Managing our visibility is a challenge that all professionals face and if you grappled with visibility in the workplace before Covid-19, it is possible that the challenge is even greater in the current context of remote working. Unsurprisingly, recent research indicates that during ‘lockdown’ we are interacting with a narrower group of people than before. Although some people find it easier to overcome some of the social barriers of remote working, true visibility requires more than a well-delivered virtual presentation or making an impactful contribution when our turn comes up; it is about how we engage with our networks.
As executive coaches we have struggled to persuade many colleagues to actively incorporate approaches that recognise, integrate and leverage ethnic, racial and cultural differences in their coaching approach. In light of the recent race relations incidents in America and the impact of COVID-19 on minority ethnic communities, it’s time to talk about race at work. In this moment of collective reflection with a global focus on positive social change, Delta Alpha Psi, as Leadership & Inclusion experts, offer a framework for inclusive executive coaching. The framework builds on our practical experience and academic research on bias, intersectionality, race fluency, among others.
As evidence-based leadership and inclusion consultants, Delta Alpha Psi, has received many questions from clients and partners about how they can respond meaningfully, following the widespread increased attention to structural racism associated with the protests around the US, here in the UK, and across the world. Many white professionals and business leaders are expressing shock and uncertainty about how to respond, asking, what can we do now?
With the current global pandemic, ‘change’ has never felt so constant. Whilst leading this change process for Delta and its clients, our Director, Dr Doyin Atewologun, has also been preparing to undertake an exciting new opportunity. As of June 2020, Doyin will swap her academic hats, leaving as Director of the Gender,Leadership & Inclusion Centre at Cranfield School of Management to start as Dean of Rhodes Scholarships at the University of Oxford!
With the sudden shift in working arrangements caused by the global pandemic, in-house professionals and employee networks have found themselves asking “what now?” for diversity and inclusion (D&I). Without action, there is a risk of D&I set-back. However, action without the evidence risks wasted resources and potentially detrimental effects. The current change in working arrangements provides the opportunity to take a step back and reflect on your organisation’s current D&I initiatives – what works and what isn’t working?
In this article, we discuss the complexity of language when talking about ‘race’, present the history and implications of using some of the most familiar terms, and provide practical suggestions for future use while acknowledging more work needs to be done before we can decide on what the ‘right’ race terminology should be.
In this video, our Director Dr Doyin Atewologun participates in a webinar run by the Financial Conduct Authority (FCA) about the potentially transformational role of leadership in financial services. Although it took place in May 2019, the current Covid-19 situation offers us unique opportunities to think about leaders’ roles in culture transformation so the discussion in the webinar feels as relevant as ever.
Most business consultants would suggest that environments of uncertainty and anxiety are not the best time to make knee-jerk D&I or HR decisions. Doyin explored this issue in an article published in 2017 but with all the recent changes and challenges that businesses are currently facing under the cloud of the COVID-19 pandemic, it speaks loudly to our current context.
COVID-19 is more than a pandemic; it is a revealer of many inequalities and biases inherent in our daily lives. Our Director, Dr Doyin Atewologun, is working with colleagues in the NHS to help leaders and managers understand the psychological impact of working on the frontline for our NHS, particularly the implications for diversity. We welcome the investigation into the COVID-19 deaths of BAME doctors that is happening alongside broader investigations on the impact of COVID-19 on the BAME community.
What do you do when you don’t have all of the information that you need to make a decision? Many of us would like to think that we consciously search for information to fill in the blanks before settling on an answer. In reality, this isn’t the case: instead, we are much more likely to subconsciously (and, critically, sometimes incorrectly) fill in the gaps because we often don’t even see the gaps in our knowledge in the first place (bias blind spot).