The Privilege Eruption

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOST

Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Leadership Takeaways from Na'ila bint al-Furafisa's Enduring Legacy

Mon, 28 Apr 2025 23:00:00 -0000

In this episode, Ishreen delves into the leadership lessons drawn from the historical figure Na'ila bint al-Furafisa, exploring her relevance to today's chief people officers, HR directors, and inclusion leaders. Ishreen highlights three key areas of leadership: crisis management, strategic communication, and maintaining integrity. By examining Naila's courageous actions during a time of crisis, her powerful use of symbolic communication, and her unwavering commitment to her values, Ishreen offers actionable insights for modern leaders facing challenges in diversity, equity, inclusion, and belonging (DEIB) initiatives.

KEY TAKEAWAYS

Leaders should take decisive action during challenging times, demonstrating courage and commitment to their core values, even when faced with significant pressures or threats to inclusion initiatives.
Crafting narratives that resonate emotionally with stakeholders is crucial. It's not enough to present data; leaders must connect on a deeper level to inspire action and support for inclusion efforts.
Maintaining integrity is essential, especially when faced with compromises that could dilute core values. Leaders should stand firm in their principles, even when it is difficult.
Investing in mentorship opportunities for underrepresented voices is vital for fostering growth and ensuring diverse perspectives are included in leadership.
Documenting the impact of inclusion initiatives and creating a sense of distributed ownership helps embed belonging into the organisation, making it resilient to changes in leadership or budget constraints.

BEST MOMENTS

"The legacy of change needs to be driven by you. So that's why we've created a step change for UK industry to help business leaders make a real difference."

"It's that idea of taking decisive action when things get tough. It's about actually doing something to protect them, even when it's hard."

"Na'ila's example suggests that sometimes holding firm to your principles, even when it's hard, is the most powerful thing you can do."

"It's not just about presenting data. It's about framing a narrative that really connects with people."

"What aspects of Na'ila's story resonate most deeply with your own leadership journey? And how can you apply these principles to your work?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Timeless Lessons from a Historical Pioneer | Aisha bink Abi Bakr

Thu, 24 Apr 2025 23:00:00 -0000

In this episode, Ishreen delves into the remarkable life and influence of Aisha bint Abi Bakr, a pivotal figure in early Islamic history. Ishreen highlights Aisha's profound emotional intelligence, courage, and exceptional communication skills, which allowed her to effectively transmit knowledge and foster inclusive environments.

KEY TAKEAWAYS

Effective leadership combines intellect with empathy, fostering genuine connections to influence and understand people better.
Actively create spaces and opportunities for diverse perspectives and talents, moving beyond mere discussions of inclusion to tangible actions.
Maintain integrity and commitment to truth, even in challenging situations, as this builds trust and credibility.
Embrace mentorship and support for others as essential components of impactful leadership, rather than viewing them as secondary.
Recognise that soft skills, alongside intellect, significantly enhance the ability to create meaningful and lasting change.

BEST MOMENTS

"Aisha holds this really prominent position. She's credited with transmitting over 2200 narrations hadith of the Prophet Muhammad."

"That deep empathy allowed her to translate knowledge into something that really hit home for a diverse community, made it actionable in their daily lives."

"Her expertise wasn't just religious scholarship. People sought her advice on a whole range of issues."

"Aisha's commitment to truth during political turmoil is a powerful example here."

"Reflect on Aisha's willingness to question norms, to elevate overlooked voices. How could that inspire your own approach to leadership?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Khadija bint Khuwaylid: Timeless Leadership Lessons for Inclusion and Belonging

Mon, 31 Mar 2025 23:00:00 -0000

In this episode, Ishreen takes listeners on a deep dive into the life of Khadija bint Khuwaylid, a remarkable 7th-century businesswoman whose leadership principles offer timeless lessons for fostering inclusion and belonging in today's workplaces. She explores Khadija's extraordinary success in the male-dominated trading industry, her unwavering support for the early Muslim community, and her commitment to philanthropy and resilience in the face of adversity.

KEY TAKEAWAYS

Khadija bint Khuwaylid exemplified the ability to see potential in individuals and ideas that others might overlook, as demonstrated by her recognition of Muhammad's integrity and character.
She showed unwavering support for Muhammad and the early Muslim community, emphasising the importance of standing up for one's beliefs and values, even in the face of adversity and personal sacrifice.
Khadija prioritised hiring based on integrity and character rather than social status, highlighting the need for organisations to look beyond traditional qualifications when promoting diverse talent.
Her philanthropy and support for the less fortunate, including feeding the hungry and providing dowries for women, illustrate the significance of creating support systems that foster belonging within organisations.
Despite facing significant hardships, including financial loss during the Quraysh boycott, Khadija remained committed to her values and mission, serving as a reminder for leaders to maintain their dedication to inclusion and equity, even when faced with challenges.

BEST MOMENTS

"Khadija shows us that there's a different way to approach it. Are we doing enough to look beyond just the traditional qualifications and really consider someone's character?"

"Khadija was the first person to embrace Islam. She believed him instantly. No hesitation, no doubt."

"Her resilience wasn't just about gritting her teeth and bearing it. It was about staying true to what she believed in."

"It's a challenge to all of us to make sure that their organisation's commitment to inclusion isn't just a fad."

"Khadija's story shows us that real change is possible when we have the courage to lead with our values."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Female Role Models in Islamic Tradition: Lessons for Today

Tue, 25 Mar 2025 00:00:00 -0000

In this episode, Ishreen reflects on the intersection of International Women's Month and Ramadan, exploring the historical empowerment of women in early Islam. Ishreen discusses the revolutionary rights granted to women by Islam, such as financial independence, property ownership, and the right to education, contrasting these with the limitations faced by women in many societies, including the UK until the 1970s. Ishreen highlights influential female figures in Islamic tradition, such as Lady Khadija and Aisha, and emphasizes the importance of creating inclusive workplace environments that honour women's contributions while accommodating diverse religious practices.

KEY TAKEAWAYS

This episode highlights the revolutionary changes brought about by Islam regarding women's rights, including the ability to manage finances, own property, choose marriage partners, and pursue education—rights that were often denied to women in many societies at the time.
The discussion emphasizes the importance of female role models in Islamic history, such as Lady Khadija, Lady Fatima Zahra, and Aisha, who exemplified leadership, scholarship, and moral integrity, serving as inspirations for both women and men.
Observing Ramadan while managing professional responsibilities presents unique challenges, such as maintaining productivity during fasting hours and finding time for prayer.
The principles of self-discipline, mindfulness, and compassion during Ramadan are linked to the historical struggles of women for their rights, highlighting the resilience and vision required to achieve empowerment.
Despite the advancements in women's rights within Islamic teachings, significant disparities remain in many Muslim communities due to patriarchal attitudes and cultural norms.

BEST MOMENTS

"Islam gave women unprecedented rights, rights like independently managing their own finances, something that was not available even in the United Kingdom fully until the 1970s."

"The month teaches us self-discipline, mindfulness and compassion, qualities that have historically enabled Muslim women to overcome those obstacles and assert their God-given rights."

"Despite the advances in women's rights within Islamic teachings, I recognize that there remains a substantial disparity between the ideal principles and the actual conditions in many Muslim communities."

"Aisha narrated more than 2000 hadith... and she became remembered as a major scholar in the area of hadith."

"I'm inviting you, my professional network, to join me in reflecting on how we can create more inclusive environments that honour the contributions of women while respecting diverse religious practices."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Measuring Success: The Role of Data in DEIB 3.0 Initiatives

Tue, 21 Jan 2025 00:00:00 -0000

In this episode, Ishreen explores the evolution of diversity, equity, inclusion, and belonging (DEIB) strategies in the modern workplace, introducing the concept of DEIB 3.0. Moving beyond the win-lose dynamics of DEIB 2.0, she emphasises the importance of creating a win-win culture where all perspectives are valued and everyone can thrive. Ishreen discusses the significance of integral thinking and the need for organizations to focus on building an inclusive environment that fosters authentic relationships through open conversations.

KEY TAKEAWAYS

Ishreen discusses the transition from DEIB 1.0, focused on compliance, to DEIB 2.0, which recognized business benefits, and now to DEIB 3.0, aimed at creating a win-win culture where everyone can thrive.
DEIB 3.0 emphasises integral thinking, which involves understanding the interconnected benefits of diversity, equity, inclusion, and belonging rather than viewing them in isolation. This approach helps avoid a win-lose dynamic.
The focus of DEIB 3.0 is on reshaping organisational culture to foster an environment where all individuals feel safe to be their authentic selves, leading to increased innovation and better decision-making.
Building authentic relationships through open and judgment-free conversations is essential for addressing fears and finding common ground, which is a core principle of DEIB 3.0.
While fostering a positive culture is crucial, DEIB 3.0 also stresses the importance of using hard data to measure progress and drive real change, ensuring that diversity is viewed as a strength rather than a threat.

BEST MOMENTS

"True diversity isn't about replacing one dominant group with another. It's about creating an environment where all perspectives are valued."

"I think businesses are a lot stronger when all the perspectives are in the room."

"Since I've done that, I've seen a significant impact on my team's dynamics."

"Data does not lie. It gives you a picture to provide insight."

"It's about fundamentally reshaping your organization's culture."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Building Bridges: The Journey Towards Inclusive Work Environments

Tue, 14 Jan 2025 00:00:00 -0000

In this episode, Ishreen explores her transformative journey from fear to understanding in the realms of diversity, equity, inclusion, and belonging (DEIB) within UK workplaces. Drawing on insights from members of the Pioneers Movement, Ishreen discusses the pervasive nature of fear that hinders authentic representation and inclusion, highlighting personal stories that illustrate the power of overcoming these barriers. The episode introduces the concept of DEIB 3.0, emphasizing the need for a holistic approach that fosters a culture of belonging and collaboration, rather than a win-lose dynamic.

KEY TAKEAWAYS

Ishreen emphasises the importance of moving from a mindset of fear regarding diversity and inclusion to one of understanding and collaboration. This shift is crucial for creating a workplace where diversity is celebrated and inclusion is a lived reality.
Visual representation in the workplace is vital for fostering an inclusive environment. The experiences shared highlight that when individuals see others like themselves, it encourages authenticity and can help dismantle fears associated with standing out.
The concept of DEIB 3.0 focuses on creating an environment where multiple benefits of diversity, equity, inclusion, and belonging can emerge naturally, rather than treating them in isolation. This holistic approach aims to foster a culture of belonging that drives business results.
Developing cultural intelligence is essential for leaders to effectively engage with diverse teams. This involves understanding and responding to cultural nuances, which can enhance collaboration and innovation within the organization.
The journey towards effective diversity, equity, inclusion, and belonging requires a long-term commitment. Leaders are encouraged to rethink their strategies, prioritize open conversations, and empower employees to bring their authentic selves to work, ultimately leading to improved business performance and employee engagement.

BEST MOMENTS

"This fear is often based on misconceptions. The reality is that they're actually operating in a bigger pool."

"I started wearing a hijab at the workplace. I didn't see anybody similar to me, which didn't encourage me to wear my hijab."

"Often our fears are more in our heads than in reality, but it also highlights the importance of representation."

"Cultural intelligence education has to be a core part of working towards a win-win culture."

"This journey is a long-term vision. Most visions that we come across around DEIB tend to be very short-term."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

A Call to Action: Join the DEIB 3.0 Movement in 2025

Tue, 07 Jan 2025 00:00:00 -0000

In this episode, Ishreen reflects on the key insights and developments in Diversity, Equity, Inclusion, and Belonging 3.0 (DEIB 3.0) from 2024. She emphasises the transition from awareness to practical implementation of DEIB principles within organizations, highlighting the strong correlation between DEIB practices and employee well-being. Ishreen explores the importance of neurodiversity, the role of artificial intelligence in promoting fairness in recruitment, and the potential pitfalls of biased AI systems. She also addresses the challenges faced by companies in maintaining DEIB initiatives amidst changing legislation and stresses the necessity of integrating DEIB into core business strategies. Looking ahead, Ishreen shares exciting trends and encourages business leaders to embrace DEIB 3.0 as a fundamental driver for organizational success and innovation.

