felt that she stuck out as the whole group banded together. She did however start to notice this more when she joined her squadron as the first woman pilot within that group.
Mindy believes there is broad recognition that we don’t have a level playing field in many sectors/pockets of society and she believes things can be different. She looks to inspiration; working with people that want to inspire others, but says they too need to feel inspired. They need to feel that they are going to be given a chance for their voice to be heard and she works to create opportunities to allow this. It is easier to speak out since the introduction of the internet, but it is about what happens after, it is about gaining traction, having an audience, and seeing your words make a difference. We cannot control how our message will land, or how people will react to us, but Mindy says if we do our best, with the right intentions then it will land. She often sees people getting upset when they don’t get traction, but says perseverance is key.
We all accumulate a vast amount of knowledge during out lifetime but how do we download this, and what happens to it all, especially specialist knowledge that has the power to make a real difference?
Antoinette works with women in leadership to help further their careers, as they often contact her after experiencing imposter syndrome, confidence issues or feeling as though they were holding themselves back.
Tony helps people to make habits automatic. This started when he began to immerse himself in all aspects of health, he found he was easily able to impart his knowledge to others, but this didn’t translate into them being able to implement what they had learnt into their lives. . It was only when he read the book ‘tiny habits’ that everything clicked in to place and he realised that by starting small, scaling up gradually over time, you’re more likely to succeed in whatever behaviour you are trying to automate. If you set yourself an unachievable mission, you will often not enjoy it and feel deflated if you are not able to achieve it.
When soldiers were returning from the trenches after World War I, the government launched an initiative called ‘homes for heroes’ and Mushtaq thinks that this is just as important today as we face multiple housing crises. He believes we need to, as a society build homes that are suitable for today’s need and to help people live and thrive. This crisis has been going on for last 30-40 years fuelled by the governments push on home ownership as the tenure of choice, houses being sold off through homes to buy resulting in being priced out of housing market as cities become unaffordable, and people spending a higher percentage of their income on their housing.
Diksha has been a practising therapist for 23 years and offers integrated wellbeing services for women helping them manage stress, anxiety and pain. She uses pain as a generic term to include physical, emotional, mental, societal and spiritual pain. Through her therapy she enables women to find their own strengths, embracing pain they may have experienced so they can work through it and begin to live their true potential, without societal pressures.
Penny started her career as a Project & Programme Manager, working to ensure every programme was as good as it could possibly be and quickly realised that in order to achieve this she needed to focus on the attendees. She was just getting into her stride with managing in-person programmes when September 11th 2001 shifted her ways of working and forcing her to be an early adopter of virtual working. She was subsequently able to operate as a consultant to advise others on how to do this successfully and at short notice when COVID hit.
Inclusion is more than a buzz word in 2021, it is a critical business priority. The main message Neil shares with the Business leaders he works with is ‘don’t leave it to your HR Director’. Inclusion needs to be companywide and often a fundamental shift to ensure that employees feel comfortable within the environment you have created and can therefore perform to the best of their ability.
Until we are free of the discrimination that comes from not looking like or being like someone else then none of us are safe and none of us are really free. The same is true for inclusion, if the world that you are in does not include everyone then it isn’t the full world, it’s a bit of the world that isn’t fully representative or a safe, happy and fair environment for everyone.
Tom was naturally artistic, something that was encouraged by his mother and led to him becoming a vocal harmony facilitator. He had chosen this career path, in part due to a belief that this would finally see him be part of a group and feel included – standing in the middle of the circle with everyone looking at him. But it was during this time he realised that he could not engineer being in a group, this would naturally happen and only by being his authentic self.
There has been a lot of legislation to ensure that we are treating everyone as equals, but this has made some people believe D&I has happened, or that we don’t need to do any more. If we take that stance, to let things run as they are, change will still happen but too slowly.
