The D&Igest: A Diversely Podcast

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There’s a huge talent pool out there that’s largely untapped. In this episode, I sit down with Emma Freivogel, the Founder & CEO of Radical Recruit and Co-Founder at B-Radical to learn more.

Emma moved from Australia to London 11 years ago, and since then, she’s built Radical Recruit as the UK's only charitable recruiter for businesses that want to level the playing field for radical people and communities.

We dive deep into the process that Radical Recruit goes through in hiring people who’ve suffered adverse life experiences, such as prison leavers. Emma gives her view on the business case of hiring people from these backgrounds and how they’re convincing organisations.

Emma shares some incredible stories of the lives that Radical Recruit has changed. From the challenge Emma faced with putting together a CV for someone who had spent the last 10 years in prison, to the financier who was let go after 26 years as a result of a retrospective DBS check and is now running a business and making more money than ever.

The lack of available support for prison leavers is causing people from these backgrounds to go right back to where they started. Emma’s mission is to change this, to decrease homelessness and help businesses reap the benefits of this unique form of recruitment.

Covered in this episode -

The benefits of hiring people from diverse backgrounds.
The issues with the lack of support for prison leavers.
How Emma put together a CV for someone who had spent the last ten years in prison.
The story of a financier who was let go after 26 years after a retrospective DBS check.
Discovering what people are good at when they have no confidence in their skills.
How Radical Recruit is able to derisk the hiring process for organisations.
What is the response from organisations after hiring through Radical Recruit?
How to get involved with hiring more radically.

LEARN MORE

Radical Recruit - https://radicalrecruit.co.uk/Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Emma Freivogel on LinkedIn - https://www.linkedin.com/in/emmafreivogel/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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83% of people experiencing an accessibility problem on your website will leave. So why are so many websites still not tailored to people with disabilities?

Ross Linnett is the CEO and Founder of Recite Me - an inclusion tool that allows websites to be used more easily by people with dyslexia, visual impairment, and numerous other accessibility needs.

Ross learned of his dyslexia at university when he realised something was holding him back from getting the grades he deserved. After benefiting from a piece of life-changing accessibility software, Ross was driven to campaign for companies to be held accountable for adopting accessibility standards on their websites.

In this episode, Ross shares his story and we dive deep into the accessibility issues causing people to bounce from websites and purchase elsewhere. We learn about what has changed so far in website accessibility standards and the work that still needs to be done. And we speak about the challenges that children with dyslexia are facing and how the education system can contribute to them.

Covered in this episode -

The accessibility challenges that are causing people to leave websites and buy elsewhere.
How software can transform the lives of people with dyslexia.
The historic standards that websites still follow today that are causing accessibility issues.
Rethinking dyslexia - why companies need to understand it better.
The state of laws around website accessibility.
How dyslexia can affect schooling.
Advice for parents of neurodivergent children.

LEARN MORE

Recite Me - https://reciteme.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Ross Linnett on LinkedIn - https://www.linkedin.com/in/rosslinnett/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Since the Black Lives Matter and #MeToo movements, organisations have started to take more notice of DEI in the workplace, but things still haven’t progressed at the speed that we would hope for.

In this episode, we sit down for a frank, honest and practical discussion with Sheree Knowles, Chief Executive Officer at HR Knowledge Source.

Sheree has been in the human capital space for three decades. As head of HR, she found herself taking on roles within DEI for organisations looking to fulfil DEI targets. This is what fueled her passion to move these organisations beyond what was merely a box-ticking exercise and into a better understanding of how hiring for diverse talent can benefit not just the individual, but the organisation, too.

Sheree speaks with us about how she has been able to sway opinion within the organisations that she’s worked with, such as the tech company that she helped to place more women in technical roles. We speak about the ‘tapestry of diversity’ and how invisible diversity comes into play. We discuss George Floyd’s murder and why it was such a turning point for the world, as well as the differences across the world in attitudes towards DEI, and so much more.

In this episode, we cover -

How Sheree was able to change opinions after her DEI workshop was shot down.
How to ‘find a bigger pond’ to find a more diverse range of candidates.
The damage that ‘masking’ can have.
How to do DEI training that works.
Why the murder of George Floyd was such a turning point.
The DEI mistakes that many organisations made when attempting to bring it to the forefront as a result of the Black Lives Matter movement.
What does equity mean for business owners?
‘Calling people in’ vs. ‘calling people out’.
Tackling the backlash to change.

LEARN MORE

HRKS - https://www.hrknowledgesource.com/Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Sheree Knowles on LinkedIn - https://www.linkedin.com/in/shereeknowles/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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4 in 10 men believe that inclusion has gone too far the other way. This is according to Lee Chambers’ research with Male Allies UK.

Lee was awarded the UN Women’s Changemaker Award in 2023, and in this episode, it’s clear to see why. Lee started Male Allies UK, an inclusive wellbeing business after exiting from his first business and going through an eye-opening period of discovery.

Lee shares with us the inspiring journey to breaking all expectations to build a highly successful business that took off faster than he’d ever imagined. We speak about Lee’s illness, and how this led him to look at his life and business in a whole new light.

After making the switch to becoming a full-time dad, Lee’s eyes were opened to the challenges that women face and the change that is desperately needed.

In this episode, we cover -

How we can tackle pushback to change.
How did growing up black in a poor socio-economic background shape Lee’s D&I perspective?
Lee’s experience with exiting a successful business and realising he’d ‘climbed the wrong mountain’.
How Lee was able to reframe illness as a positive to his business.
Lee’s eye-opening journey that led him to start an inclusive well-being business.
The business skills Lee picked up from being a stay-at-home dad.
How experiences of all-female pitching teams and all-male pitching teams differ.
The D&I missteps leading businesses to lose candidates.

LEARN MORE

Male Allies UK - https://www.maleallies.co.uk

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Lee Chambers on LinkedIn - https://www.linkedin.com/in/leechambers-1/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Are you connecting with the communities that you serve in a meaningful way? In this episode, we speak with Tomasz Dyl, founder of GottaBe! - a marketing agency that specialises in multicultural marketing.

Tomasz moved from Poland to the UK 20 years ago. He didn’t speak a word of English, but four years later, at the age of 17, he started his journey and took Western Union as a client.

Tomasz found a gap in the market - brands looking to reach out to Polish people living and working in the UK. Tomasz has filled this gap by providing diverse marketing solutions that build bridges between brands and ethnic minorities in the UK.

As well as learning about Tomasz’s inspiring story, he shares his insights into how understanding and implementing multicultural marketing has a direct effect on recruitment and customer acquisition and retention.

We get a ton of actionable advice in this episode on how organisations can begin to connect with diverse communities better, both online and offline, in a genuine way.

In this episode, we cover -

What is multicultural marketing/ethnic marketing?
How Tomasz Dyl was able to launch his agency at 17 and take on Western Union as his first client.
The effect that multicultural marketing has on recruitment and attracting and retaining customers.
How marketing can be tailored to particular ethnic groups.
Tomasz's view on where the UK is from a D&I perspective.
Simple changes that organisations can make to improve their multicultural marketing both in-person and online.

LEARN MORE

GottaBe! - http://www.gottabeethnic.co.uk/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Tomasz Dyl on LinkedIn - https://www.linkedin.com/in/tomaszdyl/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Sports recruitment has a ways to go in its journey to truly inclusive hiring. Founder of levelequals, Francis Kelly, joins us in this episode to share with us the answers to inclusive recruitment.

levelequals is a consciously inclusive talent partner for sports organisations that creates a fair and inclusive process for candidates. They’ve worked with large organisations such as the Premier League and Premiership Rugby and small NGOs like UK Deaf Sport and Cerebral Palsy Sport.

We speak about the current state of diversity and inclusion in sport today, and why it’s so important for businesses to hire inclusively. Francis gives us insight into the process that levelequals goes through to reduce bias in every stage of the process. He offers actionable tips that organisations can take to get started with making a change.

We speak about the ‘wall of silence’ that’s putting off talent from ever applying and how to break it down, and why the process of inclusive hiring can never be rushed. We also get insight into the key milestones in Francis’ life that led him to start levelequals.

In this episode, we cover -

The state of D&I within the sports industry.
Why does sport need more inclusion?
The ‘wall of silence’ putting people off applying for roles and how to break it.
Is bias more of an issue in sport?
The correlations between back-office and on-the-pitch diversity.
The key things that organisations should be considering to encourage a diverse range of applications.
Why inclusive hiring takes time.

LEARN MORE

Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Francis on LinkedIn - https://www.linkedin.com/in/edib-recruitment/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Is prison-ism the next bias we need to address? Our guest today believes it is, and shares with us his fascinating lived experience that’s sure to get you thinking.

In this episode, we’re joined by Jazz Singh and we delve into the often-overlooked talent within the prison leaver community and tackle the concept of the prison skills economy. Jazz grew up in East London and suffered racist bullying throughout his education. His education put him on a path towards a career in law, but the discrimination he faced pushed him in a very different direction.

Jazz describes the situation that he found himself in and the choices he made which led him down a path of drug abuse and his eventual three-year incarceration. The day he was sentenced, he decided that things had to change. He spent the next three years building himself back up and since then has become focused on helping people become the highest version of themselves.

In this episode, we cover -

The overlooked talent pool of prison leavers.
The challenges Jazz faced as a brown Cockney growing up in East London.
The path that led Jazz to spend three years in prison.
How Jazz was able to coach 3 other inmates to sell £92k of IT courses in under 6 months.
The kinds of people Jazz met in prison and their stories.
The open prison system and how it works.
The biases in education and other factors that contribute to the prison pipeline.
How companies get involved with becoming part of the solution.

LEARN MORE

Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Jazz on LinkedIn - https://www.linkedin.com/in/jazz-singh%E2%9C%A8-a0b808222/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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The theme for International Women’s Day 2024 is #InspireInclusion, and our guest today fits that theme perfectly.

Shelmina Babai Abji is a prolific keynote speaker and former VP of IBM. She is also the author of SHOW YOUR WORTH - the book that helps underrepresented women accelerate career success and fast-track into leadership roles.

Shelmina shares with us her inspiring story from her humble beginnings in Tanzania, to travelling the world to attain her degrees before realising her life’s purpose of advancing gender equality in leadership roles.