KEY TAKEAWAYS

The focus has shifted from merely raising awareness about Diversity, Equity, Inclusion, and Belonging (DEIB) to practical, everyday implementation within organizational structures and processes.
There is a strong correlation between DEIB practices and employee well-being, with authentic self-expression leading to improved job satisfaction and performance.
Recognizing and valuing different cognitive styles enhances problem-solving and innovation within organizations, demonstrating that diverse thinking can drive productivity and product development.
Artificial intelligence can play a significant role in promoting fairness and inclusion in hiring processes, but it must be implemented carefully to avoid biases, as seen in the case of Amazon's recruitment practices.
Embracing DEIB 3.0 is essential for organizational success, innovation, and talent acquisition, positioning companies to thrive in a diverse global marketplace rather than treating DEIB as a compliance or public relations issue.

BEST MOMENTS

"It's not just about talking the talk anymore. It's about walking the walk and making real changes in how our organizations operate day to day."

"When folks can be themselves without pretending, they're much happier and they do better work."

"DEIB needs to be a part of everything a company does all the time."

"Embracing these principles is not merely a matter of compliance or public relations. It's a fundamental driver for organizational success, for innovation, and for talent acquisition."

"It's not just about being nice. It's about building seriously successful, innovative companies."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Ghost Of Christmas Future - Lessons from Scrooge and Tiny Tim

Tue, 31 Dec 2024 00:00:00 -0000

In this episode, Ishreen invites listeners to envision a transformative future of work, inspired by the spirit of Christmas. Drawing parallels to the story of Scrooge, the episode explores a world where diversity, equity, inclusion, and belonging are at the forefront, allowing everyone to learn and grow regardless of their background. With the help of AI and technology, workplaces become collaborative environments where knowledge is shared across generations, and personalized learning is accessible to all.

KEY TAKEAWAYS

Ishreen envisions a future where everyone has equal opportunities to learn and grow, supported by technology that enhances rather than replaces human roles.
There is a call for schools and workplaces to collaborate in creating engaging learning programs that cater to diverse needs and backgrounds, fostering a sense of belonging.
Emphasising a humanity-centric perspective means prioritizing the well-being of all individuals and communities, rather than focusing solely on individual success.
The future includes the use of AI and robots as supportive tools that handle mundane tasks, allowing individuals to focus on their passions and strengths.
The message highlights that change is possible and encourages collective action to ensure that everyone has access to learning and growth opportunities, ultimately creating a brighter future for all.

BEST MOMENTS

"Imagine a world where everyone, no matter where they're from or how old they are, has a chance to learn and grow."

"AI and robots are our helpers, not our replacements. They're like high-tech elves, making our work easier and more fun."

"In this future, we need to focus on being humanity-centric rather than just human-centric."

"Create workplaces where everyone's voice is heard, like a perfect Christmas carol where every note matters."

"It's never too late to change and create a better future for everyone."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Ghost of Christmas Present - Keeping Up With AI And Other Technology

Tue, 24 Dec 2024 00:00:00 -0000

In this episode Ishreen Bradley explores the current landscape of diversity, equity, inclusion, and belonging (DEIB) in the workplace, likening it to the bustling spirit of Christmas. Ishreen discusses the integration of new technologies, such as artificial intelligence and virtual reality, into training programs, while also addressing the challenges of ensuring equitable access to these resources for all employees.

KEY TAKEAWAYS

Workplaces are integrating new technologies like AI and virtual reality while also fostering diverse teams, creating an environment where everyone feels included and valued.

Companies are developing creative training programs that utilize modern tools, such as virtual reality, to enhance skill development and engagement among employees.
There is a significant challenge in ensuring that all individuals have equal access to educational resources and technology, highlighting the need for strategic planning to provide fair opportunities for growth.
While technology can enhance efficiency, there is a risk of over-reliance on it, which may lead to a decline in critical thinking and problem-solving skills. It's essential to maintain a balance between using technology and exercising human wisdom.
As workplaces evolve, there is a pressing need for leaders to actively work towards creating inclusive environments that prepare all employees for future changes and challenges in the workforce.

BEST MOMENTS

"We're diving into DEIB 3.0, a visionary research-led approach that will create and deliver inclusive cultures where employees feel valued as individuals."

"Some companies are creating innovative training programs, using new technologies like virtual reality experiences, to help workers learn new skills."

"The challenge is, sometimes it feels like these new technologies are racing ahead faster than Rudolph on Christmas Eve."

"Not everyone has equal access to these opportunities. Some people don't have fast internet at home, or their schools might not have the latest technology."

"The present is a gift, but it's up to us to unwrap its potential for a better future."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOST

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Ghost Of Christmas Past - The Evolution of Industry 5.0

Tue, 17 Dec 2024 00:00:00 -0000

In this episode, Ishreen takes listeners on a reflective journey through the evolution of industry, drawing parallels between the past and the present. She highlights the transition from Industry 3.0 to Industry 4.0, emphasizing the rapid technological advancements and the challenges they pose, particularly the digital divide that has become more pronounced during the pandemic. Ishreen underscores the importance of inclusive progress as we move towards Industry 5.0, advocating for a future where technological advancements benefit everyone, not just a privileged few.

KEY TAKEAWAYS

As technology evolves rapidly, it is crucial to ensure that everyone has the opportunity to participate in and benefit from these advancements, rather than leaving marginalized groups behind.
Ishreen draws parallels between the evolution of industry—from Industry 3.0 to Industry 4.0—and the lessons learned from past experiences, emphasizing the need for timely responses to technological shifts.
The disparity in access to technology and education has been highlighted, particularly during the pandemic, where many children faced challenges in accessing online schooling, underscoring the need for equitable access.
Business leaders are encouraged to take an active role in fostering diversity, equity, inclusion, and belonging (DEIB) within their organizations, shaping a legacy of change that benefits all employees.
IShreen emphasises the need to create inclusive cultures in the future, where employees feel valued as individuals and connected to a shared purpose, moving beyond the privileges of the few.

BEST MOMENTS

"Your colleagues matter, and as a leader in your company, the legacy of change needs to be driven by you."

"Technology is progressing much faster than our education systems can adapt."

"The uneven distribution of technological privileges means that some people have access to the latest gadgets while others are left out in the cold."

"We have learned that when technology moves fast, we need to make sure everyone has the chance to join in."

"Progress must be for all, not just a privileged few."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOST

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

A Christmas Carol for the Future of Work

Tue, 10 Dec 2024 15:54:11 -0000

In this special holiday episode, Ishreen introduces a festive miniseries titled "A Christmas Carol for the Future of Work." Drawing inspiration from Charles Dickens' classic tale, Ishreen invites listeners to explore the transformative landscape of the industry through the lens of diversity, equity, inclusion, and belonging (DEIB 3.0). The episode reflects on a recent panel discussion at the Thought Leadership Forum, where experts discussed the future of work and the necessary governance, learning, and innovation to prepare the workforce for upcoming changes.

KEY TAKEAWAYS

Ishreen emphasises a research-led approach to Diversity, Equity, Inclusion, and Belonging (DEIB) that aims to create inclusive workplace cultures where all employees feel valued and connected to a shared purpose.
Industry 5.0 is presented as a significant update in the world of work, highlighting the collaboration between humans and machines to create efficient and sustainable workplaces that benefit both people and the planet.
Ishreen is inspired by a panel discussion at the 4th Thought Leadership Forum, focusing on preparing the workforce for the future through governance, learning, and innovation.
The podcast is designed for a diverse audience, including students, workers adapting to new technologies, and anyone interested in understanding the evolving landscape of work.
Listeners are encouraged to engage with the podcast by sharing it within their networks, leaving reviews, and submitting questions for future discussions, fostering a community around the themes of DEIB and the future of work.

BEST MOMENTS

"This podcast is where progressive, forward-thinking business leaders come together and start shaping a better future for diversity, equity, inclusion, and belonging in the workplace."

"Industry 5.0 is all about humans and machines working together in harmony, creating a workplace that's not just efficient, but also good for people and the planet."

"We talked about the kind of governance, learning and innovation that we need to get ready in order to maximize the value and make Industry 5.0 workable for everybody."

"We're diving into DEIB 3.0, a visionary research-led approach that will create and deliver inclusive cultures where employees feel valued as individuals."

"This podcast is for you, whether you're a student wondering about your future career or just someone curious about how our world is changing."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Join the Movement: Shaping the Future of Diversity, Equity, Inclusion, and Belonging

Tue, 26 Nov 2024 00:00:00 -0000

In this episode, Ishreen synthesizes insights from the previous three episodes, focusing on the transformative potential of DEIB (Diversity, Equity, Inclusion, and Belonging) 3.0. Ishreen emphasizes the importance of self-awareness as a starting point for collective growth, highlighting that true openness requires vulnerability and a willingness to engage with discomfort. They also address the necessity of engaging with resistance, framing opposition not as a barrier but as an opportunity for deeper understanding and dialogue.

KEY TAKEAWAYS

Transformation in diversity, equity, inclusion, and belonging (DEIB) begins with self-reflection and confronting personal biases. This self-awareness is crucial for collective evolution and creating a shared understanding of inclusion.
True openness involves stepping out of comfort zones and engaging in vulnerable listening. It is not merely about accepting different viewpoints but actively seeking unfamiliar perspectives and embracing the discomfort that comes with it.
Real progress in DEIB requires engaging with those who oppose it. This engagement should focus on dialogue and understanding rather than winning arguments, allowing for a collective narrative that includes diverse perspectives.
The insights gained from self-awareness and openness should be applied in real-world settings. This includes bringing personal reflections to collaborative spaces and actively seeking ways to engage with differing viewpoints.
The goal is to create workplaces where DEIB is not just a checklist but a dynamic reality. This involves transforming conflict into opportunities for growth and ensuring that every voice is heard and valued within the organization.

BEST MOMENTS

"Self-awareness isn't just about personal growth. It's about collective evolution."

"True openness is not comfortable. It's not safe. It requires a willingness to step beyond what you know."

"Real progress demands engaging with resistance. It's easy to talk to those who already agree with us."

"Openness is a practice, not a concept. It's about actively seeking out what's unfamiliar."

"Imagine a workplace where DEIB isn't a box to be ticked, but a lived experience where every voice is heard and valued."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Curiosity and Connection: Building Bridges in Diversity, Equity, Inclusion, and Belonging

Tue, 19 Nov 2024 00:00:00 -0000

In this episode, Ishreen delves into the transformative power of openness, curiosity, and vulnerable listening within the realms of diversity, equity, inclusion, and belonging (DEIB). Ishreen emphasizes the importance of stepping into unfamiliar spaces with a genuine desire to learn and connect, highlighting how this approach can foster empathy and collaboration. Ishreen also invites listeners to a groundbreaking breakfast meeting on December 4th in Central London, aimed at pushing the boundaries of DEIB thinking.

KEY TAKEAWAYS

True openness in the context of diversity, equity, inclusion, and belonging (DEIB) involves stepping into unfamiliar spaces with curiosity and a willingness to learn, even when it feels uncomfortable.
Cultivating curiosity can transform leaders and drive sustainable change, turning DEIB from abstract principles into lived experiences that enrich workplace culture.
Listening to understand rather than to respond is crucial for building connections and transforming conflict into collaboration, allowing for a deeper understanding of diverse perspectives.
Real change occurs when individuals engage in conversations with those who hold opposing views.
Encouraging open discussions with sceptics about DEIB can transform resistance into curiosity, ultimately leading to collaboration and a more inclusive workplace environment.

