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What questions can we ask to get the diversity and inclusion conversation started?

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What questions can we ask to get the diversity and inclusion conversation started?

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What do you do when you encounter a view that challenges something you take for granted?

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What do you do when you encounter a view that challenges something you take for granted?

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Does more diversity mean more or less opportunity for white males who are in the majority today?

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Does more diversity mean more or less opportunity for white males who are in the majority today?

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What do you think people might fear about a more diverse workforce?

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What do you think people might fear about a more diverse workforce?

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How do you think this varies between white, male, senior leaders and junior, ethnic minority females?

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Do you think your career has been influenced by your gender, ethnicity or sexual preferences?

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Do you think your career has been influenced by your gender, ethnicity or sexual preferences?

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What does it feel like to be 'the odd one out'?

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What does it feel like to be 'the odd one out'?

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How do you think people's gender affects their support needs at work?

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How do you think people's gender affects their support needs at work?

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What about other aspects of diversity e.g. race, age, sexual orientation, learning style

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How do you actively seek out different views to avoid 'group think'?

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How do you actively seek out different views to avoid 'group think'?

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Do you feel comfortable being yourself at work?

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Do you feel comfortable being yourself at work?

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What influences this? Do you think others feel the same?

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Are people in your organisation rewarded or recognised for behaviour that is good for diversity & inclusion?

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Are people in your organisation rewarded or recognised for behaviour that is good for diversity & inclusion?

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How comfortable are you talking about the 'uncomfortable'?

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How comfortable are you talking about the 'uncomfortable'?

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How does the culture in your organisation enable open and potentially difficult conversations to occur?

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Do you call people out when they discriminate either consciously or sub consciously?

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Do you call people out when they discriminate either consciously or sub consciously?

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Do others? What influences how comfortable people feel doing this?

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What do you think affects the opportunities people are given?

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What do you think affects the opportunities people are given?

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What assumptions do people make about you?

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What assumptions do people make about you?

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Are you a role model? What does being a role model mean to you?

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Are you a role model? What does being a role model mean to you?

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How important is it for your role models to be 'similar' to you?

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Are you an ally? What does being an 'ally' mean to you?

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Are you an ally? What does being an 'ally' mean to you?

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How can we all be better allies?

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How do views on this differ by seniority, race, gender etc ?

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How does unconscious bias affect your actions?

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How does unconscious bias affect your actions?

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How does it affect decisions made within your organisation?

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How do you hold yourself & others accountable when it comes to diversity & inclusion?

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How do you hold yourself & others accountable when it comes to diversity & inclusion?

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What emotional burden do different people within your organisation carry?

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What emotional burden do different people within your organisation carry?

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e.g. women, people of colour

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How can an organisation empower its people to call out unconscious bias?

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In what way are people in your organisation different to you?

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In what way are people in your organisation different to you?

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How does this influence the way you interact with them?

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In what way are people in your organisation similar to you?

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In what way are people in your organisation similar to you?

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How does this influence the way you interact with them?

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Do you think all of your colleagues feel comfortable being themselves at work?

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Do you think all of your colleagues feel comfortable being themselves at work?

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What influences this?