In this special blog post for #FuturePRoof, conference organisers Advita Patel and Priya Bates look ahead to their Diversity In Action event on 23 March, consider how approaches to diversity differ and converge across the world and talk about how people can become anti-racist. Grab a cuppa and take a read…
What are the top three things attendees will take away from Diversity In Action?
Priya: How to turn words into actions. This past year, there has been a lot of talk about anti-black racism, diversity, inclusion, equity and belonging. Yet, we see a lot of check-the-box performative gestures versus real performance and progress. Real Talk. Real Action. Real Results.
What it means to be an ally. We'll hear about allyship and what it should look like. We know that so many have the right intent but are hesitant or worried about making mistakes. We'll hear about what allyship means and how it can help make an impact.
Building a diverse network and participating in the conversation. The networking and connections we make with others with diverse experiences and opinions will help all of us understand perspectives and build the relationships we need to move forward together.
Priya, you're based in Canada and Advita, you're based in the UK. How do approaches to diversity and inclusion differ and in what way do they converge?
Priya: Canada, and especially Toronto where I grew up, is known for its multiculturalism and diversity. Although there is still work to do here, what I love about Canada is that it sees it wears its diversity as a badge to be proud of. Since we're close to the USA, I've always compared the "melting pot" that America boasts about as being about everyone assimilating into one version of what it means to be American. I see Canada as being more of a stew – that the different elements retain their uniqueness, and the combination of the diverse flavours and textures creates something warm and comforting.
With diversity in Canada – we lead from the top (although there is still work to do) with at least an attempt by our Prime Minister to create a more diverse cabinet and prioritise work on gender and indigenous populations. I'm excited about the Black North Initiative pledge signed by 400 Canadian CEOs to drive awareness, action and accountability around anti-black racism. I love the fact that our focus on reparations with indigenous populations is called TRUTH and RECONCILIATION. That how we move forward should focus on the stories we've told and whether they are based in fact or fiction. We're opening our eyes faster in Canada but still have so much work to do.
Advita: There are times when I think the UK is streets ahead when it comes to diversity and inclusion compared to what's happening across the pond, and then there are moments when I wonder if we've transitioned back 30 years. One of the challenges I think we face is that some of the DEI initiatives can be performative. We focus on one-hit campaigns and then wonder why we do not see change. We also tend to do things in a silo and often end up working against each other. I'm a big believer in the collective voice's power and working together is much more productive than trying to outdo each other. It's one reason why Priya and I were keen to create a conference like Diversity in Action. We want to bring together people who want to part of the change and support each other along the way.
Is Diversity In Action a business conference or specifically for those in communications?
Priya: The Diversity in Action conference is for everyone who truly wants to progress on diversity initiatives. It's a more intimate conversation that is meant to educate and inspire action. We'll hear first-person perspectives and explore topics across the diversity spectrum, including gender, race, sexual orientation and ability. It's an opportunity to learn and listen.
Advita: Like Priya said it's for anyone interested in being part of the change. We want this conference to be a safe space for people to ask questions and feel part of the community. I know it's harder when it's through a screen, but we've been quite intentional on the speakers we've chosen and the plan for the day. We want the attendees to be part of the conversation and be able to contribute to the discussions. I want people to connect after the conference and work together to develop ideas, thoughts and solutions. Like I said before if we're going to see a significant change in the DEI space, we all need to work together.
How practical is the content?
Priya: I'm very excited about the content and the speaker line-up.
Anita Sanchez, PhD is an executive consultant and author with indigenous roots. She uses indigenous teaching as a foundation for how we can move forward together. I think she will be incredibly inspiring.
Dr Leeno Karumanchery brings us practical solutions that help build anti-racist organisations that benefit everyone.
Jade Pichette (they/them) from Pride at Work Canada is in the process of publishing a government guide on allyship that will help us understand what it means and how to be an ally.
Adena White will share her process on how to use stories to drive social change. Her podcast, Blackbelt Voices was recognised by both "O" – The Oprah Winfrey Magazine and Vogue in 2020.
Other leaders will share their experiences and perspectives including panels on Disability (led by Mark Webb) and Female CEOs (led by Simone Roche), along with Madiha Jafri talking about her challenges in the STEM space as a woman and person of colour.
How much do you feel things have moved forward in the drive for equality since the tragic death of George Floyd?
Priya: Today is different as a result of the George Floyd protests that took place globally. Yet it is only one step forward on a conversation that has been happening for hundreds of years. There is now attention through awareness and acknowledgement. Advita and I often say it feels like we're taking one step forward and two steps back on any given day. The fact that we can be talking about the importance of diversity and then seeing conferences and panels announced that are all white still shocks us. It's like the planners are saying it's too much work. There are also a lot of performative gestures – our black boxes if you will. That performance is not followed by progress, making it feel like the flavour of the month issue, and once it's not cool, we can move on. The difference is that the George Floyd murder and global protests have emboldened the impacted communities, and I don't think they are ready to let the conversation fade.