BEST MOMENTS

"True openness goes beyond simply accepting diverse viewpoints. It means stepping into unfamiliar spaces where you don't have all the answers and then allowing yourself to be vulnerable there."

"Curiosity is the gateway to empathy, and empathy is what allows us to turn conflict into constructive dialogue."

"It's about evolving together, not by pushing the agenda, but by nurturing an environment where everyone's voice is heard."

"Imagine a workplace where conflict becomes collaboration, where diverse perspectives aren't just tolerated, but celebrated."

"This is how we build bridges, how we transform skepticism into curiosity and curiosity into collaboration."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

From Self-Reflection to Collective Growth: The Journey of DEIB 3.0

Wed, 13 Nov 2024 00:00:00 -0000

In this episode, Ishreen introduces the groundbreaking DEIB 3.0 tool, designed to transform how organizations approach diversity, equity, inclusion, and belonging (DEIB). Ishreen emphasizes the importance of self-reflection and personal beliefs in shaping an inclusive culture, encouraging listeners to share their insights with others to foster collective understanding.

KEY TAKEAWAYS

The integral DEIB 3.0 tool emphasizes the importance of individual self-perception and beliefs about diversity, equity, inclusion, and belonging (DEIB). Engaging in deep self-reflection is the first step toward fostering an inclusive culture.
Sharing personal reflections with others is crucial for transforming individual perspectives into a collective understanding. This collaborative process allows for the evolution of beliefs and the creation of a shared reality.
Integral thinking highlights that beliefs are interconnected and influence one another. Growth in DEIB is not linear but cyclical, requiring an understanding of past experiences while transcending them to create new insights.
The tool acknowledges that not everyone is ready to engage with DEIB initiatives. It raises the need to recognize individuals or organizations that resist progress, emphasizing clarity over shaming.
Unlike traditional approaches that focus on fixed goals and outcomes, the integral DEIB tool encourages organizations to create environments where positive changes can naturally emerge from collective action, fostering a culture of ongoing exploration and growth.

BEST MOMENTS

"This tool begins with you. It's designed to bring out your self-perception, your beliefs, your role, your expectations."

"The process of sharing is transformative. It's in the act of exchanging ideas that new beliefs and perspectives start to form."

"We need to consider that not everyone will come along for this journey."

"Imagine an organisation where everyone's role in DEIB is not defined by rigid policies or checkbox exercises, but by an ongoing collective journey of exploration and growth."

"If you're ready to take this leap, to not just talk about DEIB, but to live it, breathe it, and make it integral to everything you do, then this tool is for you."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Beyond Buzzwords: Embracing Integral DEIB in the Workplace

Fri, 08 Nov 2024 00:00:00 -0000

In this episode, Ishreen delves into the critical distinction between integral and strategic approaches to diversity, equity, inclusion, and belonging (DEIB) in the workplace. Ishreen challenges listeners to envision a future where DEIB is not merely a set of policies or compliance requirements but is deeply embedded in the organizational culture and daily operations. Ishreen highlights the importance of shifting mindsets and behaviours across all levels of the organization, advocating for a holistic, continuous improvement model that empowers everyone to contribute to an inclusive environment.

KEY TAKEAWAYS

Integral DEIB is about embedding diversity, equity, inclusion, and belonging into the core of an organization's culture and operations.
An integral approach requires a fundamental shift in mindset, culture, and behaviours across all levels of the organization, making DEIB a cornerstone of decision-making rather than an afterthought.
Unlike the strategic model, which focuses on set targets and metrics, integral DEIB emphasizes creating an environment where inclusion and belonging emerge organically through collaboration and shared power.
In an integral model, accountability for DEIB is distributed throughout the organization, meaning that everyone shares the responsibility for fostering an inclusive culture.
Integral DEIB embraces a cycle of continuous improvement, recognizing that culture is an evolving entity that requires ongoing listening, and learning.

BEST MOMENTS

"Imagine a workplace where DEIB is as embedded in the fabric of daily operations as your mission statement or your profit goals."

"In an integral DEIB approach, we're no longer talking about diversity programs or unconscious bias training as separate from the rest of the business."

"The integral approach means constantly listening, learning and incorporating new perspectives to ensure the culture remains inclusive and adaptive to change."

"Pioneering organizations are choosing the integral path. They understand that a culture of belonging doesn't just benefit underrepresented groups."

"It's not just about how you do things. It's about how you think about them, how you feel about them, and how you live them."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Benefits Wheel: Unlocking the Power of Integral DEIB

Wed, 30 Oct 2024 10:29:59 -0000

In this special highlights episode, Ishreen takes listeners on a compelling journey through the transformative landscape of diversity, equity, inclusion, and belonging (DEIB). She discusses the powerful benefits organisations can reap from embracing DEIB as an integral part of organisational culture, including enhanced creativity, employee loyalty, and cultural awareness. Ishreen also addresses the uncomfortable reality of organisations that actively oppose DEIB and poses challenging questions about accountability.

KEY TAKEAWAYS

Ishreen emphasizes the need to shift diversity, equity, inclusion, and belonging (DEIB) from a compliance-driven checkbox to an integral part of organizational culture, promoting a mindset of shared responsibility.
This new approach focuses on creating real opportunities and fostering community engagement, as exemplified by Metro Bank's partnership with the English and Wales Cricket Board, which aims to support women and girls in cricket.
Organizations can gain ten powerful benefits from embracing integral DEIB, including improved creativity, decision-making, employee loyalty, and cultural awareness. However, many companies are still not fully utilizing these benefits due to outdated compliance-led approaches.
The evolution of DEIB requires a cultural shift where every employee feels they belong, moving beyond mere targets for diverse hires to creating an environment of inclusivity and support.
Ishreen raises the question of whether companies that actively oppose DEIB should be named and shamed, highlighting the importance of accountability in the pursuit of meaningful change in the face of resistance.

BEST MOMENTS

"What if we could reframe DEIB to benefit everyone?"

"It's not about avoiding getting caught. It's about fundamentally shifting mindsets and embracing a culture of shared responsibility and growth."

"DEIB isn't just good for humanity, it's good for business."

"Should we name and shame these companies? Should they be held to account for their retrogressive actions?"

"It's time to stop viewing DEIB as an optional add-on. It needs to be integral, unshakable."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Minus One Dilemma: Identifying Organizations Actively Opposing Equity, Diversity, Inclusion and Belonging

Wed, 23 Oct 2024 23:00:00 -0000

In this episode, Ishreen invites listeners to explore the concept of negative DEIB (Diversity, Equity, Inclusion, and Belonging) during a thought-provoking discussion from their inaugural research breakfast. Featuring insights from industry leaders across various sectors, she delves into the potential for organizations to receive a minus one rating for actively opposing DEIB initiatives. Examining the current landscape of DEIB, particularly in light of recent legislative changes in the U.S. that have led some companies to scale back their diversity efforts, the episode challenges listeners to consider the implications of a monoculture in organizational diversity and the necessity of fostering a more inclusive environment.

KEY TAKEAWAYS

Making diversity, equity, inclusion, and belonging (DEIB) integral to an organization is crucial for its success. Once embedded, it becomes nearly impossible to remove, similar to how IT has evolved within businesses.
Organizations are at different stages in their DEIB journey, with some potentially operating at a negative level (minus 1.0). This disparity can be influenced by factors such as industry, size, and organizational evolution.
Recent legislative changes in the U.S. are causing some companies to scale back their DEIB initiatives. This trend is driven by a backlash from those with privilege and movements that oppose DEIB efforts.
A focus on a single type of diversity (e.g., gender) without considering other forms (e.g., learning, technology) can lead to a lack of flourishing within organizations. A diverse approach is essential for innovation and growth.
Leaders are encouraged to actively engage in discussions about DEIB, share insights, and implement practical steps to foster an inclusive culture that values all employees and drives business success.

BEST MOMENTS

"Is there such a thing as negative DEIB? ... should we drop below zero and give a minus one rating to those companies that demonstrate active opposition to DEIB?"

"I actually think some of the organisations are almost at minus 1.0."

"If you look at what's happening in America, there's legislation that came in at the government level that's now trickling into US-owned companies."

"When a supposedly serious party proposes removal of DIB legislation as part of their manifesto, you go, what could be the trigger for that?"

"I think there are organizations that are definitely at minus one. Totally."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Beyond Compliance: The Evolution of Diversity, Equity, Inclusion, and Belonging in the Workplace

Wed, 16 Oct 2024 14:07:03 -0000

In this episode, Ishreen continues to discuss the Belonging Pioneers Framework for Diversity, Equity, Inclusion, and Belonging (DEIB 3.0). Ishreen discusses the evolution of DEIB practices, highlighting the transition from compliance-focused initiatives to a more strategic and holistic approach that fosters innovation and collaboration within organizations. Ishreen emphasizes the importance of creating psychologically safe environments where all employees feel valued and connected to a shared purpose.

KEY TAKEAWAYS

The podcast discusses the progression of Diversity, Equity, Inclusion, and Belonging (DEIB) from a compliance-focused approach (1.0) to a more strategic and goal-oriented phase (2.0), and now towards a holistic and adaptable framework (3.0).
Creating a psychologically safe environment is crucial for employees to feel accepted and to foster a sense of belonging within the organization.
Leaders should align their purpose with the organization's purpose, promoting a culture where individual and collective goals are congruent.
The DEIB 3.0 framework emphasizes the importance of cultivating a culture of emergence, where the focus is on creating an environment that allows for innovation and collaboration.
Business leaders are encouraged to take an active role in driving change within their organizations by implementing the Belonging Pioneers Framework.

BEST MOMENTS

"The legacy of change needs to be driven by you."

"When you're in compliance, the maximum benefit you can get is some form of stability."

"We need to take a holistic approach... everybody has an experience of winning."

"You're starting to build your reputation in this area, and you've got certain minimum standards that are being met."

"When you're up here, you're agile, you're innovative, ideas are coming out, and they're being implemented."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Unlocking the Benefits Wheel: Maximising DEIB Outcomes in Organisations

Wed, 09 Oct 2024 15:12:53 -0000

In this episode, Ishreen introduces the DEIB 3.0 Pioneers Movement, a transformative initiative aimed at fostering diversity, equity, inclusion, and belonging in the workplace. She highlights the need for action-oriented strategies to break the cycle of talk without action that has plagued DEIB efforts, leading to budget cuts and backlash. Ishreen and her team delve into the concept of relative privilege, exploring how it impacts workplace dynamics and the effectiveness of DEIB programs.

KEY TAKEAWAYS

The DEIB 3.0 Pioneers Movement aims to shift the conversation around diversity, equity, inclusion, and belonging from mere discussion to actionable strategies that create real change in organizations.
The concept of relative privilege is central to understanding the barriers to achieving DEIB goals. It emphasizes that every individual has varying degrees of privilege based on their circumstances, which can impact their experiences in the workplace.
The podcast highlights ongoing research into privilege and its effects on workplace dynamics, with a commitment to refreshing this research annually to provide updated insights and strategies.
The movement advocates for a win-win approach to DEIB, moving beyond compliance and competitive advantage to foster a more integral and inclusive organizational culture.
Organizations that implement effective DEIB programs can experience a range of benefits, including improved creativity, decision-making, employee loyalty, and brand reputation. However, many organizations have yet to explore the full spectrum of potential benefits.

BEST MOMENTS

"Diversity, equity, inclusion and belonging has got itself stuck in a loop of talk with not enough action, leading to a backlash and cuts in budgets."

"We think privilege is the root cause for why we've got a lack of diversity, equity, inclusion and belonging in the workplace."

