Answer the following questions will assist organisations in carrying out self-assessments on their existing practices; though we recommend that an external organisation that specialises in diversity, inclusion and equality is employed, to professionally audit and assess.

• What evidence is there, to clearly demonstrate that your company advances recruitment and career paths, and reviews, monitors and evaluates the intrinsic value of diversity, inclusion and equality?
• When it comes to recruitment, promotion and board roles, what is the mindset of the decision makers?
• What are the 10 key factors that your organisation puts in place, with regard to diversity, inclusion and equality?
• What assumptions are made about diversity, inclusion and equality?
• What learning and development programmes have employees attended, with regard to the promotion of equality, the prevention of discrimination and the importance of good relations between all groups?
• What systems are in place to log, monitor and evaluate inappropriate behaviours and language?

In my personal and professional experience, there are a number of misconceptions about diversity, inclusion and equality (D I E); these often start with the individual’s own personal and professional experiences, including any learning and development courses they have attended, and any pressure/support groups they may belong to, as well as newspapers they read.

In my opinion, because you work with or know individuals who come from diverse backgrounds, or come from a family which is diverse, or indeed you have diverse experiences, or live in a diverse community, or you have the title of diversity champion et al that you necessarily will have an understanding about how to implement diversity, inclusion and equality.

Of course, your own personal and professional experiences will provide more awareness about diversity, inclusion and equality. However, this awareness and understanding may well be around the specific issues you have experienced around indirect and direct discrimination, prejudice, harassment or victimisation, with regard to age, class, disability, gender reassignment, marriage/civil partnership, pregnancy & maternity, race, religion or belief, sex, sexual orientation (bisexual, heterosexual, gay, lesbian) and socio-economics. This is significant but is only one part of a greater picture and can lead to a misunderstanding and generalizing – dare I say even more stereotyping.

In my opinion I don’t want the reader to think I don’t believe there are inequalities, which have impacted directly upon the individual/group – what I want the reader to understand is that misconceptions about diversity, inclusion and equality can lead to anger and frustration from others who feel equally they are not heard. Whilst I talk about minority groups, I also acknowledge the need to focus on majority groups, and learn about their thoughts, feelings and experiences. Individuals need to work together to understand their personal responsibility in ensuring inclusive language and behaviour, as well as an awareness of self and others, and the impact their assumptions have on self and others.

Individuals of the same age, same disability, same sexual orientation, same class, same race, same religion or belief etc. are NOT the same; have not necessarily had the exact same experiences; do not feel the same; do not behave the same. However, individuals from these groups may at times fiercely protect the group they identify with, whilst not necessarily agreeing or indeed liking the individual.

I believe whole heartedly in the importance of pressure groups, whilst recognising for example that women are not a homogenous group, and neither are men. In the recent research I carried out, which focussed on the experiences of 109 senior women in Financial Services, there were a number of women who clearly felt that they would rather work for a man than a woman. My belief is that this response isn’t about the sex of the individual, but more about effective leadership. However, women, and particularly minority ethnic women, are clearly underrepresented in both the public and private sector in senior leadership posts. Individuals from the same religion or belief do not always interpret the beliefs the same way, or indeed demonstrate the same behaviours.  Currently (maybe perpetually), I feel there is a confusion about religion and culture, and this has been evidenced in workshops we have facilitated. For example the recent prosecution of a number of Asian heritage men in the Rochdale area has far more to do with a perceived culture than religion or ethnicity.  Misconceptions about diversity, inclusion and equality can create dangerous and damaging assumptions and lead to tokenism.

For me, the focus on diversity, inclusion and equality is about personal leadership and clarity of understanding of this area. Diversity is a simple universal fact. Inclusion and Equality exist only insofar as people choose it. If you would like to find out more please read our book ‘Ever Say D I E’

http://bit.ly/HSMwwt

Have been avidly watching this show, enjoying and praising the fact that the ‘blind’ auditions have allowed selections to be made purely on vocal quality and appeal. Yet, even in this round, judges would say how they had pictured the artist differently – we just can’t stop ourselves. Our ears start working overtime to fill in the information our eyes are missing out on.