Advita: I echo Priya's words. I do feel that sometimes the light is dimming when it comes to race equality. I shared a photo of a communications conference line-up a few weeks ago. Out the 35 speakers, 34 were white. When I see things like that it does hurt, it's like they are sticking two fingers up at the conversations and the work that has happened since George Floyd was murdered.
People have said to me in the past 'we can't find the people'. But the question I ask is 'where have you looked?' because I know we have a challenge in our industry when it comes to race, but we have some pretty incredible folks out there, and some of them on my underrepresented speaker list. A part of this accountability also sits with the speakers. It's essential that we hold conference organisers accountable and don't fear asking if there's fair representation on their list. If they say no or that they are struggling, then ask how you can help.
Do you think we're finally entering a world in which people can bring their whole selves to the world of work?
Priya: Not yet, but that's the hope. I just presented to a mostly white executive team (one of my clients). As one of the few diverse voices around the table, and as a consultant, I can now comfortably share my perspectives. It's valued more now. I still think companies are recruiting and hiring for diversity to check a box but are not necessarily focusing on inclusion and belonging so that those diverse experiences and opinions can be comfortably shared. Part of the work is for organisations and leaders. Another piece is working on the courage and confidence of the individuals being brought into these positions. When you've been told that you need to assimilate to belong your entire life, that behaviour change is hard, that is what we are working on with A Leader Like Me programmes.
What one thing can we all do as business leaders to actively become anti-racist?
Priya: I talk about my four As which seems to apply to individuals as well as organisations. First Acknowledge that there is an issue – truly believe that the issues expressed are real. Build Awareness of the facts/numbers supporting the issue today. Have an Action Plan for change – words and behaviours. Be Accountable to results. Someone once said what gets measured matters.
Advita: They need to understand their bias first. I know leaders who will say things like "I don't see colour" or "I judge people on merit and nothing else," which I don't believe for a second. Every single human being is biased – that's just the way we're programmed. You will naturally gravitate towards someone you can identify with over someone who looks entirely different for you. As a business leader, you need to check in with this bias and make conscious decisions. Look around the room and the people that you lean to for advice. Are you surrounded with replicas of you and people with a similar upbringing or background? If the answer is yes, you might need to connect with others outside of your circle to understand if you 'don't see colour'.
Who should attend this conference and why?
Priya: All the data tells us that diverse organisations drive innovation and results. Join the conversation and the conference to listen and learn about what is possible to move us personally and professionally forward regarding diversity, equity, inclusion and belonging. I genuinely believe that it will lead to stronger organisations and better communities.
Advita: Everyone! Honestly, this conference is for anyone who is genuinely interested in learning more about diversity and inclusion. It's for those who feel a bit uncomfortable and want a safe space to explore further and for those who want to know how they can expand on the stuff they've already learned. We have some remarkable industry experts, so this is a fantastic opportunity to be part of a global conversation and connect with others. I want people to understand that they are not alone, and we're here to support.
You can find out more about the conference at https://aleaderlikeme.com/conferences/div-in-action-conference/. Early bird tickets end 17 February.
Readers of #FutureRoof can receive 10% discount of the ticket price by using the code Future10.
Priya Bates is an award-winning professional communicator with a passion for driving strong performance from the inside out. As president and owner of Inner Strength Communication, Priya builds strategic internal communication, engagement, branding and transformational change plans that enable, engage and empower employees to deliver business results. Her clients include organizations and leaders across technology, retail, financial, healthcare, mining and manufacturing sectors looking to build strategic internal communication expertise.
As co-founder for A Leader Like Me, Priya creates an empowered community for women of colour to help them build skills, define strategies, and find support to grow in their careers.
Twitter: @priyabates
LinkedIn: https://ca.linkedin.com/in/priyabates
Websites: www.innerstrengthcommunication.com / https://aleaderlikeme.com/
Advita Patel is the Managing Director of CommsRebel, an internal communication and employee experience consultancy based in Manchester, U.K. She's also the co-founder of A Leader Like Me, a global membership programme which helps underrepresented women of colour succeed further in their career.
Advita helps organisations take the leap and revolutionise the way they communicate with their workforce by using effective measurement techniques and creative tools. She is also a qualified coach/mentor and works with teams and individuals to help them achieve their goals with confidence.
Advita has spoken at various events and appeared on several podcasts where she speaks about internal communications, measurement, DEI and imposter syndrome. She is a chartered PR practitioner, a Board Director and a fellow of the Chartered Institute of Public Relations. In 2020 she was named on the Northern Asian Top 100 powerlist and on the top 101 list for Inspiring Workplaces as one of the global influencers for employee experience.
Twitter: @advita_p
LinkedIn: https://www.linkedin.com/in/advitapatel/
Websites: www.commsrebel.com / https://aleaderlikeme.com/