After finding her first job in her field, Shelmina quickly realised that finding her voice and her confidence and ultimately bringing more value to the organisation than what was expected of her, was essential to her finding success.

She brings a wealth of experience and insight to this conversation for anyone looking to fast-track success within their organisation.

In this episode, we cover -

Becoming confident in your own worth and the unique value you can bring to an organisation.
The keys to being heard within your role and progressing.
Why prioritising is so essential to success.
Learning when to say no.
The real meaning of perfection at work.
How do we move gender equality forward?
How do we ensure that IWD 2024 is more than just a hashtag?

LEARN MORE

International Women’s Day 2024 - https://www.internationalwomensday.com/

Show Your Worth book -https://books.google.co.uk/books/about/Show_Your_Worth_8_Intentional_Strategies.html?id=UoA_EAAAQBAJ

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Shelmina on LinkedIn - https://www.linkedin.com/in/shelmina-babai-abji/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Rocki Howard became frustrated with the lack of resources that leaders of SMBs have to create safe environments for their people, which drove her to build Diversiology.io - a platform designed to support SMBs in their diversity, equity, and inclusion efforts. She is also a speaker, podcaster, a mother of four and so much more.

But the road to get to where she is now wasn’t easy. Rocki grew up in an abusive household and poor economic conditions. She shares with us the inspiring story of how she was able to “come out of survival mode”, become her authentic self and start supporting others.

Rocki was pushing for diverse recruitment at a time when most businesses weren’t interested. When she did find a role as a Chief Diversity Officer, she was saddened to see that she wasn’t provided with the resources to make the change that she knew needed to happen.

Now, Rocki joins us on The D&Igest to share her story and give her insight into what leaders can be doing today to make the change needed to drive their business and create a supportive and safe culture.

In this episode, we cover -

How Rocki survived the challenging conditions of her upbringing and was able to use her experiences as fuel for helping other excluded people.
The power of reaching out.
The empowerment that comes with becoming your authentic self.
The point at which Rocki’s career took off.
How Rocki’s role as a Chief Diversity Officer didn’t give her the ability to make the change that was needed.
Why D&I roles are being cut.
One thing business could be doing to get started with D&I tomorrow.

LEARN MORE

Diversiology.io - https://diversiology.io/

Grown Woman Life podcast - https://www.grownwomanlife.com/podcast

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Rocki Howard on LinkedIn - https://www.linkedin.com/in/rockihoward/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Before Shell was diagnosed with ADHD, she found herself struggling to keep hold of a job. After being fired from over 10 jobs and directing the blame on herself she embarked on a journey to find the career that was right for her.

In this episode, ADHD Career Coach, Shell Mendelson, sits down with us to share her journey and her expertise on careers for people with ADHD. Shell left college with a Bachelors in Communications and teaching qualifications, but she struggled to find the right role.

Shell wanted to be her own boss, which led her to build her own business, before leaving over 10 years later. She opens up about why she had to leave the business she poured her heart into, and the trigger that led her to seek a diagnosis. Shell shares insights into how she discovered her true career path and the challenges she faced working with neurotypical individuals before her ADHD diagnosis.

She gives plenty of practical advice for those suspecting they may have ADHD, such as the symptoms to look out for and how they can begin to find the right path for them. She also offers advice for businesses on how they can better support people with ADHD so that they can better retain staff and help them be at their best.

In this episode, we cover -

Shell’s journey to finding the career that was right for her…
…and how other people with ADHD can find the career that’s right for them.
Why Shell had to leave a successful business that she built.
What are the symptoms to look out for if you think you might have ADHD?
How can people with ADHD approach work to improve their career progression?
What can workplaces do to encourage and support people with ADHD?
The unique skills that people with ADHD can contribute to the workplace.
Are businesses improving in terms of how well they are supporting people with ADHD?
Why businesses need to be aware of what individuals with ADHD need.

LEARN MORE

Career Coaching with Shell - https://passiontocareer.com/

Unlock Your Career Path Book - https://passiontocareer.com/course-book-live/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Shell Mendelson on LinkedIn - https://www.linkedin.com/in/yourpassiontocareer/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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On the outside, the fashion industry paints a picture of inclusivity, but the backstage narrative tells a different story.

In this episode of the D&Igest, we’re joined by Jamie Gill. Jamie is the Founder of The Outsider’s Perspective, a not-for-profit organisation that helps people from underrepresented groups break into the fashion industry. He also finds the time to hold a non-exec director seat, he’s on the board of the British Fashion Council and he’s a former CEO of luxury fashion brands.

Jamie is a second-generation British-Indian, who grew up knowing he was gay from an early age. Jamie shares with us his fascinating story of how he navigated his early life and career in a society that asked a great deal more from him because of his background.

Now, The Outsider’s Perspective, is dedicated to shattering the barriers that keep underrepresented people from entering the fashion and luxury industries.

In this episode, we cover -

The fashion industry’s secret D&I shame.
Jamie’s journey as a second-generation British-Indian and as a gay man and the challenges that this brought up.
Jamie’s struggle with showing up as his authentic self and how this affected his career.
Why it’s so important for people to have figureheads who can inspire them and what happens when they don’t.
How organisations can benefit from diverse teams.
Why it’s such a challenge to get a foot in the door of the fashion industry.
How to get involved with The Outsider’s Perspective.

LEARN MORE

The Outsider’s Perspective - https://www.theoutsidersperspective.org/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Jamie Gill on LinkedIn - https://www.linkedin.com/in/jamie-gill-64870080

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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What many of us have been told about autism is all wrong. The ‘autistic traits’ that are seen as typical don’t necessarily define everyone with autism.

In this episode, we sit down with Louisa Van Vessem, Creative Business Strategist and Mentor at Ingenious Corner. Louisa shares her journey as a solo parent raising an autistic child while managing her own late-diagnosed autism at the age of 43, along with several other health challenges. And on top of all of this, running her own business.

She reflects on the revelation she experienced during the evaluation process for autism, explaining how many aspects of her life suddenly made sense, particularly in how she navigated relationships. Before Louisa ran her own business, she worked in the corporate world. We learn what this environment was like for her as someone with autism, and why working freelance now suits her better.

Louisa also speaks to the challenging road she went down in getting her son diagnosed, and we learn about the support (or lack thereof) that’s available to children in schools. Louisa and her son’s autism shows up differently in many ways, and similarly in others. She shares a fascinating, personal story that will challenge the way you view autism.

In this episode, we cover -

How would an earlier diagnosis have affected the trajectory of Louisa’s life?
How the corporate world enabled Louisa’s masking of her autism.
Why Louisa decided working for herself was the right move.
The state of support in schools today for children with autism.
Are the typical ‘autistic traits’ really that typical? Or is it far more nuanced than we’re made to believe?
How distinctly different the ways that Louisa’s and her son's autism shows.
The routine that Louisa follows as a solo parent of a child with autism.
Why Louisa hasn’t niched down her business.

LEARN MORE

Ingenious Corner - https://ingeniouscorner.com/

Louisa’s Etsy Store - https://www.etsy.com/uk/shop/ingeniouscodesigns

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Louisa Van Vessem on LinkedIn - https://www.linkedin.com/in/ingeniouscornerco/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Dr. Roxy Manning didn’t initially realise how much race was impacting her experience as a black immigrant in the US, but she faced racism in numerous forms throughout her education - despite her aptitude for learning. The effects racism had on her education were exemplified when she wrote a brilliant paper which awarded Roxy an F, being told that “Black folks can’t write like that”.

In this episode, Dr. Roxy Manning shares with us an incredibly transparent look into her background and helps us understand her specialism in non-violent communication. Roxy is a speaker, consultant and psychologist and is the author of two recently published books - The Antiracist Heart and How to Have Antiracist Conversations.

Roxy’s family emigrated from Trinidad to the US, where her parents became hands-on advocates for change. We learn about Roxy’s work with schools and organisations in teaching non-violent communication as a way of getting across our message with compassion - and as a way of being more compassionate with ourselves. Roxy shares with us the ‘lightbulb moments’ that her clients go through as a result.

In this episode, we cover -

The fascinating story of Roxy and her family’s journey from Trinidad to the US.
The experience of a black immigrant versus a black person born in America.
The racism that Roxy faced throughout her education that she was unprepared for.
What is ‘non-violent communication’ all about and what drew Roxy into it as a practice?
The transformation that Roxy brings schools and organisations through with her teachings.
Getting your message across with compassion.
The differences between experiencing microaggressions personally, as a witness and as an actor.
Roxy’s thoughts on the future of race in the US.

LEARN MORE

Roxy Manning - https://roxannemanning.com/

How to Have Antiracist Conversations -

https://www.penguinrandomhouse.com/books/726362/how-to-have-antiracist-conversations-by-roxy-manning/

The Antiracist Heart -

https://www.penguinrandomhouse.com/books/726493/the-antiracist-heart-by-roxy-manning-sarah-peyton/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Roxy Manning on LinkedIn - https://www.linkedin.com/in/roxymanningphd/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Marie-Liesse Calméjane shares with us her powerful journey of resilience, in this episode. Marie-Liesse started her career in communications and marketing at Danone in France. After she moved with her family to Asia, Marie-Liesse’s fourth child was diagnosed achondroplasia, a rare genetic condition which is the most common form of dwarfism.

Marie-Liesse gives us a look into her experiences as a parent of four and a parent to a child with dwarfism. We learn about how she found support as an expat and how her son was supported by his schools and siblings.

Transitioning into coaching, Marie-Liesse now works with the Resilience Institute, helping companies equip their leaders and teams to navigate life and work. Resilience has become a running theme of Marie-Liesse’s life and now her work.

She speaks about the support she found from the non-profit Little People of America and how we should be challenging the misconceptions surrounding dwarfism and what needs to change for a more inclusive future.

In this episode, we cover -

How resilience became the theme of Marie-Liesse’s work.
How Marie-Liesse found support as an expat mother of four.
How Marie-Liesse’s son was supported at school in Singapore.
The analogy Little People of America uses to sum up a parent’s experience of having a child with a disability.
The true main disabling factor of Marie-Liesse’s son’s disability.
What needs to change to give people with dwarfism an equal future?

