Driving Change by Diversily https://padlet.com/Diversily/inititives Some inspiration to help you take action to drive positive change en-us 2018-02-27 18:18:06 UTC 2024-05-23 12:04:31 UTC hello@padlet.com https://padlet-uploads.storage.googleapis.com/258963720/80c8a9ddf7b3737f782ac7331395a7ab/Diversily_Logo_D_v2_final_white.png Diversily https://padlet.com/Diversily/inititives/wish/236055854 2018-02-27 18:18:06 UTC https://padlet.com/Diversily/inititives/wish/236055854 Outside of Our Organisation Diversily https://padlet.com/Diversily/inititives/wish/236055861 Young People
  • Diversity work with schools, teachers and students
  • Support or create engagement programmes working directly with schools to encourage more young people – especially women and those currently underrepresented – to consider STEM subjects.
  • Encouraging women and underrepresented staff to speak at schools
  • Support work experience opportunities for young people and encourage women and underrepresented groups
  • Get involved or support organisations working to equip girls and other minority group with information and skills to succeed in the future
  • Help to develop the next generation of female tech leaders by supporting Girls Who Code and Black Girls Code
Helping Others
  • Pay it forward by sponsoring an organisation actively supported the underrepresented or building strong talent pipeline
  • Encouraging staff to mentor women and underrepresented groups outside of our organisation
  • Scholorships
  • Seeding problem areas for others who are looking to apply skills to real world issues
  • Offer to host a programme or event for a group or organisation that is helping women or underrepresented groups in tech
  • Work with organisations who are developing young talent to support them
Events 
  • Attending and hosting external events on diversity 
  • Encouraging women and underrepresented groups to speak at events 
  • Raise concerns about lack of diversity with event organisers 
  • Encourage your staff to go to diversity events
  • Encourage your staff to attend events where they are the 'odd one out'
  • Say no to 'manels' - all male panels
  • Commit to a better ratio of female and minority speakers at your conferences or events
  • Create a code of conduct for your events
  • Serve non alcoholic drinks or even mocktails to encourage those that might usually drink alcohol not to
  • Offer your office to host an event supporting women or minorities 
  • Use the various lists of women and minority speakers to find diverse talent to speak at your events
Skills Development
  • Encourage women and people from diverse backgrounds to take on board and trustee roles outside of our organisation
  • Encourage staff to go to events/places where they are the 'odd one out' to build empathy
Network
  • Encourage staff to expand their personal network outside of people 'like them'
  • Raise concerns about lack of diversity with partner / supplier / customer organisations
  • Become better connected outside of our organisation 
Collaboration
  • Benchmarking against peer organisations
  • Reviewing and learning from what others are doing
  • Collaborate with others in the industry to drive forward meaningful change
Marketing
  • Publish successes and continue to promote the benefits of diversity and inclusion externally
  • Publish content that portrays our organisation and the sector in general as welcoming and supportive environment to work in




















