Making EDI Initiatives Work
Sasha Scott CEO
www.inclusivegroup.co.uk
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Sasha Scott CEO
Sasha Scott Founder and CEO, Inclusive Group
Sasha Scott leads Inclusive Group and is an expert in diversity, bias, inclusivity and managing psychological health. She understands the commercial drivers behind reducing bias within the workplace and the critical need to promote and sustain inclusive workplace cultures, in order to attract and retain talent.
Sasha’s reputation has grown as an "international thought leader in diversity issues" and she has appeared on the BBC, and has been published in The Times, The Guardian, City AM, The Lawyer, Law Gazette, Accountancy Age, Complient, Personnel Today, and Recruiter magazine.
Sasha’s depth of experience at the ‘coal face’ of investment banking, combined with training in psychology and counselling, was a perfect fit for the markets emerging focus and commitment to inclusion and diversity.
Sasha came out as a gay woman late in her 40s so knows first-hand the stress of covering and the importance of allyship and inclusion in the workplace.
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Context • Where are we • Where are we going • Where do we start • What matters • Buy in • Data • Quick wins • Questions
Navigating the landscape
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Making your case
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The Great Resignation
• McKinsey found a significant mis-match in the factors that are important to employees versus what employees think is important.
• Employers appear to overlook ‘relational elements’ including a sense of belonging, and feeling valued by their manager.
Centre Inclusion
Workplace culture Hybrid
Listen Measure
Inclusion
Psychological Safety
Psychological Safety
Amy Edmondson, Professor of Leadership - Harvard Business School11
“Psychological safety is not created by telling people to feel safe. It is a by-product of leadership action and example in the context of doing real work."
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Business-led, strategic approach
Store name, Location
Attract
• BUILDING INCLUSION
Recruit Onboard Develop Engage Conversation Stories Recognition ERGs Celebration Listen and act EDI messaging as part of your EVP Review language How do you appear from the outside? Map the experience / touchpoints Remove ‘culture-fit’ and ‘gut-feel’ Can everyone apply? Be welcoming Focus on values Wellbeing strategy Create proximity New skills for managers Connection Be flexible and empathetic s
Diversity fatigue Competing for resources Little/no collaboration X ERG Infighting No recognition Enthusiastic amateurs • Purpose-why are we here • Collaboration • Inclusive ERG’s • Guard rails • Stakeholder participation • Clear focus and vision • Lessons learnt
The Data Dichotomy
Quick Wins • There are few !!! • Get leadership buy in • Talent - who are you using to source- can you apply pressure on recruiters • How authentic is the commitment to EDI • This is an opportunity to partner with your clients/customers/suppliers • Harness internal storytelling and respect the emotional labour • Have a clear actionable EDI strategy and review review review • Embed inclusion into leadership/colleague behaviours (bias, allyship, speak up/listen up) • Turn up the dial on accountability and transparency
Questions