Politics in a social sense is distribution of services, who gets what, who counts, whose experience is promoted and whose is vilified. Our own personal experiences are a political point and are what count, what happens to us is a reflection of how and where we live. The statement ‘Personal is political’ comes from a book that Laura first read when she was 7, called Women’s Room. Re-reading the story aged 17, she realised her own experiences, especially around inclusion, feeling left out and not being given an equal chance are what politics are about.
At the end of ‘live’ Conferences, Pam gives each attendee a gold star, as a reminder that they are a star – someone truly amazing, with the ‘r’ standing for, yes really. These sessions are designed to help people realise what they bring to the world, to identify and stop denying it, to celebrate it.
Whilst working as an accountant, Mark kept his love of magic a secret from his clients, worried that it would adversely affect his professional credibility. It was only after being made redundant that he decided to focus on his passion for speaking, writing, and mentoring and is now happy to reveal his passion for magic, believing that you need to reveal parts of yourself and be your authentic self.
How many hats do you wear and if we change hats for labels, which labels do we apply to ourselves or do others apply to us and how interchangeable are they? When does one label become more dominant? Individuals are multi-faceted, and our leading labels will vary, depending on the context at the time.
It was only after leaving her job due to suffering with low self-esteem, palpitations, anxiety and memory loss that Lauren discovered from her GP that all of the symptoms she was accrediting to onset dementia was actually due to going through the early menopause. This prompted her to start working on raising awareness and understanding of the menopause - something that is just a natural life stage and stop any other woman going through the same thing she did.
Susan from an early age has been an introvert. Through her own life experience and client work she is aware that introverts tend to be underestimated and not as visible as they could be so can miss out on opportunities and be overlooked for promotions. In corporate culture it is not always the person that works the hardest that gets rewarded, it may be the person that is most vocal and seen.
Derek believes we implement so many rules that people begin to look for loopholes and they lose their power. Derek argues we should change our approach, starting with pupils at school and stop worrying about what they are learning, instead teach them how to learn. Once they have that skill, they can learn anything that they wish, which will carry them through life. It should not matter who we meet in our lives, we should be able to rely on our listening and communication skills.
Fear and anxiety are universal and unless we manage to conquer them, they can hold us back from performing our best and reaching our potential. Despite the richness of our society there are still too many people that are discriminated against, mistreated, bullied, or ignored. Mark works on empowering these people and offering techniques on how to deal with this effectively and appropriately to ensure they can reach their full potential.
Amy believes who you are, what you do and what you have is all within your control and what you want to have determines what you become and what you do. She is a strong advocate for switching from just existing to living. Like the Henry Ford quote, ‘whether you think you can or you think you can’t, you’re right.’ You must put the effort in to get results.
Growing up in Ukraine, Ryals lived through the revolution, a time of suppression where he did not feel comfortable to come out as gay. It was only through moving to the US and finally coming out that he found acceptance and was able to let go off the anger he had held onto for so many years. He is now using his lyrics to empower people because, as he says, “we are all the same at the core and all need acceptance and love.”
A white male seems to become the default norm that we benchmark others upon, and we want to assimilate everyone to the same standards. The western world has built its economy on power, wealth and control and we want to compete and be better than others, and we assume everyone feels the same way. We still do not see other cultures as on a level playing field to us – it still matters where you come from and we fear the unknown. To become anti-racist needs not only a fundamental change on an individual level, but also as a culture and how do we take the first steps to achieve this? But if we were to embrace our differences would we all have more enriched lives?
Sarah is passionate about creating a culture that raises others up to allow the creation of a level playing field. We discuss how she has overcome her own fears and now uses her voice to challenge our systemic and historical inequalities. We live in an unequal world and need to recognise what we can do to empower others and ourselves to change this. By creating an open dialogue, we can begin to make our workforces more agile and as a result more inclusive. The recent pandemic has highlighted the importance of inclusive practices and acted as an accelerator for change, but how do we ensure that this continues?
Join Laurie as they give a no-hold bared view of how their are so many misconceptions of Autistic People, the language, terminology and tropes that propagate many myths. Laurie is themselves an autistic person and is also the parent of autistic children. They share some insights of the challenges they face parenting and in the world of other parents and society. Laurie is a trainer and speaker on the topic of autistic and neurodiversity inclusion to make the workplace accessible.
