4. Transparency in decision making

Another key finding was the importance of transparency in decision-making processes. Members discussed how openness about the rationale behind decisions, particularly those affecting diversity and inclusion, builds trust and fosters a sense of belonging among employees. When decisions are made with input from diverse voices and the reasoning is clearly communicated, it helps prevent misunderstandings and promotes a culture of inclusivity.

Organisations that have prioritised transparency have found that it not only strengthens employee engagement but also encourages more open dialogue about challenges and opportunities. This approach ensures that everyone feels involved in the journey towards a more inclusive workplace, creating a sense of shared ownership and responsibility

5. Creating and using safe spaces

Creating safe spaces where employees can share their experiences without fear of judgement or backlash was another key finding from the event. These spaces allow for honest and open dialogue, which is crucial for addressing issues related to race and inclusion.

Some organisations have gone further by creating reflective spaces and books of reflections, where employees can document their thoughts and feelings. These initiatives not only provide a therapeutic outlet for staff but also serve as valuable learning tools for the organisation as a whole.

6. Overcoming challenges in addressing fear and inaction

While many organisations have made significant progress, challenges remain. Some members reported that colleagues, particularly those in leadership, are still hesitant to engage in conversations about race and inclusion. This hesitation often stems from a fear of saying the wrong thing or causing offence, leading to inaction.

To address this, some organisations have introduced inclusive language guides and provided training on how to start difficult conversations. However, it was acknowledged that more work is needed to build confidence and competence in these areas across all levels of the organisation​.

7. The need for long-term strategic thinking

Finally, the event highlighted the importance of having a long-term strategy for inclusion and diversity. Rather than seeing these efforts as the sole responsibility of EDI (Equality, Diversity, and Inclusion) teams, organisations recognise that creating an inclusive environment is a shared responsibility. This includes setting clear representation goals, continuously upskilling managers, and embedding inclusivity into the organisation’s culture and practices.

Moving forward

The insights shared during this event are a testament to the progress that has been made and the work that still needs to be done. As we continue to hold these monthly community events, our goal is to ensure that all members have the tools, knowledge, and support they need to create truly inclusive workplaces.

We are grateful to everyone who participated and shared their experiences so openly. Together, we are building a stronger, inclusive future for our organisations and our communities. Stay tuned for our next event, where we will continue to explore important issues and share practical solutions that can make a real difference.

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