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Marie-Liesse Calméjane on LinkedIn - https://www.linkedin.com/in/marie-liesse-calmejane/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Bahaa faced shocking day-to-day risks to his life while living in Syria. Now, he works in the UK for one of the UK’s largest construction companies. In this episode, we speak with Bahaa and discover his fascinating journey.

We’re also joined by Hannah Brooke, Head of Partnerships at Renaisi - the organisation that supported Bahaa with finding employment through their ‘Transitions’ programme.

We dive deep into Bahaa’s journey of attaining his PhD and his experiences of gaining refugee status after moving to the UK. More many seeking refuge, the immigration process can take one to two years or more. For Bahaa, it took around three months, and

he gives insights into what was different for him.

We learn about Bahaa’s experience of applying for work in the UK. Bahaa was turned down for 100s of roles before receiving support from Renaisi. Hannah shares with us how Renaisi leverage their pipeline of employers who want to employ differently and the benefits that these organisations experience in return from diverse hiring.

In this episode, we cover -

The shocking risks that Bahaa faced while living in Syria.
Bahaa’s inspiring journey to the UK.
The process of gaining refugee status in the UK and how Bahaa’s experience
differed from the typical experience.
Bahaa’s experience with applying for jobs.
How Renaisi supports those seeking sanctuary to find gainful employment.
The benefits that diverse hiring has for organisations.
How to get involved with Renaisi.

LEARN MORE

Renaisi - https://renaisi.com/transitions/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Hannah’s email - h.brooke@renaisi.com

Hannah Brooke on LinkedIn - https://www.linkedin.com/in/hannah-brooke-20961718/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Creating an inclusive environment takes continuous work. Heeral Gudka, Founder of Convergent, joins us in this episode to talk about her pragmatic approach to EDI. Heeral helps businesses implement long-lasting, strategic EDI initiatives. We dive deep into how this looks in action, and how Heeral ensures that these initiatives stick.

D&I professionals are quitting and D&I roles are being cut from some organisations. Heeral tells us why in this episode. Convincing leaders to take D&I seriously and getting buy-in from teams formed from lasting motivations is a challenge. We speak about how to get that buy-in, and why some organisations experiencing a fading interest in creating an inclusive environment.

Heeral tells us that she keeps her characteristics out of D&I conversations and doesn’t specialise in training for any one particular characteristic or within a specific field. She tells us why she belives getting too specific is less effective.

She gives us a behind-the-scenes look at which kinds of organisations are seeking her help, and who in these organisations are spearheading D&I strategies as well as the spark that pushes them to reach out and take that next step. Heeral also shares with us how businesses can get started on this journey and make it a positive one.

In this episode, we cover -

How and why we need to implement strategic D&I initiatives.
How we can get the buy-in of leaders.
Why are people quitting D&I positions or being laid off?
Why Heeral doesn’t specialise in a particular industry or characteristic.
Which types of companies are reaching out to get started with D&I strategy and what are their main concerns?
How businesses can get started with D&I and have a positive journey.
Why does bias training have a bad reputation?

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Heeral Gudka on LinkedIn - https://www.linkedin.com/in/heeralgudka/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

For ADHD Awareness Month, we’re speaking with musician, international public speaker and neurodiversity advocate, J Grange. In episode 49, we spoke with J Grange’s dad. In this episode, we hear the other half of his incredible story, from J’s perspective.

J struggled throughout his childhood with being misunderstood and not being supported at school. He shares with us his story of the challenge of navigating school with undiagnosed ADHD which led him to feel isolated and suicidal.

Since being diagnosed with ADHD, J has experienced a meteoric rise in his music career and is now a figurehead for neurodiversity globally. J takes his experiences into schools to raise awareness and to improve understanding amongst teachers and help children feel supported.

J also shares the story of the one teacher who did make him feel supported, the person who brought him back from the brink, and he lays out how teachers should be supporting neurodivergent children.

In this episode, we cover -

How J Grange went from a challenging childhood to speaking with the UN at 19.
J’s view on ADHD as a disability vs. a superpower.
How the lack of understanding and support in school manifested for J.
The challenges with obtaining an ADHD diagnosis…
… and the stigma and challenges that J struggled with after being diagnosed.
The moment J decided that things needed to change.
How teachers and parents should be supporting children with ADHD.

LEARN MORE

J Grange - https://jgrangeofficial.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

J Grange on LinkedIn - https://www.linkedin.com/in/j-grange-373a2b1a7/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

11th October is National Coming Out Day in the US. That’s why in this episode, in a first for The D&Igest, we’re joined by two guests - John Volturo and Peter Gandolfo - Partner and Executive Coaches at Evolution.

Evolution offers executive coaching, facilitation and training. Mainly working with startups and tech companies, Evolution supports LGBTQ+ workers and helps organisations recognise the role they play in creating a more inclusive environment.

John and Peter share the pivotal moments in their lives that led them to pursue careers in DEI coaching. They reflect on how becoming parents influenced their career paths and the profound impact it had on their perspectives.

We learn about the challenges that gay men face in workplaces. The feelings of isolation and the challenges with being defined as 'the gay guy' in the office. These issues are clearly still prevalent in the US today, with around 50% of LGBTQ+ people still not comfortable with coming out at work.

John and Peter also share their thoughts on National Coming Out Day and what it means to them.

In this episode, we cover -

How Evolution helps organisations do better at DEI.
The moment that gave them the push towards working in DEI.
Finding the right co-founder.
The challenges that LGBTQ+ people are facing in workplaces.
Why are around 50% of LGBTQ+ people not out at work?
What does National Coming Out Day mean to John and Peter?

LEARN MORE

Evolution - https://evolution.team/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Dyslexia affects one in five people. So why aren’t we talking about it more?

In this episode, Joan Bohan, Founder of Dyslexia, Inc. chats with us about her story and how her organisation is raising awareness of how businesses can leverage dyslexia as an opportunity.

Joan emigrated from the US to France 30 years ago. After her son was diagnosed with dyslexia, she founded Project “Dysnie” during her tenure at The Walt Disney Company - a project which sought to empower people with dyslexia. The attitudes around dyslexia and neurodivergence were very different in France from how they are today. Joan shares with us the challenges that her son faced with getting the right support during school.

Dyslexia can offer opportunity - if organisations choose to leverage it. Joan explains how and speaks about the unique advantages and outlooks that someone with dyslexia may have. The way that Joan reacted to her son’s diagnosis, and the way that she is changing the conversation around dyslexia is nothing short of inspirational.

In this episode, we cover -

How have attitudes around dyslexia and neurodivergence changed? Are things going in the right direction?
How the framing around spelling errors has an impact on people with dyslexia.
The strengths and advantages that someone with dyslexia has.
How businesses can leverage dyslexia.
Advice on getting the conversation started in the workplace.
Why holding children with dyslexia back a grade in school doesn’t help.
How ChatGPT can help people with dyslexia.

LEARN MORE

Dyslexia, Inc. - https://www.dyslexia-inc.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Joan Bohan on LinkedIn - https://www.linkedin.com/in/joan-bohan-profile/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

We are bombarded with all sorts of micro and macro messaging, daily. Often that messaging is giving us inaccurate expectations of what is expected of us both in and out of work - and it’s not doing us any good. Even those who are ‘successful on paper’ are suffering.

In this episode, we speak with relationship & sexuality expert and author of Not Tonight, Honey, Courtney Boyer. Courtney helps people with their sex lives and those who are experiencing a disconnect with their bodies.

Many women come to Courtney believing that they may be asexual. But what she often finds is that there are other factors at play, causing a lack of sexual desire. Courtney gives us her insights into what those factors are. We speak about gender and the differences between the issues that men and women come to her with.

Courtney also speaks on pleasure and sensuality, and how while these are often linked with sex, they are something that we should all be connecting with in our everyday lives. And finally, Courtney gives us insights into what she is aiming to achieve with her book and the moment that led her to write it.

In this episode, we cover -

How Courtney is helping people with their sex lives and disconnections with their bodies.
The differences between what women and men are asking Courtney.
Why success ‘on paper’ often doesn’t relate to happiness.
How gender inequalities can affect the state of our sex lives.
The dangers of inaccurate expectations - even the more positive ones.
The true meaning of sensuality and why we all need to be making time for it.
How we can raise children to be more emotionally aware.
The moment that drove Courtney to write Not Tonight, Honey.

LEARN MORE

Courtney Boyer Coaching - https://www.courtneyboyercoaching.com/

Not Tonight, Honey (book) - https://www.amazon.co.uk/Not-Tonight-Honey-women-actually/dp/B0C2S6B66L/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Courtney Boyer on LinkedIn - https://www.linkedin.com/in/courtneyboyercoaching/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

The NHS is the largest employer in the UK. Therefore it’s essential that it stays ahead when it comes to providing a working environment that’s inclusive and equitable. Paul Deemer is the Head of D&I at NHS Employers, and in this episode, we dive deep into how the NHS approaches D&I and his journey into the space.

Paul shares the story of how he got into D&I, how D&I has changed over the past 20 years and how the Equality Act affected D&I across the UK. We speak about how things have improved, but also where there is still plenty of room for improvement.

We get insights into what the NHS is doing well in terms of D&I, and which issues it’s still tackling. Paul shares details on the staff survey that the NHS offers to all of its 1.3 million+ staff every year. We find out what data is tracked and how this data is used to improve the lives of NHS staff across the country.

In this episode, we cover -

How does the UK’s biggest employer, the NHS, approach D&I?
How has D&I changed over the past 20 years?
What did the Equality Act 2010 actually mean for D&I?
The NHS’s staff survey and how they use the data.
What are the NHS’s current strengths and weaknesses from a D&I perspective?
How did Paul get involved in D&I 20 years ago?
Where do the biggest issues still lie?

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Paul Deemer on LinkedIn - https://www.linkedin.com/in/paul-deemer-85803a5

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

1 in 5 people is neurodivergent. So why is it so hard for so many people to get diagnosed?

In this episode, we speak with Gary Grange about his work with The ADHD Foundation Neurodiversity Charity and his journey with his neurodivergent son.