As an Internet of Things (IoT) innovator she not only creates the future but she also shapes it. Jacqui talks about the challenges that she is advising the UN and governments from around the world on creating technology and online systems that are inclusive for all, and when she says for all, she means all people from every country. Jacqui has spoken at Davos and met with the father of the modern internet, Tim Berners-Lee. We explore how the world has changed over the last 20 to 30 years due to the birth and growth of the internet, but we must also recognise that we must remain vigilant of Bad Actors and the Dark Web. How this technology develops as the norm for Gen-Alpha and Gen-Beta will shape the world for the future. How can we now ensure that the Boomers and Gen-Xers are not left behind? Listen in to this fascinating conversation with someone right at the heart of this evolution.
Disabled people face a real challenge when using public transport. If we focus on the social model of disability then it is the environment that leads a person to be restricted or denied service due to the disability.
Andy talks about the work he does with transport companies, especially one particular rail franchise's approach to Inclusive design for services, that takes into account the necessary adjustments to ensure people of any disability can find that they are being considered.
He also talks about his experience as a Paralympian and how his life changed for ever during a sporting event in his youth.
There is plenty here for organisations to take away in terms of steering their own thinking around accessibility for all.
Do you know the difference between stress and pressure? Ruth talks about the difference and how illnesses can aggravated by everyday stress that is allowed to build and escalate unchecked. By using techniques we can learn to reduce our stress levels, organisations can also promote good health by removing some of the causes of stress in the workplace. Each person can have their own triggers, often something in their personal life, a lived experience or even some childhood memory that doesn't get left behind. Negative experiences can build and compound and we just aren't able to offload without tackling our stress as an illness. With Health and Wellness being promoted in many organisation it is important that learning to overcome stress is part of their Good Mental Health programmes and to remove the sigma of talking about their stress.
Many women face challenges when trying to progress their career, often organisation don't put enough support in place to help women plan their careers. Gillian talks about some of the factors that can often hinder women, some of them structural and some that are down to their own life choices and desires. We talk on the topics of Debiased Recruitment practices and the whole topic of Meritocracy in hiring and progression that often discriminates against those with less typical characteristics. Gillian also talks about her lockdown project of writing and publishing a book that was her daily journal from the past 6 months, including some topic observations and ironies from this COVID-19 shared experience we've all endured.
Jackie talks about her views on how organisations can develop their diversity and inclusion programmes by expanding on the baseline of unconscious bias training to look more intersectionally with a focus on the power imbalance and privileges that exist in the workplace. Jackie feel that that only by using a collaborate strategy that involves everyone and being proactive in our ally-ship is the only way we, as a society and our organisation can truly more a shift change in attitudes on inclusion. All to often diversity is focused on without looking at the underlying culture issues that need to be overcome first.
Madeline shares how she overcame her own shame and stigma of being the victim of a gang rape at the age of 13. She is now an activist for speaking out for other victims of rape to challenge how these victims who are most often women are treated by both the system and society.
Through her own strength, that took many years to find, she is a storyteller with the Forgiveness Project that works to shares stories of forgiveness in order to build hope, empathy and understanding. Madeline is also a patron of “SAY Women” and “Justice is Now”. At this time of lockdown with COVID-19 we have to recognise the increased level of domestic abuse and be able to actively support those victims to speak out and be heard.
We are all living in an online world, connected 24x7 without much chance to switch off and recharge. When I caught up with Ling we discussed the impact of living in this connected world on our mental health. We explored the additional pressures that have been introduced by COVID-19 through travel restrictions, wearing masks and the impact on our daily lives. Ling is a former Mental Health nurse of Chinese decent and has foundered a social enterprise where she works with people to help them rediscover acceptance, love and respect to connect back with themselves and society.
In this episode Joanne talks to Hend Halim, a Muslim woman who was born in Egypt and now lives in the UK with her husband and young child. Hend talks about how she was raised in a society that was intolerant of LGBTQ+ identities and how she found the UK and Western Culture around inclusion alien to her at first.