"The decisions that were being made to access those benefits were being driven by leadership inside organisations that were potentially divisive rationale."

"If you could get the productivity and the sickness and absence, why not the cultural awareness benefits?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOST

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

DEIB 3.0: Transforming Diversity, Equity, Inclusion, and Belonging in the Workplace

Mon, 30 Sep 2024 23:00:00 -0000

In this episode, Ishreen introduces the concept of DEIB 3.0, a transformative approach to diversity, equity, inclusion, and belonging in the workplace. Highlighting a collaboration with Metro Bank, she shares insights on their purpose-led partnership with the England and Wales Cricket Board, aimed at increasing female participation in cricket through the Women and Girls Fund.

KEY TAKEAWAYS

Ishreen introduces DEIB 3.0, a new approach to diversity, equity, inclusion, and belonging that aims to create inclusive cultures where employees feel valued and connected to a shared purpose.
The current backlash against DEIB initiatives is attributed to resistance from existing power structures, particularly among white men who perceive these initiatives as biased against them. A shift in focus is needed to move towards a win-win dynamic.
Metro Bank is highlighted as a collaborator in the DEIB 3.0 movement, showcasing their partnership with the England and Wales Cricket Board to promote women and girls in cricket through a co-developed Women and Girls Fund.
The partnership between Metro Bank and the ECB is structured as a six-year commitment, emphasizing the importance of time in making meaningful and lasting changes at the grassroots level.
DEIB 3.0 emphasizes collaboration, innovation, and a data-led approach to identify focus areas, ensuring that initiatives deliver social benefits while also achieving return on investment (ROI) targets for all stakeholders involved.

BEST MOMENTS

"We wanted to make sure we were taking the time on how we develop the Women and Girls Fund."

"We didn't want just any sort of traditional sponsorship. We were really looking for a partnership that was centered around true purpose."

"To really make any meaningful impact at a grassroots level, it takes time."

"An over-focus on representation at the cost of equity, inclusion, and belonging is what set up this win-lose dynamic."

"DEIB 3.0 aims to move DIB from a conversation that has a win-lose dynamic to a win-win approach."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

ABOUT THE HOST

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Pioneers Movement: A New Era in Diversity, Equity, Inclusion, and Belonging

Mon, 23 Sep 2024 23:00:00 -0000

In this episode, Ishreen discusses the critical importance of fostering a more inclusive and equitable workplace through the newly launched Pioneers Movement. She explores the challenges organizations face in implementing effective diversity, equity, inclusion, and belonging (DEIB) initiatives, particularly the tendency for these programs to create a win-lose dynamic. Ishreen highlights the need for a mindset shift rather than merely policy changes, emphasizing the benefits of an integral approach to DEIB that engages everyone in the organization.

KEY TAKEAWAYS

Current diversity, equity, inclusion, and belonging (DEIB) initiatives often create a win-lose dynamic, where the majority feels threatened. A successful approach should foster a win-win environment that benefits everyone in the organization.
The concept of relative privilege is crucial in addressing DEIB challenges. Organizations must raise awareness about how privilege operates within their culture to prevent damaging eruptions that can harm reputation and integrity.
Embedding DEIB into the core operations and mindset of the organization for holistic improvement.
Organizations are encouraged to adopt an emergent approach to DEIB, focusing on changing mindsets rather than just policies. This can lead to many benefits, including improved creativity, productivity, and employee loyalty.
There is an invitation for organizations to engage in ongoing research and discussions about DEIB 3.0, emphasizing the importance of collective effort in creating a more equitable workplace.

BEST MOMENTS

"The challenge with today's diversity, equity, inclusion, and belonging initiatives is that they set up a win-lose dynamic where the majority group experiences being threatened rather than benefit from the opportunity of being more equitable and inclusive."

"The only way you can combat relative privilege is with effective DEIB programs, right? What other tools have you got against it other than raising people's consciousness about how they're behaving?"

"What we're announcing today is some new research into what we're calling privilege 2.0... Is there an upside to tackling privilege? How can we look at this differently?"

"Integral DIB is the effort of everyone for the benefit of everyone."

"We're excited and I think you might be as well. Our first Practitioner Collaboration Breakfast is on the 1st of October, so it's not too late for you to join us."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email: equitychampions@belongingpioneers.com

ABOUT THE HOSTS

https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisor

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Chandrika Bandaranaike Kumaratunga on Strategies for Inclusion & Equity in Society & Work

Tue, 20 Aug 2024 00:00:00 -0000

This episode features an insightful conversation between Ishreen and Chandrika Bandaranaike Kumaratunga (CBK), Sri Lanka's first female President. In this special mini-series celebrating extraordinary women of Sri Lankan heritage, they discuss gender equity, inclusion, and the systemic changes needed in organisations to ensure fairness at work. CBK shares her personal journey, highlighting the importance of education, skills, confidence, and practical leadership training for women. Overall, the conversation provides valuable insights and practical steps for creating a culture of inclusion and equity in the workplace.

KEY TAKEAWAYS

The importance of education and skills training for women in leadership positions.
The need for confidence and self-belief in women to break through barriers in the workplace.
The significance of implementing laws, regulations, policies and procedures to ensure gender equity and prevent abuse in organisations.
The value of communication, democratic means, and empathy in leadership to address systemic issues.
The role of family support, practicality, determination, and resilience in the success of female leaders.

BEST MOMENTS

"I was thrown into it in the circumstances prevailing at the time in my country."

"The rules and regulations have to be there first, the laws that will have to be at the national level."

"I do appreciate this conversation. People normally take me for granted as a woman leader and don't ask, how did you get there?"

"The courage to stick with your decisions, whatever may come, whatever criticism and all that you get, to be convinced that you are right."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE HOSTS

Kami Nuttall, a workplace culture expert with over 20 years of experience, delves into governance, risk management, and the human experience in organizations. Trained by the Anti-Discrimination Foundation and a qualified hypnotherapist, she's passionate about fostering psychologically safe, inclusive workplace cultures. Kami champions accountability, believing organizations should prioritize both employees and customers, creating environments grounded in inclusivity and trust.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

Celebrating 80 Years of Friendship: A Journey with Dr. Indra Angunawela

Mon, 12 Aug 2024 23:00:00 -0000

In this heartwarming episode, Ishreen reminisces on the deep and enduring friendship between her mother and Dr. Indra Angunawela, which has spanned from childhood to their eighth decade. Dr. Indra shares cherished memories of their early years, highlighting the strong bond they formed and the efforts they made to stay connected over the years. The episode also explores Dr. Indra's remarkable career in the medical field, touching on her experiences as a pioneering woman in elderly psychiatric health and the importance of cultural sensitivity in healthcare practices.

KEY TAKEAWAYS

Shared interests are essential for forming and maintaining long-lasting friendships.
Making an effort to stay in touch and communicate regularly is crucial for sustaining relationships.
Having multiple points of contact, such as shared family connections, can strengthen bonds.
Reconnecting through shared activities, like enjoying food together, can help maintain friendships.
Understanding and respecting each other, without misunderstandings or conflicts, is key to a lasting friendship.

BEST MOMENTS

"Women have a hard time making hard choices at the outset, in order to balance your career as well as the family."

"I think I have had the best of both worlds in the sense, researching clinical. So I think when I look back, I think I was really lucky."

"Food always brings us together."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Menopause Awareness in the Workplace: Perspectives from Dr. Marlene Abeywardene

Tue, 06 Aug 2024 13:06:54 -0000

In this episode, Ishreen speaks to Dr. Marlene Abey-Wardner, an internationally recognised Consultant Obstetrician & Gynaecologist. Dr. Marlene shares her remarkable journey in the medical field, highlighting her passion for women's health and her significant contributions to various medical organizations. Her insights on menopause and women in the workplace shed light on the need for awareness and support for women experiencing menopausal symptoms.

KEY TAKEAWAYS

St. Bridget's Convent provided an inclusive environment where students of different nationalities and religions coexisted peacefully, fostering lifelong friendships and global citizenship.
Hard work, honesty, sincerity, and building relationships through friendship were highlighted as key factors contributing to career success in the medical field and professional associations.
Dr. Marlene emphasized the importance of addressing menopause symptoms and providing support for women in the workplace, advocating for education, medical check-ups, and psychological support.
Loyalty, sincerity, and being available to help friends in need were identified as essential qualities for maintaining lifelong friendships and contributing to personal happiness and success.

BEST MOMENTS

"I think the secret of anyone's success in life is the way you handle life and the person that you are internally."

"You asked me what is the secret of my success? Well, I think probably part of what I'd tell you would be because I've always worked hard in my profession and in whatever I do."

"Many women have struggled through work with hot flushes and mind freezes and, almost not realized that it was due to menopause. And their colleagues had no idea and just thought that they were having a nervous breakdown or something."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE GUEST

Dr. Abeyewardene has held the post of Resident Obstetrician & Gynaecologist in the Ministry of Health in various hospitals across the world, in addition to serving as a Consultant. She has spent significant time teaching undergraduate, postgraduate students and training of midwives.

Dr. Abeyewardene is a Fellow of the Sri Lanka College of Obstetricians & Gynaecologists, and the Royal College of Obstetricians & Gynecologists of the UK. She has been an active member of several professional associations and medical bodies holding various key positions in the capacities of president, council member and board member and has represented Sri Lanka in a large number of international forums.
In addition to many initiatives she has pioneered, she takes the credit of being a founder member of the Menopause Society of Sri Lanka, Founder Member of the Gynaecology Endoscopic Working Party and Prenatal Society of Sri Lanka.

For her role in assisting the women of Sri Lanka, Dr. Abeyewardene was awarded the FIGO – International Federation of Gynaecology and Obstetric award of distinction for services rendered in improving the Reproductive Health of Women. She also received a special service award from the Aids Foundation of Sri Lanka for delivering pregnant mothers with HIV.

Dr. Abeyewardene joined Zonta Club One of Colombo as a member in 1989 and continues as an active Zontian to date. She enjoys this work as it provides her with an opportunity of being of service to women in spheres other than health.

ABOUT THE HOST

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Kate Jansen Part 3 | Empowering Women in Male-Dominated Industries

Mon, 03 Jun 2024 23:00:00 -0000

Today, we continue the insightful conversation between Ishreen Bradley and Kate Janssen, Director of Organizational Design and Learning at Wilmot Dixon. The episode delves into the challenges and successes of achieving gender balance in the construction industry, highlighting the efforts of Wilmot Dixon in striving for equal gender representation. Kate shares personal insights and tips for women navigating change in male-dominated industries, emphasizing the importance of building a support network, investing in others' growth, and prioritizing family amidst career demands.

KEY TAKEAWAYS

The podcast highlights the challenges faced by women in the construction industry, such as stereotypes, gender biases, and lack of visibility, making it difficult for them to envision successful careers in this male-dominated field.
Wilmot Dixon, a top family-owned construction company, set a goal of achieving equal gender representation across all roles in their business. The leadership team, led by chairman Rick Wilmot, successfully implemented this goal, breaking new ground in the industry.
Kate Janssen emphasizes the importance of building a supportive network, normalizing challenges, and investing time in helping others to create change. She also highlights the significance of prioritizing family and not being a "ladder grabber" in career growth.
Kate shares a personal anecdote where she had to choose between attending her daughter's nativity play and her job, showcasing the challenges faced by working mothers in balancing work and family responsibilities.
Kate emphasizes that the ultimate resource for creating an equitable organization is not just about money or resources but stems from a shared vision, passion, and drive to create change among individuals who are invested in realizing that vision.

BEST MOMENTS

"Women still earn up to a third less than their male counterparts and additionally 72% of women in the sector have reported experiencing gender discrimination at work."

"You can't do it on your own. You can't do it on your own. So that's really key."

