Here’s an innovative and powerful way to make your organisation more inclusive, which you can’t afford NOT to implement.
DEI Consulting and Training for Organisations
- More than £6bn is spent on diversity and inclusion initiatives every year but there is little evidence this leads to increased diversity, especially at the top of business.
- In 2020, ony 8 women were CEOs of FTSE 100 boards. Only 10 BAME people were working in leadership roles across companies in the FTSE 100. There were no black executive CEOs, chairs or CFOs. AS Trevor Philipps says, ‘People of colour seem to be superglued to the floor’.
- A study by Dynata in Jan and Feb ’20 and August ’21 shows the workplace is still full of inequality, unfairness, prejudice and discrimination. 1 in 5 in the UK have felt excluded or marginalised due to beliefs, personal circumstances or identity. Of these are 48% of mums returning from maternity leave, over a 1/3 are BAME, 62% are registered disabled and 62% are neurodivergent. Many of these numbers have risen rather than decreased over time.
- The unemployment rate for people with disabilities is nearly double that of those without disabilities.
DEI INITIATIVES IN ORGANISATIONS HAVE HAD DISAPPOINTING RESULTS
"Inclusion is the feeling of being heard, seen, and valued for who we are. Someone feels included when they feel tht they are being seen, heard, valued, respected, and invited by soneone or by a group of people. Inclusion is a feeling, not an action" -
Perrine Farque, 2021
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- You want your workforce to have a greater sense of belonging and inclusivity but surveys suggest that despite your attempts, this is not yet the case. You want this for ethical reasons and also because it makes good business sense. Diversity leads to original and out-of-the box thinking which generates innovative product and service development and increased profitability.
- The services you have tried so far have ticked the EDI box but have not changed how much employees feel included, respected in their difference and treated equally.
- The initiatives you have tried so far (e.g. more diverse entry-level recruitment) have not significantly changed the gender pay gap or the amount of diversity in the management tier of the company.
- Working from home as a result of the pandemic has made it even harder to develop a sense of inclusion and belonging.
- Senior levels of the company feel threatened by EDI initiatives. Particularly the straight white middle-aged men who feel scapegoated, excluded or fearful of saying or doing the wrong thing and therefore hesitate to get more involved.
As a manager you want your team to feel like they truly belong but it feels like an uphill battle
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- Increase awareness of unconscious bias and behaviours and perspectives that are non-inclusive with regard to ethnicity, gender, ability, age, neurodiversity, relationship status, age, religion, sexual orientation, pregnancy and maternity.
- Increase self-awareness of team members around issues of identity and difference.
- Increase awareness of ‘problems/issues’ within the team in a non-blaming way.
- Mobilising group energy to move towards a solution.
- Facilitate clear, meaningful, heightened contact/dialogue between members of the team.
- Support team members to feel safe enough to deal with any ‘unfinished business’.
- Expand the range of behaviour for individual employees and the team so that they have more possible ways to respond to issues around equality, diversity and difference.
- Create safe enough conditions for individual team members and the team as a whole to take more responsiblity and ownership for their behaviours and actions.
- Introduce ‘experiments’ where new behaviours can be tried out. Doing this depends on whether there is energy and consent within the whole team.
- Help to reveal unhelpful but unaware individual behaviours/attitudes that are negatively impacting the team and/or individual employees.
- Teach conflict resolution skills.
- Teach active listening skills.
I DESIGN & RUN TAILOR-MADE EDI WORKSHOPS & TRAININGS WHICH AIM TO:
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- How can I hold space for my difference and also make space for yours?
- How is it to be white? How is to be black? Hearing from both sides of poles.
- How can I recognise someone’s different opinion without absolute thinking?
- How do we each as individuals marginalise ourselves and others?
- How can I hear a different opinion without automatically assuming the individual occupies the extreme end of the spectrum to me?
- How can we resolve conflict in a way that is win-win for both parties?
QUESTIONS WE MIGHT DISCUSS ARe:
"Alexandra has an amazing ability to hold and support the group. The process felt safe and that made me feel seen and heard. Opening the race topic was important and was well supported.The workshop deepened my trust in my colleagues. Rich discussion was had around diversity, people’s experiences of their own, and people feeling relationship to the topic."
"Alexandra has an amazing ability to hold and support the group"
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"Testimonial goes here with two full lines."
"Vulputate odio ut enim blandit volutpat maecenas volutpat blandit. Vulputate sapien nec sagittis aliquam malesuada. Pellentesque diam volutpat commodo sed. Elementum pulvinar etiam non quam lacus. Justo nec ultrices dui sapien. Pulvinar sapien et ligula ullamcorper malesuada proin libero nunc consequat. At ultrices mi tempus imperdiet nulla."
"Testimonial goes here with two full lines."
"Vulputate odio ut enim blandit volutpat maecenas volutpat blandit. Vulputate sapien nec sagittis aliquam malesuada. Pellentesque diam volutpat commodo sed. Elementum pulvinar etiam non quam lacus. Justo nec ultrices dui sapien. Pulvinar sapien et ligula ullamcorper malesuada proin libero nunc consequat. At ultrices mi tempus imperdiet nulla."
"Testimonial goes here with two full lines."
Hello
Meet Alexandra
As a DEI consultant, Alexandra is passionate about justice, equality and inclusion. She believes equality of opportunity is a basic condition of a civilized society. Everyone should feel safe to bring their true selves to work. Everyone should feel their truth is seen and heard and their individuality respected and appreciated. Everyone should feel as if they belong in their workplace.
As a woman of dual heritage, both white European and African, issues of belonging/not belonging, difference, equality and inequality have been and are central to her. Using her differences and polarities to propel her forward, she is excited by how to bridge opposing perspectives and create conversations and true understanding of differences in order for others to feel seen, heard and respected as they are. She knows that this supports a sense of belonging and collaboration which leads to progress.
01. 1/2 or 1-day workshop
The Nuts & Bolts of What I offer
02. monthly workshop for 3 or 6 months
I offer one-off half-day or one-day workshops. I can work with any size and form of organisation from corporate, to charity to educational amongst others.
This service can also be a 3-month and 6-month package where monthly workshops are facilitated so that the impact becomes embedded into the organisation.
03. UNCONSCIOUS BIAS awareness
04. LISTENING SKILLS & CONFLICT RESOLUTION SKILLS
I can also include teaching/raising awareness of issues such as racism, sexism, unconscious bias and other prejudices as well as the impact of intersectionality.
I can also teach tools for self-regulation, active listening and the fostering of empathy. This may include doing experiential work.
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I have undergone rigorous and in-depth 5-year training as a group and systems facilitator. I am an incredibly safe pair of hands capable of creating a safe space where group members feel able to explore and risk discussing 'difficult' topics around difference, diversity and inclusion. I have facilitated many of these discussions, most recently as the MA tutor at the Gestalt Centre, London, UK.
Why work with me?
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