Practical Diversity and Inclusion

Category: Resources

  • Resource: Unconscious bias – does it really matter?

    This was a talk that I gave to the Open Life Sciences cohort around Unconscious Bias. It challenges the notion that Unconscious Bias should be prioritised within a Diversity, Equity and Inclusion framework. The presentation can be found at: Mosbergen, Rowland (2021): Unconscious bias – does it really matter?. figshare. Presentation. https://doi.org/10.6084/m9.figshare.14479875

  • Video Resource: Capability Maturity Model for Diversity in Organisations

    This was a presentation given to the Division of Culture, Learning, and Technology of the Association for Educational Communications and Technology. This framework makes it easier for organisations to understand where they currently sit within the diversity maturity levels, and provide practical ways on how they can move toward being a mature, diverse organisation. The…

  • Video Resource: Unconscious bias – does it really matter?

    This was a presentation given to the Open Life Sciences cohort around Unconscious Bias. It challenges the notion that Unconscious Bias should be prioritised within a Diversity, Equity and Inclusion framework. The presentation can be found at: Mosbergen, Rowland (2021): Unconscious bias – does it really matter?. figshare. Presentation. https://doi.org/10.6084/m9.figshare.14479875

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

    Improving Diversity and Inclusion in Senior Leadership is a workshop to help recruit diverse senior management. It provides a framework to understand that the underlying problem is systemic, the difficulties that accumulate over time for diverse candidates aiming for senior leadership positions, and it gives you practical advice and tips on things you can actually…

  • Benchmark Men

    Benchmark Men, that is, those who are white, Anglo-Celtic, heterosexual and able-bodied, have traditionally dominated masculinist institutions like the police force. As a result, it has come to be assumed that they must be the best people. Accordingly, decision makers persist in appointing and promoting those who look most like themselves. ‘It’s like looking in…