Gary’s son began to exhibit challenging behaviours at school during his teenage years caused by his ADHD and dyspraxia. Gary and his wife sought out a diagnosis for their son, but as many parents do, they faced an uphill battle. Their son was labelled as a ‘bad kid’ by the schools, and GPs didn’t recognise his conditions.

Things began to change drastically once they eventually got a diagnosis. Gary speaks openly about the challenges that his family went through during this time. He also speaks about the major positive turnaround that his son has gone through since then. We get insights into how individuals and businesses can better support neurodivergent people. And you’ll find out where to learn more about neurodivergence.

In this episode, we cover -

The challenges that many in the UK face with getting diagnoses for neurodivergent conditions.
The profound story of Gary’s journey with his son’s ADHD and dyspraxia.
The behaviours that children with ADHD and dyspraxia exhibit and the differences between girls and boys.
What the media gets wrong about neurodivergence.
Advice for individuals and businesses on how to better support neurodivergent people.
How you can find out more about neurodivergence.

LEARN MORE

ADHD Foundation - https://www.adhdfoundation.org.uk/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Gary Grange on LinkedIn - https://www.linkedin.com/in/gary-grange-273a497/

Gary’s Email -

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Is D&I made too complicated? Isn’t it just about being kind, compassionate and accepting of the fact that people have different experiences?

In this episode, we speak with award-winning LGBT+ change agent, Shaun Dellenty. He has been in the education sector since 1996 and is also a speaker, author, present and more. Despite his impressive list of credentials, Shaun sums up his role as ‘encouraging people to be the kindest, most compassionate version of themselves’.

Shaun shares with us his story of how he got to where he is today. We learn about the response that Shaun received when he came out as the first gay male primary teacher in the UK in 2009 and how things have changed since then. Shaun suffered severe prejudice throughout school and in his home environment that led him to completely check out of education and almost, in his words, check out of the world.

Shaun shares the captivating stories of how he ended up taking professional acting roles; the reunion of Shaun and an individual who bullied him in school; and how Shaun’s career has exploded, leading him to give training programs all over the world.

We learn about how Shaun helps schools and organisations understand how they can better support LGBT+ students and colleagues. Many of these organisations are at the very start of their journey - and we talk about why that’s no bad thing.

In this episode, we cover -

Are we overcomplicating D&I?
The response Shaun received when he came out as the first gay male primary teacher in the UK in 2009.
Why Doctor Who became Shaun’s only source of escapism as a young person.
The story of Shaun reuniting with a school bully and the conversation that ensued.
Guidance and support for people going through the same issues.
How Shaun’s career exploded into what it is today.
Recognising your own biases and moving past them.
How things have improved and the dangers that LGBT+ people still face.

LEARN MORE

Shaun Dellenty - https://shaundellenty.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Shaun Dellenty on LinkedIn - https://www.linkedin.com/in/shaundellenty/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

The fight for achieving gender parity can feel like an uphill battle. One step forward and two steps back. Vanessa Vallely OBE joins us in this episode for an inspiring, hundred-mile-an-hour conversation on how we can work to achieve gender balance in the UK.

Vanessa is CEO & Founder of WeAreTheCity and WeAreTechWomen, amongst many other initiatives that aim at achieving gender parity and raising the profile of women in the workplace. She began the journey when she started her first website in 2008 to connect with other women, learn new skills, and build sisterhood in a time when diversity was on no one’s lips.

Since then, it’s grown to 80,000 members. She moved into events and awards to help grow the community and recognise those who are achieving great things in the women’s space. The initiatives have a highly collaborative focus, and we talk about the power of partners and why we also need to be working with men to achieve gender parity.

Vanessa is a trailblazer in the women’s space and won an OBE for her work. She shares with us her inspirational story of her being awarded the honour. Vanessa also speaks about the economically challenging background that she grew up in and the mindset that it created for her. She didn’t let it become a barrier, and she speaks about her philosophies on passing on her success to her children.

Finally, Vanessa shares with us what’s next on the agenda and how you can get involved.

If you enjoy this episode, please leave a review in your favourite podcast app!

In this episode, we cover -

How Vanessa grew her community to 80k members.
Why we need to be working with men to achieve gender parity.
Vanessa’s OBE story.
The determination and powerful mindset that economically challenging backgrounds can create.
What work is left to do to achieve gender parity?
How to get involved with WeAreTheCity, Rising Stars and more.

LEARN MORE

WeAreTheCity - https://wearethecity.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Vanessa Vallely on LinkedIn - https://www.linkedin.com/in/vanessavallely/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

When you hear the word ‘disability’, what comes to mind? For most, it’s charity, vulnerability, welfare and government responsibility. Purple seeks to change that. Disability inclusion is more than just lifts and ramps.

In this episode, we speak with Mike Adams OBE, CEO at Purple. Purple aims to shift the disability conversation towards one of opportunity, value, contribution and community. Mike shares with us how Purple is doing this and how they’re improving the customer experience for disabled people and their families.

Mike gives us insights into the buying power of ‘the purple pound’ and its flagship initiative, Purple Tuesday, and how it improves the disabled customer experience. We learn about the impending launch of Purple’s ‘most accessible marketplace in the world’. Mike also shares a vast array of actionable steps that organisations can start taking today to better provide for disabled customers and colleagues.

We learn about the ‘six-second rule’ for speaking with neurodivergent people and how it can lead to better, more inclusive conversations that have a significant difference in the lives of people on the autistic spectrum.

Mike also speaks frankly about his early experiences as a disabled person, and shares with us the story of the shocking job interview experience that inspired Mike to do what he does.

In this episode, we cover -

Why we need to change the conversation around disability.
What is Purple Tuesday all about?
Actions you can take today to improve the accessibility of your digital and physical assets.
Why the international sign for disability isn’t accurate.
What is the ‘six-second rule’ for speaking with neurodivergent people?
How can front-line staff tailor customer service better to people with disabilities?
The shocking job interview experience that inspired Mike to do what he does.
What’s next for Purple?

LEARN MORE
Purple - https://wearepurple.org.uk/

Purple Tuesdays - https://purpletuesday.co/

Enable All - https://enableall.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/
CONNECT
Mike Adams on LinkedIn - https://www.linkedin.com/in/mike-adams-purple/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/
LISTEN
Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Ageism is the one “ism” we will all face - if we’re lucky. This is a quote from our first-ever episode on The D&Igest, and it applies perfectly to this episode.

Michael O’Reilly, Founder of Age Diversity Network, joins us today to share his journey and his insights into ageism. Age Diversity Network was set up to help older people re-enter the workforce or remain within it. Michael set up the organisation for two reasons - out of frustrations that he’s faced as an older worker in getting a foot in the door, and also to support the thousands of others in his position.

Michael details the challenges that over 50s face when trying to get back into work. He shares with us his experiences of interviewing with companies that while they took an interest in his CV, they were less welcoming once they found out his age. The typical advice didn’t work for him.

We also look at things from an employer's perspective and discuss the common age-related pitfalls that organisations fall into when hiring. Employers can have trouble understanding what the applicant wants, or feel that they may not be the right culture fit. But the reality is that an age-diverse workforce can have many benefits. Michael also shares actionable advice for older workers to discover what they’re looking for and to grab the right opportunities.

In this episode, we cover -

The challenges that older workers face with re-entering the workforce or remaining within it.
What Age Diversity Network is all about and the two reasons it was set up.
The benefits that an age-diverse workforce can have for an organisation.
The discovery questions to ask yourself when looking for work as an older worker.
The benefits of staying in work.
What employers should be doing to avoid age discrimination in the hiring process.
What different generations can learn from each other.
How to ask for help and why it’s so important.
How have people been responding to Age Diversity Network?

LEARN MORE

Age Diversity Network - https://agediversitynetwork.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Michael O’Reilly on LinkedIn - https://www.linkedin.com/in/mikeoreilly/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Moving from a conscious effort towards an unconscious D&I competency that everyone in an organisation has is where we really need to focus on, explains Magda Shakallis of BAT in this episode.

Magda is a supply chain, logistics and procurement specialist, having held many roles across a number of multinationals. She currently holds the position of Geographic Head of Procurement for British American Tobacco.

Throughout her career, Magda has overcome significant challenges and expectations, being a working mother of two in a mostly male industry. She shares with us her insights on how she navigated these challenges. We dive deep into the realities of being a working parent and Magda offers advice for others in this position. She uncovers the sacrifices that she had to make as a working parent and we discuss the options (or lack thereof) that are available.

We also discuss the importance of inclusive leadership and how BAT is addressing diversity and inclusion through group and mandatory diversity training for managers.

We speak about the future of D&I, and finally, Magda offers her three recommendations for making D&I stick.

Please leave us a rating or review in your podcast app of choice!

In the episode we cover -

What is BAT like to work for from a D&I perspective?
Overcoming the challenges of being a working parent.
Is there a solution outside of starting one's own business?
How did Magda’s team react to a female factory manager?
What does inclusive leadership mean and how is Magda bringing it to her people?
What are the greatest challenges ahead when it comes to diversity and inclusion
Magda’s three recommendations for making D&I stick.

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Magdalena Shakallis on LinkedIn - https://www.linkedin.com/in/magdalenashakallis/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

View Details

Diverse boards make better business decisions. The data doesn’t lie! And without specific and measurable targets, we’re in for a much bumpier ride in making the progress that is needed.

In this episode, Kristen Anderson, CEO of European Women on Boards joins us for a fascinating chat. European Women on Boards (EWOB) is a non-profit with the sole objective to have more gender diversity in decision-making around Europe. EWOB provides training and networking opportunities, as well as working with recruiters to find diverse talent pools.

Kristen shares with us how the organisation came to be and gives us insights into the EU directive for women on boards. The legislation was initially rejected and we find out why. In November 2022, the legislation was passed, and Kristen speaks on why this was essential for progress and how EWOB has changed since.

We learn about Kristen’s journey into D&I and why she chose the space. We speak about the impacts of women getting board positions. We also discuss the relationship between HR and D&I and how everyone has to work together to make progress. And finally, we speak about the common anti-diversity traps that many hiring managers fall into, and Kristen shares plenty of top tips on how organisations can become more diverse.

In the episode we cover -

Why Kristen made the move into D&I and how she got the CEO position at European Women on Boards
Why legislation and metrics are essential
The discriminatory hiring quiz that led to Kristen turning down a job offer
What is proximity bias and how it’s become a new challenge in recent years
Why we should be focusing on progress over perfection
Why D&I specialists are leaving
D&I’s relationship with HR
How to get involved with EWOB

LEARN MORE

EWOB website - https://europeanwomenonboards.eu/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Kristen Anderson on LinkedIn - https://www.linkedin.com/in/kristen-anderson-aaa44a8/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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There are 1.2 billion people with disabilities in the world and so many of them are still not given the opportunity to live a full life and succeed in work and education. Dr. Nasser Siabi OBE, CEO at Microlink PC, seeks to change that. Microlink PC was built on the mission of helping people with disabilities live full lives and succeed by leveraging the power of technology.

In this episode, we discover Nasser’s inspiring journey that led him to build the organisation. Nasser suffered from a disability that made his early education a significant challenge. We learn about how he coped with the negative effects that his disability had on his confidence and how he was able to leverage the skills that he excelled in to achieve his doctorate and grow Microlink PC.

We learn about the vast array of assistive technologies that are available to ensure that even those with even severe disabilities are given the opportunity to succeed and how they can benefit employers. We also dive deep into education and how the current system is holding back children with disabilities. Nasser shares his views on the direction that the education system should be heading in so that children with disabilities are given the opportunity to nurture their talents.

Nasser’s drive and his passion for the mission are an inspiration.

In the episode we cover -

Nasser’s experiences with going through education with an eyesight condition.
The effects on confidence when a child is not performing as well as peers and siblings and how they could be better supported.
The assistive technologies that are available to people with disabilities.
The benefits of living through challenging experiences.
How Nasser was able to leverage his relationship-building skills to grow Microlink PC.
How sectors that are experiencing skills shortages can attract talent by becoming more inclusive.
How the education system is holding back children with disabilities.

LEARN MORE

Microlink PC website - https://www.microlinkpc.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Nasser Siabi on LinkedIn - https://www.linkedin.com/in/dr-nasser-siabi-obe-206b8318/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Which comes first, diversity or inclusion? This week we sit down with Diego Lazaro, Madrid-based LGBT+ specialist in the HR space. Diego believes that inclusion should be considered first and foremost, to ensure that an inclusive environment is available to anyone who joins an organisation.

Diego launched his own consultancy, BE DIVERSE, which supports businesses on inclusion for the LGBT+ community. We dive into his journey and his motivations to start the organisation. And Diego offers practical, actionable advice for businesses looking to become more inclusive.

Diego speaks openly about the challenges he faced as a gay person growing up in an environment without other openly LGBT people or role models. After moving to London, he found that while he was able to open up in his social life, he was unable to be himself when he started working. We also speak about why attitudes towards D&I and work are so drastically different across Europe and how things are evolving.

In this episode, we cover -

The difference between diversity and inclusion and why it matters
What does LGBT+ training for businesses look like?
Which kinds of companies are typically seeking out LGBT+ consultation
What the figures say about diverse workplaces
The geographical and generational cultural differences with people’s approach to work
Why Diego had to go “back in the closet” when he started working
Why coming out is a life-long journey, not just a one-time event
Why many are still unable to be their authentic selves in the workplace
What does it mean to be an ally and why is allyship important?

Don’t miss this fascinating episode packed with guidance for your organisation and support for LGBT people in the workplace.

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Diego on LinkedIn - https://www.linkedin.com/in/diego-lazaro-526722a5/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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If you set up an office in a new region, you'd research the business climate, talent pools, legal frameworks and customise your global strategy for that market. Why would it be any different with DEIB (Diversity, Equity, Inclusion and Belonging)?

In this episode we speak with Tam Hanlon, top 100 DEIB leader by Mogul, currently heading DEIB EMEA at Indeed, about the exciting and challenging role of DEIB and the importance of understanding the lived experience of your communities - through data.

Tam gives us some fascinating insights into how her career evolved from an Olympic athlete to a DEIB leader, with one common thread - making people's lives better. She shares the important skills that have helped her navigate her role and the importance of adapting global strategies, such that they make sense at a country level and deliver meaningful outcomes for local employees and communities.

We cover in this episode -

How Tam found her purpose and the many roles she took to get there
The importance of continuous learning
Why we’re seeing an exponential rise in DEIB related roles on LinkedIn profiles
Why data is the key to removing structural and behavioural bias
The reasons why the fast decision making environment within tech can negatively affect growth from a DEIB perspective
Is the cliché of “change has to come from the top” accurate?
Why organisations need to be investing in DEIB now to not get left behind
The challenges with regulations around accessing data

Tam’s passion for DEIB is obvious from our conversation. She is able to articulate her expertise in an understandable way and for anyone wanting to know more about DEIB, this episode is for you.

LEARN MORE

Diversely - ⁠https://www.diversely.io/⁠

Diversely on LinkedIn - ⁠https://www.linkedin.com/company/diverselyio/⁠

CONNECT

Tam on LinkedIn - ⁠https://www.linkedin.com/in/tamsenm/⁠

Diversely on LinkedIn - ⁠https://www.linkedin.com/company/diverselyio/⁠

LISTEN

Spotify - ⁠https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG⁠

Apple Podcasts - ⁠https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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We cover in this episode -

How Tam found her purpose and the many roles she took to get there
The importance of continuous learning
Why we’re seeing an exponential rise in DEIB related roles on LinkedIn profiles
Why data is the key to removing structural and behavioural bias
The reasons why the fast decision making environment within tech can negatively affect growth from a DEIB perspective
Is the cliché of “change has to come from the top” accurate?
Why organisations need to be investing in DEIB now to not get left behind
The challenges with regulations around accessing data

Tam’s passion for DEIB is obvious from our conversation. She is able to articulate her expertise in an understandable way and for anyone wanting to know more about DEIB, this episode is for you.

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Tam on LinkedIn - https://www.linkedin.com/in/tamsenm/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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Raashi Sikka is changing the game, and we mean in a literal sense! Raashi is the VP of Global Diversity, Inclusion, and Accessibility at video game creator, Ubisoft. Raashi’s role is a recently created role that she’s taken on. She seeks to ensure accessibility and representation in Ubisoft’s products for every player in the world as well as for the internal experiences of employees.

We dive into Raashi’s story, from her background in TV to her move to Uber as the first employee at Uber India. Raashi also speaks about her roles as co-founder of The Inclusion Company, and as a non-exec director of many impactful businesses globally. And we discuss the challenges that she’s faced with hiring diverse teams.

In this episode, you’ll discover -

How Raashi is breaking down barriers to ensure that every single player in the world is able to play Ubisoft’s games
The many areas of representation of people in games that need to be addressed
The challenges that Raashi has faced in the workplace
The reason why Raashi left TV
How hiring quickly and at scale can cause problems from a D&I perspective
The ‘paper cuts’ effect of the ongoing microaggressions and microinequities that people from diverse backgrounds face
What does Raashi draw on in challenging moments to keep her confidence intact?
What’s Raashi’s next move?

Join us for this insightful chat!

LEARN MORE

The Inclusion Company - https://www.theinclusioncompany.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Raashi on LinkedIn - https://www.linkedin.com/in/raashisikka/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

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We’ve all heard the adage of ‘thinking outside the box’ - but when it comes to tackling D&I challenges, maybe we should forget the box entirely…

In this episode, we speak with Kris Clelland. Kris founded his own advisory and workshop provider last year, offering talent strategy, management and development in the D&I space. Kris brings a wealth of experience within tech and D&I, having previously worked at AWS and having sat on women's groups to advocate for underrepresented groups and minorities within businesses globally.

Kris’ experiences in IT showed him that the IT sector often has the biggest gaps within diversity metrics. This is what propelled him towards taking action in the D&I space. Kris was willing to have the difficult conversations that others weren’t. He advocates for those in privileged positions to support underrepresented groups. We also explore D&I tech and we speak about why having the right technology and data is essential.

We also cover -

Do clients actively choose not to work with organisations that don’t put D&I at the forefront?
Is your organisation inadvertently pigeonholing the available talent pool?
Is the lack of women in tech something we can solve now? Or is it a pipeline problem?
Can we completely remove our biases?
What else is out there currently in terms of D&I tech?
The one thing Kris wants to ‘move the needle’ on most when it comes to D&I

So join us for this no-holds-barred conversation with Kris on D&I, tech, and everything in between!

LEARN MORE

Clellands & Co - https://clellandsandco.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Kris on LinkedIn - https://www.linkedin.com/in/kristopherclelland

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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For International Women’s Day, we speak with Cindy Gallop, the self-proclaimed “Michael Bay of business”. Cindy is a force to be reckoned with and brings with her thought-provoking and divisive opinions on women’s rights and IWD.

She shares her inspiring story of 38 years in brand building, marketing and advertising and her journey as a founder since 2005. We learn about her revolutionary businesses, and her transformative coaching offering that empowers women in their careers to expand their opportunities and take back their confidence.

We discuss IWD's meaning and execution, and Cindy offers her unique perspective on why it has become a farce in her eyes. She also shares her experiences of navigating a male-dominated industry and we discuss why we desperately need more women on corporate boards.

In this episode, you’ll discover -

What is the value of International Women’s Day?
What is wrong with International Women’s Day and how can we fix it?
Why Cindy is calling for women to ‘start their own industry’
What makes business worth supporting for Cindy?
Why Cindy has become a true believer in the power of LinkedIn
The reason that those at the top aren’t interested in making meaningful change
The benefit of repelling the people you don’t want to work with
Is leaving a toxic organisation the right solution? Or can women make change from within?
Cindy’s unique fundraising strategy that is especially powerful for female founders

Join us to hear from a true disruptor who has been blowing up the status quo for decades and shows no signs of slowing down!

LEARN MORE

Cindy Gallop - https://cindygallop.com/

Contact Cindy - cindy@makelovenotporn.com

The Boardroom - https://www.the-boardroom.ch

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Cindy on LinkedIn - https://www.linkedin.com/in/cindygallop

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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“I’m not in the business of selling pads I’m in the business of women empowerment.” These are the words of Dalia Feldheim the author, founder, coach and speaker who’s on a mission to empower people, especially women to be the best that they can be and bring more purpose and joy into the workplace.