However, in this round, the judges have given in to one particular and very common discrimination – Ageism. Even the older artists (one, a wrinkly old woman of 27 years) started to appear resigned to their fate.

The judges clearly believe the adage, “You can’t teach an old dog new tricks”. I’m sure they’ll now move on to, “You can’t make a silk purse out of a sow’s ear”, as their eyes start to make ever more value judgements on aspects which have no bearing whatsoever on – the voice.

Should you wish to know more about the whys and wherefores of prejudice and discrimination, you could do no better than order a copy of “Ever Say Die” by Mui Li. Or have a browse on the Muika Leadership website, to see how we can help your business go from strength to strength, by combining leadership skills with equality.

Cost £200      Email info@muikaleadership.com

We can often be our worst saboteurs, not recognising that the language and behaviours we use can send out unhelpful messages about our confidence and sense of worth. At times of change and uncertainty, it is important we remain confident, and send positive messages about our skills and knowledge, and what we can offer to new or existing employers.

Aim:

To enable participants to remain 100% confident in any situation, understand their strengths, and communicate them effectively, in order to positively promote themselves.

Learning Outcomes:

 By the end of the programme, the participants will be able to:

 Utilise their power, control and influence as individuals, to achieve professional and personal success.

• Recognise the assumptions that may be blocking success, and the wider impact these can have.
• Change their thinking and actions, to avoid unintentional performance /self sabotage.
• Use empowering language that promotes confidence, and remove disempowering language patterns.
• Create an action plan, to achieve the success they want.

A fair few years ago, a young John Cleese made a series of programmes, where his comedic talent was utilised to point out how NOT to run a business – this week’s  programme thrashed it.

Are these apprentices the only ones who applied? Their ideas weren’t whittled down from a rich hoard, but selected from two and (initially) one from the men.

Research/Focus Group(definition): irritating people, who rarely give you the answer you’re looking for.

The gloves and composter already exist; the splash guard doesn’t – and for a number of very good reasons, which will only change, when we start breeding Stepford Children, who we will train to carefully aim their splashing at the Splish Splash.

And so, the winning gadget is deservedly the best – sorry, not quite worst product.

The theme for this year’s event is “Racism and Conflict,” highlighting the fact that racism and discrimination often are at the root of deadly conflict.

The theme was chosen to capture the often ignored yet mutually reinforcing relationship between racism and conflict. In many parts of the world, racism, prejudice and xenophobia create extreme tension and are used as powerful weapons to engender fear or hatred in times of conflict. Prejudice and xenophobia can even lead to genocide, crimes against humanity, ethnic cleansing and war crimes.

This year’s theme aims to raise awareness of these issues and to recall the plight of the victims who suffered or continue to suffer as a result of racism-related conflicts.

The first article of the Universal Declaration of Human Rights affirms that “all human beings are born free and equal in dignity and rights.” The International Day for the Elimination of Racial Discrimination reminds us of our collective responsibility for promoting and protecting this ideal.

The men’s group produced shabby products and lacked creativity, but their focus on the profit margin paid off – whilst the women’s group produced a great creative design; what half of their team lacked was team work, and their attacking sales approach in one particular shop was appalling.

My assumption is that the women’s goods with the right strategic marketing and their goods would have a longer life span and thus make a better profit.

However, this is not what the aim of this activity is about. What I saw on the Board was an outraged project leader, Gabrielle Omar, who stood out for the wrong reasons,and I’m sure I’m not alone in thinking Lord Sugar changed his mind. Did he not actually have his finger on Katie’s ejector seat button, when Bilyana basically said to him, “No, look at me; choose me”? So he did.