"I think it is the worst quality in us when we're growing our career is that we think it's all about our career and it's just not."

"It's not about going to the ends of the world to find the people. Because for me, that comes from your heart."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Kate Jansen Part 2 | Breaking Ground: Achieving Gender Balance in the Construction Industry

Tue, 28 May 2024 00:00:00 -0000

This episode of the Privilege Eruption podcast discusses the evolution of breakthrough thinking around power, privilege, and purpose in the workplace. It highlights the challenges faced by women in the construction industry, with historical context and recent statistics showing progress towards gender parity. The episode aims to inspire leaders to create a culture of inclusion and belonging for all employees.

KEY TAKEAWAYS

The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation.
Setting bold goals and having genuine leadership support are crucial for driving systemic change towards diversity and inclusion.
Creating a culture of collaboration and inclusivity requires not only focusing on individual women but also on transforming the entire organisational ecosystem.
Having sponsors who advocate for and support women's career growth is essential for achieving gender balance in leadership roles.
Embracing flexible and agile working practices can help attract and retain diverse talent in traditionally male-dominated industries like construction.

BEST MOMENTS

"You want to create success through connection and belonging, and you're unsure about how to make it happen." - Ishreen Bradley

"The big driver for the business was having the best talent around the table, to have cognitive thinking around the table, and encouraging the best talent to come through the door." - Kate Jansen

"One woman on a board can be more destructive than no women at all if I'm honest." - Kate Jansen

"The beauty of a complementary team is where you don't have the skills, you build the people around you that do." - Kate Jansen

"It doesn't take a lot for them to be able to step back, gain the confidence and let go." - Ishreen Bradley

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE GUEST

Kate Jansen, FCIPD, Director of Organisation Development & Learning for Willmott Dixon Ltd.

Kate has been with Willmott Dixon for over 18 years, always in a people focused role, developing and protecting the culture that evolves from the deeply laid roots of the company’s family values. In her latest role, Kate is responsible for developing a learning environment that supports technical advancements and modern leadership methods, developing talent and succession for the future. In 2022, Kate led the campaign that awarded Willmott Dixon as the ‘Best Large Company’ to work for in the UK and introduced the Willmott Dixon University. Kate has a passion for early careers and women in construction, both of which she leads as an Industry advocate and mentor.

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

Kate Jansen Part 1 | From Challenge to Change

Mon, 20 May 2024 23:00:00 -0000

In this episode Ishreen speaks with Kate Jansen, the Director of Organisational Design and Learning at Wilmot Dixon, a top 10 family-owned construction company in the UK. Kate discusses her career journey, starting from her early days as an apprentice to her current role where she has played a pivotal role in achieving gender balance within the male-dominated construction industry. She shares her experiences of facing challenges as a woman in leadership positions within the construction sector and discusses the significant milestone Wilmot Dixon reached in 2023 with 15.8% female representation in the workforce.

KEY TAKEAWAYS

The construction industry has historically struggled with gender balance, but progress is being made towards achieving equal representation.
Setting ambitious goals, such as aiming for 50-50 gender equality in every role, can drive meaningful change and push organizations to work towards a more inclusive environment.
Women in male-dominated industries like construction often face stereotypes, biases, and discrimination, making it crucial to actively work towards creating a more supportive and inclusive workplace.
Creating a support network of senior women within the organization can be instrumental in driving change and breaking down barriers for other women to advance into leadership roles.
Having the strategic leaders of the organization fully support diversity and inclusion goals is essential for driving meaningful change and creating a culture of equality and belonging.

BEST MOMENTS

"I think the big turning point was probably only about five years ago, four or five years ago, when the business came forward and set a big audacious goal."

"It wasn't an ambition that was wholeheartedly embraced. And even I questioned it a little bit at the start."

"What we did, we took the seven, as it was, senior women in the business and we got together and I said, right, what are we going to do here to really make a change?"

"You want to create success through connection and belonging, and you're unsure about how to make it happen."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

From STEM to Success: Attracting More Women to Science and Engineering

Mon, 13 May 2024 23:00:00 -0000

In today's eipsode, Kathy Morrissey, the Director of Planning and Insights at Stansted Airport, discusses the importance of attracting more women to science and engineering fields. Kathy shares her insights on creating a supportive organizational culture to empower women in these industries. She emphasizes the need for measuring diversity, providing mentoring and coaching tailored to women's needs, and taking chances on potential. Kathy also highlights the significance of showcasing successful women as role models and building peer support networks.

KEY TAKEAWAYS

The importance of measuring and understanding gender diversity within organizations to promote equity and inclusion.
Highlighting the significance of tailored mentoring and coaching programs to support women in overcoming confidence barriers and showcasing their abilities.
Encouraging organizations to take chances on individuals based on their potential rather than just their current skills, fostering growth and diversity.
Emphasizing the value of peer-to-peer support and showcasing successful women as role models to inspire and empower others.
Suggesting the value of providing opportunities for secondments and diverse experiences to enhance skill development and career progression.

BEST MOMENTS

"I think having mentoring and coaching is really important in programmes. And also having those programmes and how they can be tailored more towards where women perhaps are less confident in their abilities."

"I think the other thing is, you know, really taking a chance on women the same that we would do with men. If somebody has the potential but not the skills, why don't you give them a shot?"

"Use your talents, and use your women's networks, your male networks and take the support."

"To create a six month secondment into another department or another role that you may not have actually done, or you might have been supporting externally, can you justify providing that experience?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

Empowering Women in Science and Engineering: Insights from Kathy Morrissey

Mon, 06 May 2024 23:00:00 -0000

In this episode, Ishreen and Kami continue their conversation with Kathy Morrissey, the Director of Planning and Insights at Stansted Airport. Today's discussion delves into the challenges and opportunities surrounding gender balance in the field of engineering, particularly focusing on attracting and retaining women in science and engineering careers. Kathy shares initiatives she has implemented to promote gender diversity in the workplace.

KEY TAKEAWAYS

Privilege is a conundrum that dilutes the culture of fairness at work, and leaders need to recognize the need for more inclusivity.
Encouraging more girls to pursue careers in science and engineering requires creating a supportive organizational culture and addressing systemic barriers.
Providing role models and early exposure to STEM fields can inspire young girls to consider careers in science and engineering.
Organizations can support gender balance by establishing women's networks, offering professional development opportunities, and addressing the gender pay gap.
Structural and systemic issues in the engineering field, such as lack of credibility for women and limited access to affordable childcare, need to be addressed to create a more inclusive environment.

BEST MOMENTS

"Women shouldn't have to adjust their behaviors and adjust the way they act to suit the environment. The environment needs to change."

"I think there's a number of different levels of ways in which we could make the engineering world more inviting to women."

"I think there's the kind of cultural piece as well around how the environment that you work in is conducive to succeeding."

"I think it's so important to have role models and to amplify women who have done well in the science arena."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Kathy Morrissey - From Oil Rigs to Airports, Kathy's Story

Mon, 29 Apr 2024 23:00:00 -0000

In this episode, Kathy Morrissey, the Director of Planning and Insights at Stansted Airport, shares her inspiring journey from the oil sector to environmental management and eventually landing in her current role at the airport. As one of the most senior female engineering directors in the country, Kathy discusses the challenges and successes she has encountered in balancing the scales of gender in science and engineering. The episode delves into Kathy's advocacy for women in engineering, her experiences in male-dominated environments, and the importance of planning ahead in the airport industry.

KEY TAKEAWAYS

Kathy Morrissey, a senior female engineering director at Stansted Airport, has made significant progress in balancing gender in engineering, showcasing the benefits of diversity in financial and social aspects.
Kathy's journey from the oil sector to environmental management and eventually to her current role at Stansted Airport highlights the importance of purpose-driven career transitions.
Stansted Airport is working towards a more planned focus, aiming to be proactive in their operations rather than reactive, which can lead to a less stressful environment for both staff and passengers.
Kathy's advocacy for women in engineering stems from her experiences as the only female in male-dominated environments, emphasizing the need for more women in the field to bring diverse skills and perspectives.

BEST MOMENTS

"We need more women in science and engineering."

"I was often the only woman out there, generally the only technical woman they did have for the bigger rigs."

"I quite liked being the only woman because you were treated with a lot more respect and you were more special."

"I was really fortunate to get a position of director to kind of move up into the director of engineering and facilities role."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Golden Episode - Cultural Diversity or Cultural Compliance - Which Do You Prefer?

Mon, 22 Apr 2024 23:00:00 -0000

In this episode, Kami and Ishreen continue their discussion about the positive role having a clear purpose and being true to it plays in how organisations work. Including how their culture evolves.

They also talk about the danger of taking things too far and inadvertently creating a “culture fit” environment. Trying to get everyone to think and work in the same way and not allowing people to question decisions.

KEY TAKEAWAYS

Don´t fall into the trap of pushing everyone to be the same.

In today's challenging world, being able to tap into different perspectives brings huge benefits.
A diverse organisation will find it easier to develop and sell the products and services people really want.
Everyone is different. They will, therefore, contribute in different ways to fulfilling the company's purpose.

BEST MOMENTS

“You can have a purpose statement and people will align with it from different places.”

“We want cultural diversity, we want to add to our culture, not take away from it.”

“A diverse organisation will improve its performance.”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Golden Episode - Creating a Diverse Talent Base

Mon, 15 Apr 2024 23:00:00 -0000

In today's episode, we revisit one of Kami & Ishreen's golden episodes on the need to create a diverse talent base within your workforce.

Hear about how, when you begin by exploring and understanding your own privilege and recognise and own it on a conscious level, you have the ability to then work with your organisation by applying the same principles and processes.

When you move into a position where your team is diverse your organisation will have the creativity, value, and ability to lead in your sector.

KEY TAKEAWAYS

Organisations that are committed to creating a fair playing field will use introspection to help them achieve this
Ask ‘what structures are in place that stop it from being fair?’
You need a range of skills in your organisation that will bring diversity
When everyone thinks the same you are not in a position to cope with any change
Explore and learn about your own privilege and the impact it has on others
You need to own your privilege at a conscious level to move from invisibility and denial
People who have privilege want to learn about what makes them privileged
Privilege can be a block to progress in an organisation but it also has the power to transform when put to good use and can cause a privilege eruption
Your organisation can lead in its sector with a diverse team who bring huge value and creativity
These are hard conversations so compassion for yourself and others is a vital part of the process

BEST MOMENTS

‘The structures have typically worked for white men

‘Create a diverse talent base in your organisation’

‘Once you know who you are you can speak from a place where people will listen’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Balancing the Scales of Gender in Mining - Part 3

Mon, 08 Apr 2024 23:00:00 -0000

In part 3 of Balancing the Scales of Gender in Mining, Ishreen and Stacey Hope continue their conversation on gender inequality in the mining sector. Today, they delve into the topic of underrepresentation in various roles and barriers to obtaining mining-specific skills. Stacey shares insights on how organizations can address these issues, emphasizing the importance of using one's voice to address discrimination and advocating for systemic change within companies. The episode highlights the need for education, allyship, and structural readiness within organizations to promote equity and inclusion.

KEY TAKEAWAYS

The conversation emphasizes the crucial role of the board in driving organizational change towards equity and inclusion. It suggests that starting with the board and executive leadership sets the tone for the entire organization.
Encouraging employees to use their voices to address issues of discrimination, harassment, and bias in the workplace is essential. Companies should provide mechanisms for employees to raise concerns and advocate for the implementation of such systems if they are lacking.
Men should be educating themselves on gender and racial biases, and actively participating in conversations to understand different perspectives.
Organizations are advised to assess their structural readiness to accept diverse employees and ensure that their systems promote a sense of belonging for all individuals. This proactive approach can help companies prepare for future workforce diversity.