In this episode, we uncover Dalia’s journey from her experiences as a competitive gymnast, to her 17-year tenure at Procter & Gamble, to her entrepreneurial journey including authoring her first book - Dare to Lead Like a Girl.

We get insights into P&G India’s acclaimed ‘Touch the Pickle’ and Always’ #LikeAGirl campaigns and learn how Dalia used the organisation’s platform to tackle the inequalities that women face.

We also dive into the topic of toxic work environments and the challenges of working with bosses that have archaic leadership styles. Toxicity can stay within a company’s culture for at least 3-5 years even after the cause has been removed. Dalia shares with us how organisations can more effectively remove toxicity from their culture.

We also cover -

Finding your ‘Flow’ - becoming in alignment with your true purpose
How the skills Dalia gained through competitive gymnastics helped her in the business world
The first and second most effective ways of learning
The only strategy to bring an organisation out of a toxic environment
Is there still a place for women-only groups?
What are ‘wounded masculinity’ and ‘wounded femininity’?
The ‘5 Ps’ of leading from the heart
What is causing ‘The Great Breakup’?
What’s coming next for Dalia?

This is for you if you want to be inspired to find your ‘Flow’ and learn how you can start to think about leading with purpose, passion and positivity.

LEARN MORE

Dare to Lead Like a Girl book - https://daliafeldheim.com/lead-like-a-girl-book

LEARN MORE

Dalia Feldheim - https://daliafeldheim.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Dalia on LinkedIn - https://www.linkedin.com/in/dalia-feldheim-bb9309

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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It took over a decade for Suraiya to “come out” as a Muslim in the workplace, however, the response has been overwhelmingly positive, and now she is helping organisations to extend their DE&I work to incorporate religious inclusion, to make people of all backgrounds feel welcome.

Suraiya grew up in a unique situation which gave her a unique perspective. We learn about Suraiya’s journey, and how one conversation she had at university put her on the business psychology path. Suraiya knew in her heart that she wanted to give more and make a real impact with not-for-profits and purpose-led organisations. This led her to start Diversity Diagnostics, which leads organisations towards eradicating bias within their workplaces.

We cover in this episode -

Why it can be so difficult to be open about one’s faith in the workplace
What was the response on LinkedIn when Suraiya announced her faith?
The signs that Suraiya looks for in an organisation that might be open to speaking about religious inclusion
Why organisations need to be thinking about religious inclusion
Top tips on how businesses and non-profits can easily get started with religious inclusion
Pushing through imposter syndrome and following your calling

Discover Suraiya’s fascinating story and learn how your organisation can begin to consider D&I through a new lens.

LEARN MORE

Diversity Diagnostics - https://diversitydiagnostics.co.uk/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Suraiya on LinkedIn - https://www.linkedin.com/in/suraiya-rasheed-835b665/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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How does adapting teaching to better support those from neurodiverse backgrounds affect learning for everyone?

Lizzie Varley sits down with us this week to speak on the importance of diversity within schools. Lizzie is based in Dubai as Education Advisor in Safeguarding, Inclusion and Wellbeing for Cognita Schools - a group of diverse schools spanning 16 countries.

Lizzie, like her family, has always valued diversity, inclusion and equal opportunities. We learn about her upbringing and how profound of an effect one's background can have on the career choices that they make. Lizzie has always worked in highly inclusive schools. Moving to Dubai was a culture shock for her, and she shares how not all schools saw the value of inclusion in the same way she did.

We speak about why schools should reflect society and the vast benefits that a holistic learning environment can grant to all children - not just those who have additional needs. We also speak on the value that teaching children about neurodiversity from a young age brings to everyone.

In this episode, you’ll also discover -

How does Cognita differ from other school groups?
How can children build resilience during their education that will support them as adults?
The value of teaching well-being and emotional intelligence to children
Why are diversity and inclusion so important in schools?
How are the expectations that schools have of children changing?
The inspiring ‘coffee table’ story that Lizzie shares about her mum

LEARN MORE

Cognita - https://www.cognita.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Lizzie on LinkedIn - https://www.linkedin.com/in/lizzie-varley-7a134946/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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Organisations embarking on D&I initiatives must be considering the WHY, not just the WHAT, to avoid falling into the trap of performative D&I in order to see real results.

Jennie Child is the Director & Founder of Balance - an inclusive hiring consultancy that helps companies achieve intentionally inclusive and bias-free hiring. Jennie built up 20 years of experience in recruitment prior to starting Balance, and in this episode, she offers her expert insights into the challenges we face and the possible solutions.

We speak about D&I through the lens of marketing, and how underrepresentation within marketing teams can result in losing those markets. We speak on the gender pay gap and how auditing ignited the conversation around female representation. Many organisations today and still unaware that there is even a problem. And some of those that are aware, remain comfortable only tackling one aspect of D&I.

We also cover -

Where are the pressures really coming from to hire inclusively?
What was the trigger that led Jennie down the D&I path?
Why data is so vital to inclusive hiring and the pitfalls you need to be aware of when it comes to data collection and storage
Why the typical nine-to-five working day often isn’t the best for getting the most out of a neuro-divergent person
The challenges that people face when returning to work after a career break
The reasons why organisations are trying inclusive hiring initiatives and the mindset that they must hold in order for them to be successful

If you want to learn more about how to avoid D&I pitfalls within your organisation, our chat with Jennie is essential listening!

LEARN MORE

Balance - www.balanceandinclusion.com
Diversely - https://www.diversely.io/
Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Jennie on LinkedIn - https://www.linkedin.com/in/jenniechild/
Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG
Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648
Editing by Clarion

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After her experiences working for an organisation that was rife with hiring inequalities, Jo Major, Founder of Diversity in Recruitment, embarked on a personal journey to become a catalyst for change.

Jo works with recruiters through training, advice and consultancy, to help them confront their ED&I responsibilities within the recruitment process. Jo’s role starts right from the beginning. She introduces ED&I concepts to organisations and helps them to connect their ED&I strategy to their recruitment processes. In addition, she guides organisations through thinking about how they are engaging with underrepresented talent and tackling overrepresentation.

In this episode we cover -

How Jo’s exposure to social injustice from a young age put her on a path to become a champion for ED&I
The disruptor that empowered Jo to become a catalyst for change
The problem with specific university requirements in hiring
How the organisation that Jo worked in repressed her true self
Jo’s response to an all-male recruitment panel
Being honest with one’s own past mistakes, being willing to take criticism and taking responsibility by engaging in self-education
How can we make sure candidates can show up as their authentic selves?

Jo is an inspiration to those of us who want to do better, and help others to do better.

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Jo Major on LinkedIn - https://www.linkedin.com/in/jomajordiversityinrecruitment/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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If you have an all-male board in a bank, that bank is on average both riskier and less profitable, according to a recent study.

In this episode, we speak with Hedwige Nuyens, CEO of the International Banking Federation and chair of European Women on Boards. Hedwige is also a passionate D&I champion, and in our conversation, we find out how Women on Boards is making the 40% women on company boards targets happen.

Hedwige also gives us some fascinating insights into the 2008 financial crisis from the perspective of someone within the banking sector and how the crisis affected Hedwige and her colleagues. We also learn about how Hedwige used her desire to make a better world to push her career forward.

We also cover:

How did Hedwige manage the difficulties she faced from a young age throughout her career?
How has diversity changed in global banking?
What key changes has Hedwige made within the banking system?
Have things improved within the banking sector from a D&I perspective?
Making a positive change from the inside
The role of banks during Covid and climate change
Hedwige’s top tip for women wanting to push for a more senior position

Hedwige’s dedication to D&I and her expertise is an inspiration!

LEARN MORE

International Banking Federation - https://www.ibfed.org.uk/

European Women on Boards - https://europeanwomenonboards.eu/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Hedwige on LinkedIn - https://www.linkedin.com/in/hedwige-nuyens-5198323/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Editing by Clarion

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Almost half of dads keep it a secret from their boss that they have a disabled child, according to research from Scope, due to the expectations placed on them.

In July 2022, Scott Jackson launched Eddy - a network to support dads who’ve lost a child or have a child with a disability or severe mental health issues. In this episode, Scott opens up to us on the traumatic story of the loss of his child and having a child with a disability. We learn about the difficulties that Scott faced in getting support, and how this led to him launching Eddy.

As his day job, Scott is Managing Director at Through The I, a video production agency. We speak about how Scott dealt with the subsequent pressures of running a company while dealing with his grief with little support. Scott’s leadership has changed as a result of his lived experience and he also details how he’s been able to support his employees going through similar experiences and his thoughts on what more organisations should be doing.

We also speak about -

The differences in how women are treated after the loss of a child vs. men
The financial implications of having a disabled child
The ways in which grief can manifest itself
How LinkedIn is being used to open conversations on disability and loss
The benefits of supporting staff suffering from loss
Would Eddy have happened without Covid happening?
What are the next steps for Eddy?

Scott’s openness on this topic is insightful and inspiring to listen to.

Listen

Spotify

Apple Podcasts

Learn More

Eddy: www.eddy.network

Diversely

Diversely on LinkedIn

Connect

Scott Jackson on LinkedIn

Helen McGuire on LinkedIn

Editing by Joe Crow - The Audio Pro

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Our coping mechanisms are there for a reason, but we’re not meant to be in survival mode forever.

In this episode, we speak with Natalia Rachel - author, speaker, trauma-informed therapist and consultant. We dive into Natalia’s journey and discover how her traumatic childhood led her to help others with trauma. Her career began in fashion and marketing. And after taking some time to be a mother and focus on her own healing journey, she decided to use her lived experiences to support others on similar journeys.

Natalia shares her insights into how corporate culture doesn’t always do the right thing when it comes to trauma. Corporate environments often don’t lend themselves to allow for personal healing journeys. We learn how being more aware of trauma can create better-performing teams, and how leaders can open up the conversation and support the healing process of those affected.