She talks about how she has invested her own time to learn and embrace an open culture where there is freedom of expression. Hend also talks about her surprise at the levels of intolerance in the UK culture when it comes to LGBTQ+ and Trans people in the UK and is herself a passionate ally and dedicating her career in the D&I arena.
We are in the midst of a world dealing with the effects of COVID-19 and in the middle of this the shocking images and videos of George Floyd hit our screens. A man, a black man murdered by Police Officers in the US has now reignited the global #blacklivesmatter movement. Gamal doesn't speak for any one but himself, and we talk about the world we are in now, the impact of Grenfell Tower, Windrush and now this, together with about how White people need to understand what it means to be white and how they can help push the bolder up the hill to help take the strain of racism.
Please join in the conversation and leave your comments below.
In this episode Joe talks about his career and times spent in the pursuit of LGBTQ+ visibility as a journalist, editor of gay times and most recently as the co-founder of Queer Britain, which is the first fixed location museum of Queer History based in London. Joe also talks about the onslaught that trans people are facing at the moment and the struggle that some queer people are having during lock down. We are even joined at one point by Joe's mum who interrupts us with a "hello son" phone call - the joys of bringing out whole family to work with out remote working environment. Please join in the conversation and leave your comments below.
Nic is a statistician, a trained therapist, TED Speaker (without the X) and the founder of Friday Pulse, who specialise in measuring and improving team morale. Nic says that his super power is being able to see the patterns between things, and then being able to communicate that simply without being simplistic. In this episode Nic talks about his TED Talk experience and how his organisation is working with companies to measure the impact of people focused initiatives.
Michael describes himself as a Transformational Life Coach who's super power is being an active listener that is full of compassion. Through his coaching he helps people find a way to achieve what has been holding them back. During his journey he has also had to face his own challenges of coming out as Bisexual and confronting misunderstandings from many. Michael talks in this episode about the work he did managing stages at Bi Pride in London in 2019 and the value he gives back to the LGBTQ+ community through his coaching and support as The Rainbow Coach. Please join in the conversation and leave your comments below.
Lewis started his career as a holiday rep, but soon he was back in the UK for a "proper job" and found himself working for a company that bullied and discriminated against him, because he was gay. Lewis moved on to a new organisation where he has been embraced by the company and now helps to organise his local Pride and has even started up an LGBTQ+ football team. Listen to Lewis as he describes these experiences as a person who isn't just going to go with the flow. Please join in the conversation and leave your comments below.
In this episode talks about his career as a BBC presenter and how he moved into comedy. Jeremy then talks about where the line lays in terms of inclusive humour, when it can over step the mark and how it can be delivered without causing offence. There is a fine line between comedy that is funny, and that which is at someone's expense - this especially important in the workplace. Please join in the conversation and leave your comments below.
Scott talks about his life experiences, his TEDx talks and how he discovered his voice. He talks about his work with #wholemanacademy and through this organisation wants to tell stories of male experiences to remove the stigma of male vulnerability that often lead to high rates of male suicide. Please join in the conversation and leave your comments below.
Katie talks about the lead up to her transition and her nervousness. This was not only a personal risk for her, but also for that of her photography business, a business that she had established and grown in her male persona for over 20 years. Anxious about how her customers would react she nervously "press send" on an announcement. She goes on to talk about the challenges she has had since and also how she has expanded as a Transgender Ambassador helping business become more trans inclusive. Please join in the conversation and leave your comments below.
For this episode, I am joined by Dr Lynda Shaw, who holds a doctorate in cognitive neuroscience, and specialises in unconscious processing of emotion and behavioural change. We discuss how our brains fool us, create biases through heuristics. We discover how some of our previously held beliefs are now being re-written by advances in our understanding of neuroscience. Nothing is out of bounds; gender identity, stereotyping, and how we create in and out groups which leads to discrimination and exclusion. Please join in the conversation and leave your comments below.