]]> 2018-02-27 18:18:06 UTC https://padlet.com/Diversily/inititives/wish/236055861 Inside of Our Organisation Diversily https://padlet.com/Diversily/inititives/wish/236055863 Leadership & Culture
  • Actively demonstrate that diversity is valued  and our culture is inclusive (e.g. long term commitment, senior management support, specific focus/initiatives/investment, value input from everyone, support different perspectives and working styles)  
  • Actively advocate the benefits of diversity and inclusion, commit to driving change & zero tolerance for discrimination
  • Publicly share your personal & organisational commitment to the principles of diversity, inclusion and respect
  • Ensure everyone understands the diversity business case;  higher productivity, better client service, innovation and lower attrition.
  • Active support for flexible working practices (e.g. part time, job share, remote working, flexible hours etc)
  • Recognise our own biases and don't always be guided by the loudest, most confidence voice
  • Put diversity & inclusion on the senior management agenda
  • Accountability for diversity and inclusion - in HR, in leadership, with managers and with everyone
  • Support and encourage people to speak up for diversity issues that are not their own  i.e. create allies
  • Be prepared to step outside of our comfort zone and challenge stereotypes
  • Encourage staff to be allies and actively speak up for issues that are not their own 
  • Create a 'when you see something, say something' culture to encourage people to speak out and provide constructive feedback
  • Actively seek out and encourage others to seek out different perspectives
  • Recognise that the 'diversity dialogue' may not always be comfortable and  create a safe environment where people can be their authentic selves 
  • Speak your mind but mind your speak
  • Set the tone from the top
  • Acknowledge and praise great behaviour to encourage others to repeat it
  • Actively celebrate successes
  • Encourage feedback and listen and respond
  • Religion agnostic celebrations and events or equal coverage for all 
  • Make space for difficult conversations
  • Make  time for teams to share stories, ideas and information
  • Open invitation for feedback from leadership
  • Get people comfortable with hard conversations
Policy & Practice
  • Mentoring and sponsorship for women and underrepresented groups
  • Encourage staff to raise diversity or inclusion concerns and create anonymous mechanisms for feedback 
  • Internal networks, councils & forums
  • Review / update / create policies that support and will drive diversity and inclusion
  • Reward / reprimand behaviour that supports / counters diversity and inclusion goals
  • Reward competence not confidence
  • Active support for 'returners to work'
  • Internal networks / mentoring
  • Create a code of conduct to help people understand what appropriate behaviour looks like
  • Give people a shared language and appropriate channels to talk about diversity and inclusion topics
  • Set up employee resource groups
Data, Metrics and Transparency 
  • Describe and share our efforts to increase diversity (e.g. case studies, successes, challenges ...)
  • Measure and ensure / work towards equal pay for equal work across genders
  • Set diversity targets for our workforce; track, benchmark and share data
  • Set diversity targets for interview candidates; track, benchmark and share data 
Recruitment - How will we attract and welcome a diverse workforce?
  • Inclusive hiring practices
  • Actively seek out diverse candidates if they do not apply. Target different populations and networks
  • Identify barriers to application and take action to address 
  • Clarity at job advert stage about support for flexible working practices 
  • Use gender neutral language in job adverts
  • Job adverts that state requirements not wish lists. 
  • Look in different place for different talent - use more channels to find talent
  • Look at top ranks students at lower ranked universities/schools
  • Recognise the 'like me' limitations of employee referral schemes and don't use as the only source of new talent
  • Build your brand and reputation as being an employer of choice for diverse candidates
  • Show your commitment to seeking out diverse candidates
  • Offer 'return to work' schemes for those returning after a career break
  • Diversity on interview panels
  • Check out https://www.hiremorewomenintech.com/
  • Offer apprenticeships and on the job training or re-training
  • Use structured criteria in interviews to assess candidates to eliminate unconscious bias
  • Create new ways to fuel your talent pipeline e.g. programmes to inspire people into tech who may not otherwise consider it an option
  • Ask candidates how they would or have contributed to create an inclusive workplace or built and developed diverse teams
Retention - How will we retain and support a diverse workforce?
  • Career progression, promotion and salary transparency
  • Identify barriers to promotion or reasons for staff turnover and take action to address
  • Review 'staff experience' for each diversity dimension and create action plan to improve
  • Ensure social activities are accessible for all
  • Continuous diversity and inclusion training & awareness for all staff with extra support for managers (e.g. unconscious bias, stereotype threat, intersectionality, being an ally, working with people with disabilities, cultural awareness, empathy, benefits of diversity ...)
  • Review new hire experience for each diversity dimension and create action plan to improve 
Development & Career Progression
  • Identify, develop and promote the underrepresented to build a diverse pipeline of managers, executives and board members 
  • Identify needs and put in place additional support for women and underrepresented groups
  • Sponsorship for women or underrepresented groups
  • Encourage management to 'sponsor' and support women and minorities to give them opportunities to shine and progress
  • Encourage senior management to 'give a away the glory' and give the quieter voices the spotlight
  • Put in place a mentoring programme
  • Encourage staff to use The Mentoring Canvas on a regular basis as a framework for mapping out what is important to them, what their goals are and steps they can take to achieve them. 

]]> 2018-02-27 18:18:06 UTC https://padlet.com/Diversily/inititives/wish/236055863 As Individuals Diversily https://padlet.com/Diversily/inititives/wish/262209469
  • Be any ally
  • Be a role model
  • Diversify your networks
  • Be informed and educate yourself on diversity and inclusion
  • Speak up - on behalf of others or for diversity / inclusion issues
  • Show empathy
  • Actively seek out diverse perspectives
  • Challenge stereotypes and bias
  • Build cultural awareness
  • Inspire young people
  • Insist on diversity at events
  • Sponsor or mentor someone from a minority group
  • Talk to women and minorities about their experiences
  • Expand people and orgs you follow on Twitter to broaden the range of voices you listen to
  • Create opportunities and connections for others
  • Mentor a women or someone from a minority group
  • Give away the glory. Let someone else do the presentation, run the workshop, take the credit. 
  • Encourage both young girls and boys to explore technology
  • Don't persist gender, culture or racial stereo types. Check yourself. 
  • Build your story on what you have done to create inclusive workplaces or build and develop diverse teams


    • ]]>     2018-05-20 20:41:01 UTC https://padlet.com/Diversily/inititives/wish/262209469     Diversily https://padlet.com/Diversily/inititives/wish/262216915 2018-05-20 22:15:13 UTC https://padlet.com/Diversily/inititives/wish/262216915