BEST MOMENTS

"Sexist attitudes, violence, harassment and gender-based discrimination are prevalent in mining."

"Everyone knows it. It's just who is willing to work against it, raise the issue, raise the alarms, address it."

"It's not the woman's job or an organization's job to educate you. It's your job to want to be educated."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Balancing the Scales of Gender in Mining - Part 2

Mon, 01 Apr 2024 23:00:00 -0000

Today, Ishreen continues her interview with Stacy Hope, the Managing Director of Women in Mining UK. In this episode, they discuss the historical colonial roots of mining, the exclusionary design of mining companies, and the slow progress towards inclusivity. Stacey highlights the burden placed on women to overperform compared to men and the need to change narratives and language to achieve equity. The episode delves into the importance of listening to marginalized voices, understanding cultural nuances, and working collaboratively to address disparities in the mining sector.

KEY TAKEAWAYS

The mining sector exhibits significant gender disparities, with women being underrepresented in various positions such as technicians, professionals, and leadership roles.
The mining industry's systemic issues are rooted in a colonial history, shaping the current landscape of resource extraction and division of nation states.
The design and institutional legacy of mining companies have historically favored male perspectives, leading to exclusion of women, racial minorities, and ethnic groups.
Women in the mining industry face a disproportionate burden of overperformance, where a single failure can lead to exclusion, unlike their male counterparts who may continue to fail without consequences.
The language and narratives surrounding failure differ for men and women in the industry, highlighting the need for equal treatment and opportunities for all genders.

BEST MOMENTS

"Mining, the extraction of resources, has a very colonial history to it. Even from the way in which Africa is carved out, it's based on colonial powers and resourcing." )

"The burden placed on women to over perform, that drives disparity and drives the dwindling number of women in the industry."

"We have to actually have our language and our narratives equal before we can even talk about equity and positions and pathways forward."

"Mining has been defined, it's been designed, it's been driven by the male point of view. The design of mining itself has meant to exclude."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Balancing the Scales of Gender in Mining - Part 1

Tue, 26 Mar 2024 13:41:41 -0000

Today's episode is the first of a series focused on a conversation between Ishreen and Stacy Hope, the Managing Director of Women in Mining UK. Throughout this series they focus on the impact of power, privilege and purpose in the mining sector, particularly regarding gender and race.

Stacy shares her journey from working in international development to advocating for women in the mining industry. She delves into the challenges faced by women in mining, such as underrepresentation in leadership positions and barriers to obtaining mining-specific skills, and highlights the initiatives being undertaken by Women in Mining UK to address these issues,

KEY TAKEAWAYS

This episode highlights the prevalent gender-based discrimination in the mining sector, emphasizing the need for a more equitable and inclusive workplace for women.
Research conducted by Women in Mining UK shows a significant correlation between having women on boards in the mining sector and positive business outcomes, such as return on investments and EBITDA.
Women in Mining UK is actively involved in initiatives like school competitions, scholarships, internships, and professional development events to support and encourage women in mining-related fields.
Stacy Hope's journey from volunteering to becoming the Managing Director of Women in Mining UK showcases the importance of being actively involved in advocating for gender equity and social justice.

BEST MOMENT

"Work in very complex, contentious jurisdictions with some of the more challenging sectors, because there is room for growth and improvement and change."

"We saw significant correlation between women on boards, and especially particular number of women on boards, and return on investments, EBITDA, you name it."

"It's about giving young women the opportunity to get that experience on their CV. And oftentimes they do the internship and then they're asked to stay on, which is also valuable impact that we're able to have by creating these pathways in."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Golden Episode - What Is Privilege At Work? A Timely Refresher

Tue, 19 Mar 2024 14:23:39 -0000

In today's episode, we revisit one of Kami & Ishreen's golden episodes on the impact of privilege in the workplace.

Privilege is a very emotive term but if you want to move beyond invisibility and denial for yourself then you need to explore and learn about your own privilege. When you own the privilege you have you are more able to understand the privilege in your organisation and take steps to make positive change

Privilege can be a block to progress but it also has the power to transform and can lead to a privilege eruption

KEY TAKEAWAYS

You can begin to see the world in a different way. Positive power in a positive way can positively shape our purpose
If privilege isn’t equable then fairness can’t exist.
The experiences you have are the basis for your values and are part of who you are.
Privilege is a special advantage or entitlement that a person uses to their own benefit or the detriment of another.
You have to learn to own the privilege you have and know you are not your privilege.
History may have given you privilege it’s what you choose to do about it that matters.
We can assume that everyone entering an organisation comes in with the same level of capacity, privilege and resources.
There need to be reasonable adjustments to ensure that everyone starts at the same point.
We are in an uncertain, volatile, complex and ambiguous world so the skills required in an organisation mean a truly diverse workforce.
We need to create safe spaces for people to discuss and learn.

BEST MOMENTS

‘Some of us are not ready to acknowledge and accept that we have privilege’

‘We should be talking about privilege and how has impacted and shaped our society’

‘You want to cause a privilege eruption in your organisation because it will ensure your organisation's sustainability and longevity’

VALUABLE RESOURCES

Don't miss out on sharing your valuable insights on privilege in the workplace! Our survey is still open, and we'd love to hear from you: https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Empowering Women and Girls in Cricket: A Conversation with Emma Calvert - Part 2

Tue, 12 Mar 2024 00:00:00 -0000

This episode, Kami, Ishreen and Emma delve into the impact of power, privilege, and purpose in organizations. They highlight the importance of investing in initiatives aligned with values and passion, such as supporting women's cricket and promoting diversity in sports. Emma shares insights on never giving up on ambition, trying new things, and supporting women's sports. The discussion emphasizes the need for organizations to align their values with their actions and the significance of creating purpose-built facilities to support women's sports.

KEY TAKEAWAYS

Organizations should invest in initiatives that align with their values and passion, rather than just for financial gain.
Organizations and individuals should define their goals and values to guide their actions towards social purpose and financial gain.
Seek partnerships where values align, creating a mutually beneficial relationship that supports shared goals.
Persistence and determination are key to achieving goals, even if the path may not be straightforward.
Encouraging support and participation in women's sports can lead to positive social impact and commercial opportunities.

BEST MOMENTS

"I think what it boils down to for me is investing in something that people are passionate about or that you're passionate about."

"Values-driven commercialisation is so important."

"I think the work that they have done in cricket is incredible."

"The atmosphere and the tone and the environment of the women's game is very different from the men's game."

"Just give it a go. What's the worst that can happen? Go out, be active, participate in as much or as little as you want to."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Empowering Women and Girls in Cricket: A Conversation with Emma Calvert

Wed, 06 Mar 2024 00:00:00 -0000

In today's episode, Ishreen and Kami interview Emma Calvert from the Surrey Cricket Board. Emma discusses the efforts that have been made to increase participation and investment in cricket for women and girls. Her journey from investment banking to sports leadership adds a unique perspective to their conversation, emphasizing the importance of taking chances and following one's passion.

KEY TAKEAWAYS

This episode highlights efforts to increase participation and investment in cricket for women and girls, emphasizing the importance of providing opportunities for all to engage in the sport.
Emma underscores the evolving role of commercial sponsors in women's sport, moving beyond token gestures to genuine support and investment.
This episode advocates for diverse leadership in sports, emphasizing the value of age diversity and different perspectives in driving change and innovation within the industry.
The professionalization of women's cricket has enabled players to pursue the sport full-time, leading to significant improvements in performance and opportunities for growth.

BEST MOMENTS

"I originally started my career in investment banking, so I spent six years at Morgan Stanley, worked my way up to director level."

"I think growing up I was super fortunate that my next door neighbour was an incredible cricketer and I just used to play about in the back garden with him."

"I hope that I can be a good demonstration of how you might not be good enough to be professional at the sport that you love, but actually you can find a way to work in it and make a difference."

"Metro Bank has a really clear strategy around cricket, which is driven by a business need."

"People want to grow and support women's sport for what it is."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website:https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

From Wealth Privilege to Ego: Understanding the Dynamics of the Post Office Case

Tue, 27 Feb 2024 00:00:00 -0000

In today's episode, Kami and Ishreen continue their delve into the explosive impact of power, privilege, and purpose in the recent scandal involving the post office and Fujitsu. Through a series of insightful discussions, they analyze the intricate power dynamics and relative privilege that allowed this situation to unfold over 24 years. Kami and Ishreen share personal experiences and observations, shedding light on the emotional and financial trauma experienced by innocent sub-postmasters.

KEY TAKEAWAYS

The post office and Fujitsu scandal highlights the consequences of unchecked privilege and power dynamics.
Postmasters' refusal to sacrifice integrity for financial gain showcases the importance of values and community standing.
Ego-driven decisions can poison organizations and lead to damaging outcomes, emphasizing the need for humility and ethical leadership.
Organizations must prioritize integrity, authenticity, and social purpose to create inclusive and equitable work environments. Leadership development programs with a DEIB focus are crucial for sustainable change.

BEST MOMENTS

"Why have innocent sub-postmasters had to go through the emotional, reputational and financial trauma that the way Fujitsu and the post office behaved has caused them to suffer?"

"It's about their standing in the community, and their belief in themselves more so. They're people with integrity."

"Ego is the thing that puts, you know, can poison people into behaviors that are just totally inappropriate."

"This is something that's really of vital importance for shareholders of public limited companies to know that the people that they're investing in have taken action to prevent this kind of disaster."

"Most of our work now is not a DEIB program. It's a leadership development program that has a strong impact around diversity and inclusion."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Decoding the Ticking Time Bomb: A Deep Dive into the Post Office and Fujitsu Case

Tue, 20 Feb 2024 00:00:00 -0000

Welcome to today's episode of the podcast, where we explore the complex dynamics of power, privilege, and purpose in the workplace. Roger and Ishreen delve into the scandal involving the post office and Fujitsu, analyzing the impact of relative privilege on the sub-postmasters affected by the long-standing issues. Through a conversational and engaging dialogue, the duo dissect the power struggles and information suppression that allowed the situation to persist for over two decades. Roger and Ishreen's authoritative and knowledgeable voices provide valuable insights into the systemic flaws and governance failures that perpetuated this injustice.

KEY TAKEAWAYS

The post office and Fujitsu scandal highlights the impact of power dynamics and relative privilege in the workplace.
The delay in addressing the issues faced by sub-postmasters raises questions about accountability and responsibility.
The intersection of power, privilege, and information suppression played a significant role in perpetuating the scandal.
The emergence of a chief information officer role post the year 2000 crisis signifies a shift towards greater accountability for IT systems.
The episode underscores the importance of addressing privilege and power dynamics to create a more inclusive work environment.

BEST MOMENTS

"It was like playing poker with someone where you're playing blind and the person you're playing with has all the cards."

"They depended on the fact that you believed that you were the only one this was happening to. That was a breakthrough point."

"He overcame some of the relative power privilege that the post office had by using his knowledge of information."

"There's a relative privilege issue here. It's not only between Fujitsu and the postmasters, but there's a potential relative privilege issue between Fujitsu and the post office itself."

"The privilege conundrum, this ticking time bomb that suddenly exploded, not."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

The Post Office Scandal: How Relative Privilege Led to a Ticking Time Bomb

Thu, 15 Feb 2024 00:00:00 -0000

Welcome to season six! Today, Kami & Ishreen discuss the recent explosion of a ticking time bomb in the post office and Fujitsu organizations in the UK. They explore the impact of power, privilege, and purpose in these organizations and question why it took so long for the truth to come to light. Kami & Ishreen delve into the three intersecting elements of relative privilege that allowed these organizations to perpetuate their harmful behavior for so long: power, information, and wealth. Listeners gain insights into the consequences of unchecked privilege and the importance of creating a culture of inclusion and fairness in the workplace.

KEY TAKEAWAYS

The Privilege Eruption podcast explores the impact of power, privilege, and purpose in the workplace and aims to create a culture of inclusion for all.
This episode discusses the ticking time bomb that has exploded in organizations like the post office and Fujitsu, highlighting the emotional, reputational, and financial trauma caused to innocent sub-postmasters.
The explosion of the ticking time bomb in organizations has been long overdue and is a result of power and privilege being used to dominate and neglect the well-being of staff, associates, and the supply chain.
Kami & Ishreen identify three intersecting elements of relative privilege that enabled the post office and Fujitsu to prolong the trauma experienced by sub-postmasters.
The post office case highlights the relative privilege of power, information, and wealth, which were used to maintain control, deny wrongdoing, and protect the interests of those in positions of authority.

BEST MOMENTS

"The privilege eruption is happening, it's causing massive change, and the ticking time bomb has exploded for those organizations that have chosen to sweep it under the carpet."

"This stands out as a one-off example of a privilege eruption actually happening right in front of us, and we're seeing it, and it's been erupting for some time."

"The interesting thing from a power perspective is just think about it. Think about the individuals and the types of people, the personas, if you like, of people who apply to become sub-postmasters."

"The power thing was no win. And the only way to proceed with that argument is if you were then entering into that discussion with no integrity or moral obligations."

"The people with the power said, yeah, we're the judge, so we have the power to judge you as wrong. I mean that in itself. And we have the relative privilege of having our own reality."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

A Year in Review with Privilege Eruption: Insights and Inspirations from Season 5

Tue, 16 Jan 2024 00:00:00 -0000

In this final episode of season 5, Ishreen Bradley and Roger Williams reflect on the year 2023 and the many topics covered in their podcast. They consider the various topics they've covered such as social justice, authenticity, digital privilege, ableism, neurodivergence, language privilege and equality in sport. Together, they discuss the importance of creating a culture of inclusion and belonging in the workplace and highlight some of the inspiring guests they have had on the show. Kami and Ishreen also express their optimism for the future and the positive changes that can be achieved through embracing diversity and inclusivity. They announce their upcoming survey on privilege and invite listeners to join them at the Balancing the Scales event in February. This episode provides a comprehensive overview of the podcast's themes so far, and sets the stage for future discussions on power, privilege, and purpose at work.

KEY TAKEAWAYS

The Privilege Eruption podcast has covered a range of topics related to power, privilege, and purpose at work.
The podcast features interviews with inspiring guests who share their experiences and insights.
The year 2023 was described as a year of highs and lows, with challenges and tough times for many people.
The podcast episodes explored various forms of privilege, such as ableism privilege, citizenship privilege, and digital privilege.
The conversations highlighted the importance of inclusivity, diversity, and embracing different perspectives in organizations.

BEST MOMENTS

"If you're going to have diversity work, if you're going to create an inclusive environment, everybody's got to have the opportunity to be themselves at work."

"Be inclusive to people's particular issues. Who knew? In terms of citizen privilege, when you talked about your particular story, as well as other examples from Gracie, around freedom to travel, for instance, and how we're so privileged in Britain with a British passport."

"It is absolutely impossible to say that it goes better when it's polarised around a particular type of person or a particular set of ideas."

"None of those, no industry, retail, heavy industry, chemicals, no industry does not benefit from the inclusion of diverse perspectives."

"So let's see that as a closing door on the stories that rotate around the negativity of privilege and now look forward to the survey that we're going into next information to show how positive it can be when you reverse the impact of privilege inside your organisation."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

ABOUT THE HOSTS

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

How Flo Williams is Breaking the Wheel of Power and Privilege in Rugby

Tue, 12 Dec 2023 00:00:00 -0000

In this episode, Ishreen Bradley interviews Flo Williams, a Welsh international rugby player, about breaking the wheel of power and privilege in sport. Flo shares her journey from playing rugby as a young girl to representing Wales at the elite level. She discusses the challenges faced by women in rugby, including the lack of respect and recognition compared to the men's game. Flo emphasizes the need for equal promotion and support for women's rugby at all levels, and encourages listeners to challenge assumptions and become allies for women in sport. This insightful conversation sheds light on the barriers faced by female athletes and the importance of creating a more inclusive and equitable sporting environment.

KEY TAKEAWAYS

Women's rugby faces challenges in terms of perception and respect, with the sport often being seen as an add-on to the men's game.
Female athletes in rugby often have to balance multiple responsibilities, such as careers, family life, and the fight for equality in the sport.
The women's game needs to be promoted and celebrated on an equal level to the men's game, with equal opportunities for sponsorship and recognition.
Allies can support women in sport by challenging assumptions and biases, asking questions about gender equality in sports, and actively attending and supporting women's games.
The growth of women's rugby relies on increasing fan support, which can lead to more opportunities, better quality teams, and increased financial investment in the sport.

BEST MOMENTS
"It's that unfortunate story that even when female athletes do reach the pinnacle of their sport, they're seen as women first."

"The people who make it to the top of their game in rugby and football are not necessarily the best rugby players or footballers. It's the people who can jump the most hurdles and overcome the most barriers."

"It's really tough to see that cycle carry on and then not do anything about it."

"We need to carve our own space and stop trying to be men's rugby and just be unashamedly women's rugby."

"Just keep asking those questions because the more we challenge it, it breaks down the idea that that's the norm and that's the default."

VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS
Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Difference of Privilege: How YOU can be an ally for women in sport

Tue, 05 Dec 2023 00:00:00 -0000

In this episode, Ishreen Bradley and guest Flo Williams, a Welsh international rugby player, discuss the challenges and barriers faced by women in the sport. They explore the lack of recognition and respect for women's rugby, both at the elite level and grassroots level. Flo shares her experiences and highlights the need for women's rugby to be celebrated and promoted as its own entity, rather than constantly being compared to the men's game. They also discuss the importance of challenging societal norms and assumptions, and how individuals can be allies for women in sport by attending games, asking questions, and supporting women's teams. Overall, this episode sheds light on the power dynamics and privilege within the world of rugby and offers insights on how to create a more inclusive and equitable environment.

KEY TAKEAWAYS

Women's rugby faces challenges in terms of perception and recognition, with the men's game often being seen as the default and more celebrated.
The professionalization of women's rugby is still in progress, with contracted international players earning a salary, but many club players receiving minimal financial support.
There is a need to balance the scales of power and privilege in women's rugby by carving out its own space and promoting it as a version of rugby equal to the men's game.
Allies can support women in sport by challenging assumptions and biases, asking questions about gender representation, and actively engaging in women's sports events and stories.
Increasing the fan base and investment in women's rugby can contribute to its growth, leading to more opportunities, quality, and success in the sport.

BEST MOMENTS
"Rugby is a brutal and violent sport and women should not relish its physical challenge."

"It's tough at the moment, like even the most recent World Cup that's happened, there's lots of stats that have come out. People said, oh, this is the first player ever to play in four World Cup finals. It's like, no, it's the first male player ever."

"I think there's two ends of the scale that needs to be balanced. At the elite level, I think we need to carve our own space and stop trying to be men's rugby and just be unashamedly women's rugby."

"I think we need to stop sort of feeling like lucky to be there, like lucky that we've got a changing room, lucky that we've got kit, lucky that we've got a team, like it should be seen as actually women's rugby is the biggest opportunity for local clubs to grow in the future."

"I also think just turning up, watching it, going to the games, following the stories, becoming more invested in any way that we can really helps the growth and it increases the fan base, which then increases the amount of people who want to play, which then increases the amount of quality in the team, and then you win more successful and then there's more money."

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Breaking The Wheel of Power and Privilege in Sport: Flo's Story

Tue, 28 Nov 2023 00:00:00 -0000

In this episode, Ishreen Bradley interviews Flo Williams, a Welsh international rugby player, about breaking the wheel of power and privilege in sport. Flo shares her journey from playing rugby as a young girl to representing Wales at a national level. She discusses the challenges faced by female athletes, including the lack of support and recognition compared to their male counterparts. Flo also highlights the societal perceptions and stereotypes that women in sport have to overcome. The episode explores the importance of advocating for equality in sport and the need for change to create a level playing field.

KEY TAKEAWAYS

Flo Williams, a Welsh international rugby player, has broken stereotypes and challenges in the sport, proving that women can excel in rugby and relish its physical challenge.
Privilege and power imbalances exist in the sport of rugby, with the male game often receiving more resources, support, and recognition compared to the female game.
Female athletes in rugby often have to overcome numerous barriers and hurdles, both on and off the field, in order to succeed and be celebrated for their achievements.
The societal perception of women in sport, particularly in physically demanding sports like rugby, still needs to change, as women continue to face prejudice and stereotypes.

BEST MOMENTS
"It's still they're seen as women first, it's that the elephant in the room becomes more relevant, that actually, we're seen as sort of guests in the house of sport, rather than just great athletes."

"The people who make it to the top of their game in rugby and football are not necessarily the best rugby players or footballers, it's the people who can jump the most hurdles and overcome the most barriers and have the most resilience."

"Even when you are trying to battle these things, I even feel like, God, this is hard work. There's always something that's frustrating. Why can't we just be celebrating?"

"You're still battling against all of these prejudice and ideas that women shouldn't do sport and they definitely shouldn't be doing a really masculine and physical sport like rugby."

ABOUT THE GUEST
Flo Williams is a Welsh international, with her international cap meaning a lot to her and her family, with her father being born in Merthyr Tydfil. Having started playing rugby as a junior in Aylesford, Williams progressed through and played for their first team, before playing for Loughborough Lightning in the first season of the Premier15s. Whilst at Wasps, Williams cemented herself as one of the best kickers in the league. Williams works as a women’s sports lead for sports marketing agency MATTA, where she helped create the recent brand identity for the Red Roses, as well as the new brand identity for Premiership Women's Rugby.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
https://www.linkedin.com/in/ishreenbradley/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Privilege Rewind: What is Privilege at Work?

Tue, 21 Nov 2023 00:00:00 -0000

Ishreen and Kami continue to explore the concept of privilege and how it impacts and influences workplace culture

Privilege can be a block to progress but it also has the power to transform and can lead to a privilege eruption

KEY TAKEAWAYS

You can begin to see the world in a different way. Positive power in a positive way can positively shape our purpose
If privilege isn’t equable then fairness can’t exist
The experiences you have are the basis for your values and are part of who you are
Privilege is a special advantage or entitlement that a person uses to their own benefit or the detriment of another
You have to learn to own the privilege you have and know you are not your privilege
History may have given you privilege it’s what you choose to do about it that matters
We can assume that everyone entering an organisation comes in with the same level of capacity, privilege and resources
There need to be reasonable adjustments to ensure that everyone starts at the same point
We are in an uncertain, volatile, complex and ambiguous world so the skills required in an organisation mean a truly diverse workforce
We need to create safe spaces for people to discuss and learn

BEST MOMENTS
‘Some of us are not ready to acknowledge and accept that we have privilege’

‘We should be talking about privilege and how has impacted and shaped our society’

‘You want to cause a privilege eruption in your organisation because it will ensure your organisation's sustainability and longevity’

VALUABLE RESOURCES
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Privilege Rewind: The Impact of Power at Work

Tue, 14 Nov 2023 00:00:00 -0000

How deeply have you thought about the concept of power? Maybe it’s situation specific so sometimes it’s there and sometimes not. What is this thing called power? On this episode, the impact of power both in the community and the workplace is explored, how to recognise it in all its guises and use it for the common good.

KEY TAKEAWAYS

Power can be achieved in many ways.
Positional power can be the most dangerous and unethical type of power.
It’s important to be aware of your power and a great responsibility is placed on you to recognise it and not abuse it.

