Practical Diversity and Inclusion

Category: Resources

  • Resource: Definition of microaggression in Diversity, Equity and Inclusion

    I made the decision a while ago to redefine what I consider a microaggression in Diversity, Equity and Inclusion. To put it simply A microaggression is a clear sign to a marginalised person that they do not belong in that environment. What does that mean? It means that the microaggression will not be taken seriously…

  • Resource: Capability maturity model for supporting people from marginalised groups

    I think allyship as a general term is one of the core principles of Diversity, Equity and Inclusion. This is shy I have written this capability maturity model for allyship – or supporting people from marginalised groups. This is because of the idea that keeps coming up on Twitter and LinkedIn about mentorship versus sponsorship. In…

  • Resource: 15 minute introduction to Diversity and Inclusion for workplaces

    Based on some feedback I have written a new presentation titled “15 minute introduction to Diversity and Inclusion for workplaces”. I wrote this to allow people to have a quick introduction to several topics that I feel have been left out of the conversation around Diversity, Equity and Inclusion. These are such topics as making…

  • Resource: Convert position descriptions to be more diverse

    As part of the workshop on Improving Diversity and Inclusion in Senior Management, I looked at some existing position descriptions and rewrote parts to make them more inclusive. I have captured the reasons behind these changes and put them into a spreadsheet for others to contribute or to view. The spreadsheet is here at: https://docs.google.com/spreadsheets/u/1/d/1ChklYRZ8psvAPgPQB2VcTdezU9iNX5U0ojVKjdMLohE/edit#gid=0…

  • Resource: Documentation from the Mentoring for PoC aiming for Senior Leadership positions program

    I setup and ran the Mentoring for PoC aiming for Senior Leadership positions program that had an intake in 2020. The feedback received was positive. The biggest challenge was ensuring the mentors were culturally and intersectionally complement to not trigger or cause distress to the mentees. For example, there was a man of colour who…

  • Using the Intersectionality Spectrum to summarise diversity in senior management

    Recently I started to look at organisations and to try and summarise diversity in senior management. One of the problems was that it was difficult to do so due to being an external party, and some people may not easily be distinguised as being from marginalised groups. So I decided to make some changes. Here…

  • Video Resource: Are you really hiring on merit? A story about hiring senior management with Diversity and Inclusion

    This animation shows the cumulative effect of racism in senior management that is based on true stories of two fictional characters, Tom and Tim. Tom and Tim have the same ability. They got the same marks at university. Will they go on to have the same success in their respective careers? What happens if they…

  • Resource: Discourse Analysis Framework to evaluate DEI resources, organisations and groups

    I recently realised I needed a framework to do some simple discourse analysis to compare how my principles align with other DEI practioners and resources. I want to help make societal change in the area of D&I more scalable and accessible but I recognise that I have a different way of looking at things and…

  • Resource: How to centre marginalised people

    Here is a list of 50+ people that you should follow to centre marginalised and intersectionally marginalised people. Marginalised and intersectionally marginalised people are usually sidelined from the mainstream media, tv and movies. This is why Diversity and Inclusion in the public media is also important. I think Marcia Anderson said it best: https://twitter.com/MarciaJAnderson/status/1285570981101264897 This is…

  • Resource: Not the Only One

    Capturing, curating and sharing stories and data about racism and intersectionality For the privileged Some people aren’t exposed to microaggressions and aggressions due to their privilege. They are surprised when they find out that this event isn’t the only one. For the marginalised People from marginalised groups can sometimes wonder if they are the only…