We also speak about -

Natalia’s new book - Why Am I Like This?
The different types of trauma
What are the symptoms of trauma?
Being triggered - and how it can actually be part of the healing process
Why do some organisations refuse to work with Natalia?
How has the pandemic changed our approach to trauma and mental health?

Natalia has a lot to share in this episode that can help us all understand trauma a little better.

Mentioned in this Episode

Why Am I Like This? by Natalia Rachel - https://www.nataliarachel.com/why-am-i-like-this-book

Listen

Spotify

Apple Podcasts

Learn More

Diversely

Diversely on LinkedIn

ConnectNatalia Rachel on LinkedIn

Helen McGuire on LinkedIn

better-performingEditing by Joe Crow - The Audio Pro

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Sometimes, even small changes that an organisation makes can make a huge difference.

Elliott Higgins shares their story as both a Senior Innovation Scout and LGBT+ Network Partnerships Lead for NatWest. As Senior Innovation Scout, Elliott looks for new emerging technologies and how they can help NatWest serve its customers better. And as LGBT+ Network Partnerships Lead, Elliott runs partnerships to better support LGBT+ colleagues and customers.

In our conversation, we find out how Elliott reached this position and the challenges that they faced on that journey. We speak about the rise of niche technologies that target smaller subsections of the market. Elliott also shares with us some fantastic examples of small changes organisations should be making that make a huge positive difference for customers and colleagues.

We also cover -

Elliott’s experiences with coming out to their family and the opportunities that university presented
Elliott’s path through education that landed them their senior role
An excellent example of how to explain they/them pronouns to those unsure
How the Rainbow Network has improved the experiences of LGBT+ people for NatWest
Using challenging experiences to your advantage

Tune in to Elliott’s fascinating journey.

Listen

Spotify

Apple Podcasts

Learn More

Diversely

Diversely on LinkedInConnectElliott Higgins on LinkedIn

Helen McGuire on LinkedInEditing by Joe Crow - The Audio Pro

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Racial trauma causes daily suffering to people of colour. And experiencing that trauma at a young age is particularly damaging and life-threatening.

In this episode, we speak with Dr. Nicole Christian-Brathwaite, Senior Vice President and Chief Medical Officer at Array Behavioral Care and CEO at Well Minds Consulting Group. Nicole’s extensive experience in consulting in the DEI space and child, adolescent and adult psychiatry, along with her lived experience makes for a fascinating conversation.

We speak in depth on the life-threatening effects that trauma has on people, particularly when traumatic experiences have occurred in childhood. We talk about types of racial trauma that people of colour are affected by every day due to structural and institutional racism.

We also dive deep into Nicole’s journey and how her experiences guided her toward her work today. Nicole shares her mother's work and how she has been inspired to follow in her footsteps.

We also speak about -

The Black Lives Matter movement and what we can learn from it
Managing individual bias
What positive changes has Nicole seen so far?
Educating people and changing experiences for children to give them a brighter future
Nicole’s biggest goals

Join us for this inspiring conversation!

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When we don’t consider inclusion when designing our workspaces, we’re putting challenges in people’s way before they even get through the door.

In this episode of The D&Igest, we spoke withMatteo Zallio, award winning architect, researcher, designer and coach. And to top it off, he’s also a senior research fellow at Cambridge university. Matteo focuses on designing inclusive workplaces for large organisations. He aims to bring inclusion and accessibility to the world through people-first design.

In our chat, Matteo shared with us what inclusive design means and how he puts it into practice to create buildings that are comfortable, healthy and guarantee a sense of belonging. There are still many inequalities when it comes to using products and services and accessing buildings. Matteo stresses that companies should be considering how they can bring people back into the office feeling happy, and how this leads to more successful and productive staff.

We also discussed:

Why did Matteo choose to focus on workplace design?
How can business owners help staff feel included?
What are Matteo’s biggest success stories?
What challenges and pushback has Matteo experienced against his work?

Matteo’s passion and expertise are fascinating to listen to, and his aim of bringing inclusive design into the mainstream is inspiring.

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We have to start somewhere to make diversity the norm. And that could mean thinking more intentionally when looking for candidates. If you’re not intentional, it’ll take that much longer.

This is one of the take away messages from our chat with Cristina Falcone, VP at UPS. Cristina started with UPS in Canada 22 years ago in communications and marketing before progressing to her Belgium-based VP role today. Her parents emigrated to Canada from Italy and faced discrimination, which has contributed to making DEI a big part of her work.

We spoke with Cristina about her work at UPS and how the organisation has changed since she started. Cristina was one of the first members when a women’s leadership group was established at UPS. She also led the way in building diverse teams. She believes that hiring diverse teams has a direct impact on financial performance, as well as offering many other benefits. And that a diverse team can be achieved while still hiring the best people for the job.

We also spoke about:

The importance of representing the people that your business is serving
Delivering to the employee as well as the employer
UPS’s delivery of over 1 billion Covid vaccines
How UPS is tackling ESG aspects of logistics
The 5th annual Rise & Lead Women Summit

Cristina’s passion for helping people find their voice and bring their talents to the table was clear from our conversation.

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After spending twenty years in Australasia, Rebecca Ganz returned to the UK to further her career as a Non Executive Director and business coach. She currently holds both public and private Non Exec positions at Bolton NHS Foundation Trust and BlueSkeye AI, and she is an Advisory Board Member of Patchwork Health. She is also the North West Lead for Women on Boards UK which supports women in board careers.

In this episode, Rebecca shares her journey with us. We dive into why Rebecca took the path that she did. She also goes into detail about her work with the NHS. She joined towards the start of the pandemic in early 2019. And on top of that, Bolton was a Covid hotspot at the time. She gives her take on why having a diversity of lived experiences on boards is so important.

We also find out:

Where to get started with a non exec career
How Women on Boards supports women fulfil their potentials
How Rebecca’s family influenced her career

Don’t miss this episode! We can all learn a lot from Rebecca’s positivity for her work and advocacy for bringing multi-layered points of view into the workplace.

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Email: rjhganz@gmail.com

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How can people in privileged positions use their power for good?

In this episode of The D&Igest, we spoke with Robert Baker, CEO of Potentia Talent Consulting. Robert spent over 40 years of his career at Mercer, before deciding to focus on consultancy within the D&I space. He is a social activist with a passion for justice and fairness and strives to make a difference.

Robert shares with us the story of his lived experience. He grew up around strong women and came from a working-class background. This, amongst other experiences, helped inspire him to become a voice for D&I. We discussed how he has used his position of privilege to stand up for people from underrepresented backgrounds and what organisations need to be doing to change for the better.

Our conversation also covered:

What changes did Robert see during his 40+ years at Mercer?
How organisations can offer more flexibility to parents
The great resignation that organisations are currently facing and the power of talent
How ‘work-life balance’ has become ‘work-life integration’
How to be an ally

Robert’s perspective is well worth tuning in for!

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Millennial and Gen Z voices are calling for change. There are more people than ever desiring positions with organisations that truly reflect the world that they live in. And it all starts with an inclusive workforce that enables people to bring their whole self to work.

In this episode, we spoke with Paula Newby. Paula is the CEO and Founder of Predixa.ai. Predixa provides an AI-based business assessment software that helps organisations realise the social and economic value of their diversity, equity and inclusion strategies and highlights and prioritises any issues.

Paula’s DEI values were instilled in her from an early age. And for decades, DEI has been important to her before it was even called DEI! She brought these values with her into her career in the textiles industry. In our chat, Paula shares a fascinating story of her work as a textiles buyer, where by sticking to her values, she was able to make a big impact. Through her work, she has seen that the research doesn’t lie - organisations that prioritise D&I see positive change to their top and bottom line.

We also covered -

Why do organisations need to be making changes?
How do D&I focusses change based on location?
How do large organisations impact their local communities and how can they improve them?
How to make progress by tackling the ‘low hanging fruit’.
What was her biggest challenge with setting up Predixa?
Why employment engagement surveys simply aren’t good enough.

Paula’s passion and uncompromising commitment to her values are inspiring to listen to!

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56% of the US’ 40 million LGBTQ+ healthcare patients still experience discrimination. 28% don’t bother to seek care. And of those that do, only 12% fully come out to their healthcare providers as their authentic selves. For people within the LGBTQ+ community, feeling safe within a healthcare setting is not a given. This is what has driven Justin Ayars to start EqualityMD, the “match.com of telehealth” as he describes it, which connects LGBTQ+ patients with culturally competent mental health providers to deliver inclusive, personalised care.

In this episode, Justin guides us through his journey to building EqualityMD. Justin is a serial entrepreneur. In early 2020, he rebranded his data analytics company into EqualityMD. He wanted to offer a medical provider that made people feel safe. And as 72% of people within the LGBTQ+ community consider mental health as a primary healthcare concern, starting out by offering mental health care was the clear path to take.

Justin shares some fascinating insights into the difficulties he has faced with being unable to show his true authentic self when it comes to seeking healthcare and during his career in law. He also shares with us the number one way that organisations can both impact their bottom line and improve their ability to hire and retain the best talent and increase productivity.

We also asked Justin:

How has growing up in a supportive environment helped him?
Have things improved within the legal profession?
How are people within the LGBTQ+ community being mistreated within healthcare settings?
What is the future for EqualityMD and is he planning on bringing the tech overseas?

Tune in and learn more about Justin’s journey and his incredible new solution.

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After a severe brain injury, Julie Harris lost all memory of the first 20 years of her life. As a result of her own experience, she is now a disability inclusion trainer and consultant, helping organisations better support their employees, and helping people with a disability.

We spoke with Julie about how her circumstances have affected her in work and life. She guides us through her journey, from having to completely relearn how to interact with people to the struggle she faced with admitting that she has a disability and to how she has excelled despite this and how her experiences have helped her build her career.

Julie uncovers how experiences can differ between people who were born with a disability and people who have been affected later in life. She also offers guidance for organisations and their employees.

We asked Julie:

How can organisations better understand what options they can provide for staff with disabilities?
How can you ensure your onboarding processes are inclusive?
What does ableism mean and how can we recognise it?
What should you ask a company for as a disabled person in need of support?

If you’re seeking to better understand how you can genuinely support people with a disability in your organisation, or if you’re seeking support yourself, this is an episode not to be missed.

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Is your organisation diverse? Or is it diverse …ish?

Today, we’re speaking with Toby Mildon. Toby is the founder and director of Mildon, an organisation that helps companies implement effective diversity and inclusion. Before he started on his entrepreneurial journey, Toby helped some of the UK’s largest companies, such as BBC and Deloitte to bring better diversity and inclusion into their workplaces.

Toby shares with us his inclusive growth philosophies and how embracing them can help organisations grow and prosper. We speak about issues that organisations face with treating D&I as a box-ticking exercise and how they could be benefiting from thinking holistically about D&I and the all-round human experience.

Key questions answered -

What elements does Toby usually have to tackle within D&I?
What does diversity really mean?
How has Toby’s lifelong disability and being gay shaped his career?
Why organisations should be thinking holistically about D&I and what this looks like
What led Toby to move on from his previous D&I management roles and create his own consultancy

Listen and discover how you can embrace holistic diversity and inclusion to help your organisation thrive.

Mentioned in this episode

Inclusive Growth Book on Amazon

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In this episode of The D&Igest, we speak with Nichelle Grant, Head of Diversity, Equity and Inclusion at Siemens USA. She holds over 30 years of experience within the industry, and has been with Siemens for 22 years. As Nichelle shares her journey with us, you’ll discover how her passion for making sure that society and the workplace are diverse, equitable and inclusive has been at the forefront of her life throughout her career and education.

We find out about how Nichelle started with Siemens in a temporary role before moving to her current position. She talks about her involvement in the Employee Resource Groups within Siemens. Nichelle also shares her views with us on how hiring managers can attract and retain diverse talent. And finally, we hear her predictions on how she sees the tech sector improving.

Listen now to our interview with Nichelle and be inspired!

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What is your PIE? What has made you proud, has inspired you and has empowered you today?

In this episode, we’re joined by Shelley Jeffcoat, founder, director, mentor, author and so much more. We learn about her inspiring story, from growing up in Jamaica to her impressive career in the tech industry starting as a field engineer, her roles at HP, IBM and AT&T and her current position as founder of LCM Group - a black-owned business that seeks to create a community to encourage and inspire others to make positive changes and lead a successful life. And she still has time to be a Mum!

We also asked Shelley about -

Her passion for education
Her views on how diversity and the conversations around it have changed in recent years, particularly in the tech sector
The difficulties she has faced as a black woman in tech and how she achieved success
And her wonderful book series What’s My PIE?

Shelley also shares some valuable job seeking tips that could help you to find your calling and find the culture and environment that’s right for you.

We hope that this episode will inspire you to start thinking about what you’re proud of and what you feel empowered by!

Mentioned in this Episode

What’s My PIE? on Amazon

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On the latest episode of The D&Igest you will hear Matthew Carney talk about what it means to be queer, how each city and its queer communities are a different breath of fresh air and what true representation matters.

Matthew is involved in many projects but his own baby is the Knaphouse based in Amsterdam that is a full powerhouse for all things queer! They are helping brands truly defining inclusivity with the help consultancy, production, branding- you name it and they can help!

Tune in to listen to this fun chat between Matthew and Helen.

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In this week's episode of The D&Igest we have the Head of DE&I at Carta- Mita Mallick. With over 15 year of experience as a Storyteller working with some iconic brands like AVEENO, Vaseline and Dove, to name a few- she is now doing some revolutionary work to create inclusive workplaces and communities.

Mita talks to us about growing up as a daughter to immigrant parents, as a young girl who was continuously bullied, her journey through studying Anthropology, working on some incredible campaigns with stars like Viola Davis and now making a change in the DE&I space.

Tune in to listen to her story!

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In this episode of The D&Igest we have David Court- a UK based media producers with a long background in creating, producing and directing genre television and movies in the UK and US for Universal Pictures, Sony Pictures Television, MTV and Lionsgate.

David talks about his journey from his schooling, being diagnosed with ADHD as an adult and now working with some madly talented children in the world of music. SupaJam is proving a hit with music courses for young people who have fallen out of education.

Tune in!

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On this episode of The D&Igest we spoke to D&I lead, EMEA & APAC at Uber- Rodrigo Caetano Teixeira. He shares authentic journey about coming out to his parents in Brazil, moving across the world as a recruiter to Budapest and joining the D&I space for Uber in Mexico.

Rodrigo is an inspiration to anyone who seeks to explore beyond their comfort zone and make an impact when it comes to speaking up for minorities. Tune in!

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In the latest episode on The D&Igest, we have Lisa Mulligan speak about her journey as an HR professional who through her passion and the right opportunities stepped in as a global D&I leader and is loving her role with Worley in Singapore. She is also a host of a diversity podcast called- A Dog Called Diversity.

Lisa shares her insights on what D&I has meant for corporates and how the landscape is changing with more roles clearly defined for the diversity. Tune in!

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Sheree Atcheson, a multi-award winning worldwide Diversity, Equity, and Inclusion leader, keynote speaker, and published author, is our next D&Igest guest. Sheree has a beautiful story to tell, from being adopted as a three-week-old baby from Sri Lanka to growing up as a brown person in a conservative Ireland, working as a software engineer, and now authoring a book on diversity and inclusion- Demanding More.

Sheree led the expansion of Global non-profit Women Who Code after getting her degree in engineering and has worked at MNC's such as Deloitte, Monzo, Peakon and is now the Group VP for DE&I at Valtech.

Tune in to hear Sheree talk about her journey so far and share some insights on what we can do more to build an inclusive society.

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In this episode of The D&Igest we speak to award winning entrepreneur Shana Gujral about what her journey in the world of EdTech has been and how she is creating a world where nobody has to feel awkward being their true selves at work. Shana is the founder of an E-learning platform called Lila.

Tune in to listen to Shana's story.

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"The pay gap is not about gender, it's about meritocracy" - Pay equity advocate and consultant Vidir shares how a system of meritocracy (and analytics) has helped him eliminate the gender pay gap within 5 years in this episode of the Diversely Podcast - The D&Igest.

Head of Consulting at PayAnalytics and notable speaker on fair-pay, Vidir Ragnarsson is our guest and shares his unexpected journey from the Icelandic energy sector to D&I and global pay gap advocate.

Vidir and Hayley talk about global trends in pay gaps, which approaches have helped him to successfully reduce and ultimately eliminate the gender pay gap in his previous company and how he's helping other companies to tackle this thorny topic across the globe.

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In the next episode of The D&Igest we have an extraordinary story to share with Kevin Bowsher who was once in the Police forces in the UK and has worked on infamous cases like the Stephen Lawrence murder case. He is now a D&I Director at Mace and has achieved Assoc CIPD status.

Tune in to hear from the man himself, a very timely conversation with all that is going on in the world currently.

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Joanne Monck was David for 58 years of her life and in this episode of The D&Igest she shares her journey from childhood to now- as an OBE award winner for her contribution towards transgender equality and a D&I advocate.

We had goosebumps when we heard Joanne share her story, but her courage and will to do make a mark in this world truly inspires us. Joanne is the Director of Global Education and Equality, Diversity and Inclusion at BelieveGlobalCIC/The Believe Foundation and aims to take this title forward with great passion.

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Britain's 'First black female Creative Director' and an award-winning creative lead- Jo Arscott is our fabulous next guest on The D&Igest. Jo is a global citizen with a wealth of experience not only in marketing billion-dollar FMCG/Retail brands - but is also a guest lecturer in universities, a mentor and a D&I advocate.

Tune into the podcast to hear this creative-genius talk about her journey and tips on navigating your way in advertising.

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On our next episode of The D&Igest we have Yogesh Sokhal who is the Group Vice President, for the Strategic Clients Group across APAC at Oracle. Yogesh is passionate about coaching and mentoring and is a mentor and a coach to leaders across Asia Pacific on a pro-bono basis. He considers himself a global citizen having lived in India, Japan, Luxembourg, the UK and the Netherlands and currently based in Singapore.

In this episode Yogesh speaks about his hopes and desires for diversity in the corporate world and what trends he has seen that make him optimistic towards a better future for leaders and organisations.

Happy listening!

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In episode 4 of The D&Igest, Hayley Bakker (co-founder and CPO of Diversely) hosts with Sergio Panday (co-founder of Roots Inspire) as a special guest.

Sergio spent several years in the world of corporate finance all across the world and has now made it his mission with Roots Inspire to boost ethnic diversity in senior business positions.

He is a firm believer that having ethnically diverse representation in high business roles would result in a positive spiral effect that will benefit the entire company. More information about his work may be found here- https://rootsinspire.com/

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Tanya Rolfe is our next guest on the D&Igest and she is a force to be reckoned with. With over 15 years of working in some of the biggest law firms in the world, Tanya moved over to devoting all her efforts in the fight gender equality especially in the world of finance. Founder of Sophia, Tanya is now on a mission to educate and empower women so that they can fully take charge of their wealth.

We know we have a lot to learn from this powerhouse of a lady, and we're confident you will feel the same way after hearing her speak.

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Emery Fung, a special guest from Hong Kong, joins us on the upcoming edition of The D&IGest. Emery wears several hats—he's TedX speaker, an LGBTQ+ champion, a podcast host, and a corporate speaker—and he does so with such zeal that it's contagious.

In this episode, Emery talks about his transition from Elaine and how he navigated his journey through his years in the UK and Hong Kong.

Have a listen to Emery's podcast- Awkward Turtle at Work.

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“Ageism is the one ism we’ll all experience, if we’re lucky.”- A quote so rightly spoken by Jane has always stuck with us and inspired us to have her share her story in the very first episode of the Diversely Podcast- The D&Igest.

Founder of the Uninvisibility Project and co-author of Invisible to Invaluable, Jane Evans is our first guest and shares her incredible story through the advertising world.

Jane and Helen talk about the struggle with ageism and how Jane navigated her way through innumerable stereotypes surrounding ageism in the world of advertising, having her own business and her fight in tackling this 'age-old' concept of having careers revolve around men's biology.

If you have any questions for Jane or Helen, feel free to get in touch with us at helen@diversely.io.

The D&Igest: A Diversely Podcast: Recent Episodes

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