On the follow-up show, The Apprentice: You’re Fired, it seems others felt Lord Sugar changed his mind – or had it changed for him. Bilyana more or less attested to the potential stress of the interview, and definitely doesn’t follow the maxim of using mouth and ears in the proportion of

1:2. As Jane said, “She needs to cop on to herself”.

In this show, Bilyana came over as the complete opposite. I wonder how many more will appear like this in the weeks to come. Which, if any, is her authentic self? Do you ever shoot yourself in the foot, by putting on a persona, which you feel will advance you, and does exactly the opposite?

At Muika Leadership our programmes focus on outstanding and authentic Leadership, Diversity, Inclusion & Equality – to learn more get in touch now by emailing info@muikaleadership.com.  We look forward to hearing from you.

Eddie Mair, who writes the article, and in response to Nicholas bringing up the subject of age, asks him what he feels about older staff being dumped in favour of younger people.

“I feel very strongly it should be based on talent….And you don’t bring in someone new because they’re younger….”

Players of Just a Minute often mock his age, and he doesn’t mind. “Nowadays if you’re making jokes, you don’t make jokes, which are sexist or racist or about disability, but you can make as many jokes about age as you want.”

Bzzzzzz! Deviation! Discrimination around age comes under the same legislation as sex and race. Now, if such a bright spark as Nicholas Parsons didn’t know that, is it just possible that you don’t, or someone else in your company or organisation doesn’t?

And what about the six other specified strands in what are referred to as the Nine Protected Characteristics?

If you’re just coming to realise you’re not really on the ball with the level of Equalities awareness that you require then contact us for advice and support at info@muikaleadership.com

Sadly, having done thousands of interviews of students, parents/carers and school staff, such facts are not in themselves a revelation; merely a disappointment that, with such great equalities legislation as we now have, in an increasingly multi cultural/racial society, teachers, and more specifically Head teachers, feel justified in breaking the law.

What, indeed, can be the justification? Legally, nothing. But maybe they have felt a need to exclude illegally, to attain a greater fairness in practice. Yet, how can the ethnic and social class imbalance be explained? And why is so much of this occurring  in the much feted Academies?

Clothing that works well for the beach, clubs, gym and exercise sessions, may not be appropriate for a professional appearance at work. Clothing that reveals too much cleavage, your back, your chest, your feet, your stomach or your underwear is not appropriate for a place of business, even in a business casual setting. Clothing should be ironed and never wrinkled. Torn, dirty, or frayed clothing is unacceptable. All seams must be finished. Any clothing that has words, terms, or pictures that may be offensive to other employees is unacceptable.

Certain days may be declared dress down days, generally Fridays. On these days, jeans and other more casual clothing, although never clothing potentially offensive to others, are allowed. You will be notified when the company is holding a ‘dress down’ day. Trousers Inappropriate trousers includes jeans, jogging bottoms, exercise pants, shorts, bib overalls, leggings, and any spandex or other form-fitting bottoms such as people wear for biking. Skirts, Dresses, and Skirted Suits Casual dresses and skirts, and skirts that are split at or below the knee are acceptable. Dress and skirt length should be at a length at which you can sit comfortably in public.

Short, tight skirts that ride halfway up the thigh are inappropriate for work. Mini-skirts, beach dresses, and spaghetti-strap dresses are inappropriate for the office. Tops, Blouses, and Jackets Inappropriate attire for work includes tank tops; midriff tops; shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans; halter-tops; sweatshirts, and t-shirts unless worn under another blouse, shirt, jacket, or dress. Shoes and Footwear Flashy athletic shoes, flip-flops, and slippers are not acceptable in the office. Hats and Head Covering Hats are not appropriate in the office.

Head Covers that are required for religious purposes or to honour cultural tradition are allowed. If clothing fails to meet these standards, as determined by the employee’s line-manager, the employee will be asked not to wear the inappropriate item to work again. If the problem persists, the employee may be sent home to change clothes and will receive a verbal warning for the first offense. All other policies about personal time use will apply. Progressive disciplinary action will be applied if dress code violations continue.

What do you think about the above dress code?