Hosted by LOD's Anthony Wright, this webinar featured: Chaman Sidhu, Chief Legal Officer, Xero and Director, The Wheeler Centre; Justin Moses, In-house Lawyer, AIME; Dr. Katie Spearitt; Chief Executive Officer, Diversity Partners and Ruby Anandajayasekeram, Senior Legal Counsel, Shell.
10 key takeaways:
- Check yourself - take a Harvard Implicit Association test (with some caveats)
- Diversity is about all the differences and experiences we bring to work - both visible and invisible
- Inclusion is about how you bring diverse people together so that everyone feels accepted and appreciated
- An easy way to think about an inclusive workplace is where people can bring their 'whole self' to work
- To address D&I at an organisational level, you need a structured approach that can be measured and you need accountability
- Unconscious bias, often underpinned by both affinity and confirmation bias, is a key barrier to creating a diverse and inclusive workplace.
- Listening - actively and without judgement - is a key tool to combating unconscious bias
- As a leader, be aware of the Sunflower bias and the subtle ways you can unconsciously influence conversations
- By addressing unconscious bias, we can avoid a "mirror-tocracy" and have a more equitable workplace.
- Don't let fear of being wrong or politically incorrect stop you from starting important conversations around D&I - it's about asking with a genuine curiosity to understand alternative perspectives and suspending your judgement.