Resource: Improving Diversity and Inclusion in Senior Leadership: A workshop to help recruit diverse senior leaders

This is the landing page for “Improving Diversity and Inclusion in Senior Leadership: A workshop to help recruit diverse senior leaders”. 

This workshop focuses on key areas that allows you to understand what is really needed and provides practical tips on how to get started right now.

We would encourage people to apply who are unsure or concerned that they don’t know enough – this is definitely for you!

The first session (1.5 hours) would be an introduction presentation.

The second session (1.5 hours) would be:

  1. reviewing the recruitment process that the organisation of each individual has,

  2. writing up improvements to that process, and

  3. brainstorming how that process could be implemented within that organisation.

In the introduction presentation you will learn:

1. that this will be uncomfortable and will challenge you.

Several photos of 6 year old Ruby Bridges walking through racist people wanting her dead

2. to understand systemic imbalance, microaggressions and the cumulative effects they have on careers.

Cartoon showing one person climbing on another to reach a higher spot but not helping them once they are up there.

3. to recognise if you remove bias (ie stay neutral) at the recruitment stage, you are actually siding with oppression, and that you need to act to make up for the cumulative discrimination people have faced.

Shows a car biased to the right with a neutral steering wheel veering off the road. Then shows steering wheel adjusted to compensate driving straight.

4. to recognise that discrimination creates a lack of opportunities because people are treated differently, and that accumulates and reduces employability over time.

Comparing Tamir Rice and Kyle Rittenhouse

 

Graph showing increase in negative graph over time symbolising lack of opportunities over time reduces employability

5. to accept that when someone becomes neutral at recruitment, people who are marginalised won’t have as many opportunities and the only way to fix that is to “give people from marginalised groups more opportunities to make up for the ones they have lost”. This is the equivalent of turning the steering wheel to the left to make up for the car moving to the right.

Picture of Marilyn Monroe with Ella Fitzgeerald with text showing that Ella owed Marilyn a real debt.
 
6. to recognise that you need to triage like a hospital for intersectionality using some level of “degree of difficulty”.
 
Intersectionality spectrum showing that the more marginalised groups a person belongs to, the higher their degree of difficulty, and the more they should be helped.
 

7. practical tips on how to improve recruitment and onboarding.

Two circles with logos for advocating for people from marginalised groups and the other for redefining merit

8. how this has worked in previous situations.

Logo of RSE AUNZ and a quick story on how this framework helped them be more diverse

A shorter version of this is at 15 minute introdution to Diversity and Inclusion for workplaces, but you can see the full set of slides at:

Mosbergen, Rowland (2021): Improving Diversity and Inclusion in Senior Leadership: A workshop to help recruit diverse senior leaders. figshare. Presentation.

https://doi.org/10.6084/m9.figshare.14315846 

And a recording of the latest version in May 2022  is available below: