Monthly DEI learnings with Hayley
POV: you have been asked to talk about your lived experience at work…
Hello everyone!
It’s time to defy gravity with your monthly DEI Learnings! 🎭✨
This month’s newsletter highlights include:
👀 Using marginalised colleagues for storytelling – Tips for sharing lived experiences while protecting wellbeing.
💸 The role of fair pay in EDI – How pay transparency builds trust and psychological safety.
🙅🏽♀️ Black women’s experiences of sexual harassment – Useful data as the new duty under for employers comes into force.
To close out the year, I’ve also shared some holiday-ready resources: a toolkit on bridging generational gaps, a guide for brands redefining masculinity and advice on inclusive performance management.
Let’s commit to building a future For Good. After all, something has changed within us—time to lean into it. 💚
With gratitude,
Hayley
Read & share the latest articles that have got me thinking 💭
💸 What is the role of fair pay in D&I?
Fair pay and pay transparency go hand in hand with EDI. When employees don’t know how pay decisions are made, mistrust grows and inclusion suffers. This article highlights why being upfront about pay is essential for fostering psychological safety and trust.
🌪️ DEI is experiencing fabricated chaos—what to do about It
We all know that DEI work is being challenged by misinformation and buzzwords, but the solution lies in staying focused on the bigger picture. This piece explores how to push past myths and distractions to build work that stand the test of time. My takeaway? Progress comes from commitment to the long game, not reacting to short-term noise.
🙅🏽♀️ Black women's experience of sexual harassment in the workplace
A new TUC report shares shocking statistics: 58% of Black women in the UK don’t report workplace sexual harassment, often because they feel it won’t be taken seriously. This research unpacks the findings and the systemic changes needed to protect some of the most marginalised voices.
🏢 How Xerox pioneered employee resource groups
Xerox’s history with employee resource groups (ERGs) began during the civil rights movement. As civil rights riots broke out in New York in 1964, Xerox CEO Joseph Wilson began working with Black employees to provide a space where they could discuss their experiences and lobby the business for change. Their story offers valuable lessons for today.
👀My new content
POV: you have been asked to talk about your lived experience at work…
Storytelling is a powerful tool in EDI work, offering colleagues the opportunity to raise awareness and inspire change through sharing their lived experiences.
Whether it’s sharing insights on panels during key events like Pride Month or International Women’s Day, contributing to blogs or video content on EDI topics, or being featured in e-learning initiatives, these personal narratives can have a profound and meaningful impact from an education and awareness perspective.
However, sharing your story can be both empowering and challenging. If you’re given a platform to discuss your lived experiences at work, here are some key considerations to help ensure your message is impactful while safeguarding your wellbeing.
TL;DR: [TOO LONG; DIDN’T READ 😉]
1. Speak from your own experience – Use “I” statements, as your perspective is personal but not universal.
2. Check for psychological safety – Make sure it’s a safe space to share honestly.
3. Prioritise your wellbeing – Set boundaries on what you’re willing to share.
4. Be mindful of intersectionality, power, and privilege – Acknowledge that others may face additional barriers.
5. Manage expectations – Clarify the goals of sharing your story and ensure action follows.
6. Know your audience – Tailor your message to educate or inspire without oversharing.
EDI managers - you should thoughtfully consider these points when inviting colleagues to be part of your plans, ensuring you are providing a supportive environment, clear expectations and respect for personal boundaries as well as the ‘opportunity’.
Concept alert 🚨
Algorithmic equity is used to describe the practices of ensuring that algorithms are designed and implemented in a way that promotes fairness and avoids bias. As more decisions in areas like hiring, lending, and law enforcement are influenced by algorithms, it becomes crucial to address potential disparities that can arise from biased data or flawed programming - that’s where this concept comes in.
🧰 Resources for your Toolbox
It is the holiday season so I am sharing not one, not two but THREE resources this month 🎁👇🏽
Toolkit: Intergenerational fluency 101
This toolkit is full of relatable insights, powerful data, and practical tips to help you bridge generational gaps and create more cohesive teams. Share this with someone you think will find it useful.
Guide: How brands can foster stronger connections with male audiences and be a part of social change
This guide explores how brands can connect authentically with male audiences while challenging outdated stereotypes. It’s an inspiring call to action for marketing teams to lead the way in helping societies to redefine masculinity.
Advice: Adopting a DEI-centric approach to performance management
This isn’t a new resource but one I have recently come across. If you’re looking to make performance reviews more effective and inclusive, this straightforward guide from Deloitte is a must-read.
& finally for that smile 😆