BEST MOMENTS
“You don’t want an organisation of yes people.”

“ The Peter Parker Principle.”

“What are we taught as children when we look at family structures and family dynamics?”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable difference, inclusive behaviours and authentic leadership. She advises, consults, trains and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience of working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, psychologically safe and enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Breaking The Wheel of Power and Privilege in the Arts

Tue, 07 Nov 2023 00:00:00 -0000

In this episode of the Privilege Eruption podcast, Ishreen Bradley and Hannah Curran-Troop discuss the challenges of maintaining a focus on diversity, equity, inclusion, and belonging in the face of multiple disruptions. They share insights from their work with organizations in the cultural sector, including the impact of events such as COVID, Brexit, and the murder of George Floyd. They also discuss the importance of building a culture of equity and inclusion, the need to address systemic issues, and the achievements they have seen in transforming organizational cultures. Overall, this episode offers valuable insights and strategies for creating a culture of inclusion in any organization.

KEY TAKEAWAYS:

The podcast focuses on the impact of power, privilege, and purpose in the workplace, specifically in relation to diversity, equity, inclusion, and belonging.
The podcast discusses the challenges faced by leaders in maintaining a focus on diversity, equity, inclusion, and belonging amidst multiple disruptions, such as COVID, Brexit, and anti-racism movements.
The podcast features an interview with Hannah Curran-Troop from the City University of London, who is conducting research on gender and work in the cultural sector.
The interview highlights the importance of building a culture of equity and inclusion in organizations before focusing on recruitment and diversification efforts.
The podcast emphasizes the need for organizations to address systemic and structural issues in order to create lasting change and foster a sense of belonging for all employees.

BEST MOMENTS:
"The biggest challenge is getting the structural and systemic issues right."

"Culture eats strategy for breakfast."

"It's about everybody in the organization getting excited about the new exhibitions and being able to speak about them with passion."

"The talent's there, you know."

"It's not a great use of their time, really, is it?"

VALUABLE RESOURCES
Privilege Survey: https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
https://www.linkedin.com/in/ishreenbradley/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

An Insight to Language Privilege

Tue, 31 Oct 2023 00:00:00 -0000

In this episode of the Privilege Eruption podcast, Ishreen Bradley and Gracie Williams dive into the concept of language privilege and its impact on the workplace. They discuss how individuals who do not speak estuary English, or have a more typical English accent, often experience prejudice because of their language. This leads to their voices not being heard, respected, or listened to in the same way. Through engaging conversations with guests, Kami and Ishreen explore the hidden barriers to achieving diversity, equality, and inclusion. Tune in to gain insights and inspiration on creating a culture of inclusion for all.

KEY TAKEAWAYS:

Language privilege is a hidden form of privilege that often goes unnoticed, but it can have a significant impact on how individuals are heard, understood, and respected in the workplace.
English privilege exists, as English speakers often have the advantage of being understood and catered to in many parts of the world.
It is important to make a conscious effort to learn about language privilege and its impact in order to break the cycle of power and privilege.
Developing patience and tolerance when listening to individuals who speak differently can help create a more inclusive and understanding environment.
If someone experiences linguistic discrimination, it is crucial to persist, build resilience, and find alternative ways to communicate effectively.

BEST MOMENTS:

"Language privilege is a conundrum that dilutes the culture of fairness at work."
"You want to create success through connection and belonging, and you're unsure about how to make it happen."
"Are you aware of language privilege? Do you even know what it means?"
"Just because somebody looks different, doesn't mean that they were born somewhere else."
"If you've suffered from linguistic discrimination, be persistent and build your resilience to actually find out what it is that they haven't understood."

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
https://www.linkedin.com/in/ishreenbradley/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Unpacking the Barriers and Benefits of Citizenship Privilege

Mon, 23 Oct 2023 23:00:00 -0000

In this episode of the Privilege Eruption podcast, hosts Ishreen Bradley and Gracie Williams delve into the topic of citizenship privilege and its impact on individuals and organisations. They explore why people go to extreme lengths to obtain multiple citizenships, the barriers and enablers of citizenship, and the fear and misconceptions surrounding immigration. Ishreen and Gracie discuss the implications of citizenship privilege in the workplace, including access to talent, mobility of staff, and the potential economic benefits. They also highlight the importance of valuing diverse experiences and skills in creating a more inclusive and equitable work environment. Overall, this thought-provoking episode sheds light on the complexities of citizenship privilege and encourages listeners to challenge their assumptions and biases.

KEY TAKEAWAYS

Citizenship privilege can have a significant impact on individuals' ability to travel and access certain benefits and services. It can enable freedom of movement and ease of travel, but it can also create barriers and limitations for those without certain citizenship privileges.
Brexit has brought attention to the privilege of having citizenship and the potential challenges and uncertainties it can create. Some British citizens have sought citizenship in multiple countries to maintain flexibility and protect themselves from the consequences of Brexit.
The impact of citizenship privilege extends to the workplace. Access to the best talent, mobility of staff, and cost-effectiveness in transferring employees between countries can be influenced by citizenship privileges. Stewarding citizenship privilege in the workplace can lead to increased diversity, different skills and experiences, and overall organizational and economic benefits.
Fear and misconceptions often surround citizenship privilege, such as concerns about cultural dilution, access to basic services, and job competition. These fears can contribute to hostility and misunderstandings between different groups of people.
The process of gaining citizenship can be challenging and costly, creating barriers for individuals who wish to obtain citizenship privileges. The UK, in particular, has been noted as one of the countries with more stringent requirements for citizenship. Opening up more opportunities for legal application and reducing financial barriers could help individuals gain citizenship privilege.

BEST MOMENTS

"I've always sort of had that privilege of being from here, not having to worry about whether I need to pay extra to be here or to fight for my spot."

"There are privileges we have around the benefits we have access to… So they can't even come here unless they've already got the visa."

"So, maybe the UK could do more to at least open up the opportunity to apply in a legal way… People might get rejected, but at least they can apply."

"I think the main thing that people fear is their culture will be diluted and overtaken… their way of life will be affected by different cultures coming in and having different wants and needs."

"Diversity isn't just about making sure that everyone is like, 'we've got people from this background, this from that background', it's looking into 'why', it's looking into the different experiences that these people have from these different backgrounds."

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/gracie-williams-6b8860231/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

How to Balance the Scales of Neurodivergent Privilege - Individually, Systemically and Structurally

Mon, 09 Oct 2023 23:00:00 -0000

Get ready for another exciting episode with Ishreen, Roger, and our special guest, Reena Anand! In part 3 of our series, Reena opens up about her journey as a parent of a neurodivergent child and shares some fantastic insights on making the world a more inclusive place for neurodivergent folks. We'll dive deep into topics like education, flexibility, and the power of being an ally in knocking down barriers and promoting fairness and inclusion. So, grab your headphones and get ready to be inspired! Remember, it's all about doing your own research, questioning biases, and actively championing a culture of acceptance and understanding.

KEY TAKEAWAYS

Don't expect neurodivergent individuals to be responsible for educating others about their condition. Take ownership and educate yourself about neurodiversity, including understanding the right language and terminology.
Be flexible and accommodating in the workplace, especially when working on group projects or setting deadlines. Recognize the specific needs of neurodivergent colleagues and avoid making assumptions about their capabilities or commitment levels.
Check your language and avoid using ableist language or making assumptions about neurodivergent individuals. Educate yourself on inclusive language and be mindful of the impact of your words.
Familiarize yourself with the specific needs of different neurodivergent conditions, such as autism, ADHD, and dyslexia. This knowledge will enable you to be a source of support and understanding.
Be an ally for the neurodivergent community. In meetings and discussions, consider how decisions and actions may impact marginalized groups, including neurodivergent individuals. Advocate for their needs and ensure their voices are heard and considered.

BEST MOMENTS

"For a start, don't say that everyone's on the spectrum, because fundamentally ableist thing to say."
"You have to take ownership to learn a bit yourself and as a minimum learn what is the right language, what is a neurotype, what is the difference between neurodivergence and neurodivergent."
"If you don't know what the barriers and struggles are of other groups, you're never going to be able to empathize and be able to be an ally in a room where things are being discussed."
"I told him he was autistic when he was six, he didn't quite get it. I told him again when he was seven, it made sense. And I think it was the age of eight, he did a presentation to the year group around what it means to be autistic and how proud he is of it."
"When you're in a room, when meeting schedules are being circulated, when programs are being designed, ask yourself consciously, who might this impact? Who can we check in with to make sure that marginalized groups are not inadvertently disadvantaged by what we're proposing to do?"

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

When You Get It Right with Neurodivergent Privilege - Individually, Systemically and Structurally

Mon, 02 Oct 2023 23:00:00 -0000

Ishreen and Roger return with their guest Reena Anand. They'll explore the unique challenges that neurodivergent individuals face and why it's so crucial to foster an inclusive workplace culture. Tune in as they chat about the importance of customizing support for neurodivergent employees and why an ongoing, personalized approach is key. Plus, they'll shed light on the systemic hurdles and societal biases that neurodivergent individuals often encounter.

KEY TAKEAWAYS

The importance of creating a culture of inclusion for all: The podcast emphasizes the need for organizations to recognize the impact of power, privilege, and purpose at work and strive to create a culture where everyone feels a sense of connection and belonging.
The value of getting it right: When organizations prioritize inclusion and make efforts to accommodate the needs of neurodivergent individuals, they can experience benefits such as increased loyalty, out-of-the-box thinking, and improved mental health and well-being among employees.
The need for a two-way conversation: Instead of assuming the needs of neurodivergent individuals, organizations should engage in open and ongoing dialogue to understand their unique requirements. This approach allows for a more personalized and effective accommodation process.
The importance of psychological safety: Organizations must create an environment where individuals feel safe to disclose their neurodivergent status and ask for support. This requires fostering a culture of trust, vulnerability, and acceptance.
The impact of systemic barriers: Neurodivergent individuals, particularly those from global majority backgrounds, face systemic barriers such as stigma, lack of representation, and limited access to resources. Organizations need to address these barriers and provide equal opportunities for all individuals, regardless of their neurodivergent status.

BEST MOMENTS

"There's no such thing as, well, I'm okay because I'm in this group. That's just your problem."

"So if you are from a global majority background and you're a divergent and in work, wow, you have overcome some serious issues, societal stigma, you've probably had parents who were huge advocates."

"I was so relieved because it explained so many things about my life and my history and even the ways I was feeling about things right at that point and right at that moment."

"So few organizations promote it and push it and make the most out of that change."

"You're firing so many thoughts in my head as you say all this, you know, I'm thinking particularly for a person who's neurodivergent, giving them a massive list will be really scary."

GUEST BIO

Reena, a solicitor and former ombudsman, specializes in the Equality Act and consumer vulnerability. Her journey began with her son's autism diagnosis, highlighting the lack of tailored support for global majority parents. She uses evidence-based research to tackle cultural biases affecting global majority individuals' access to autism support. Reena engages in discussions on policy impacts, collaborates with organizations, hosts the "Unpacking Autism" podcast, and serves as a co-production board member at Aubilities, a Trustee at the Race Equality Foundation, and a participant in an autism assessment digitization pilot at the Institute of Child Health. She fosters inclusivity as an Inclusion Governor and Chair of the Governing Body at her local primary school.

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

https://www.linkedin.com/in/ishreenbradley/

What is Neurodivergent Privilege? - Breaking the Wheel of Power and Privilege

Mon, 25 Sep 2023 23:00:00 -0000

Ishreen and Roger dive into the real-life challenges of power and privilege when it comes to ableism. They're joined by the amazing Reena Anand, who's not just a solicitor and former ombudsman but also a parent with personal experience in the world of neurodiversity. Together, they unpack the hurdles and disparities faced by neurodivergent individuals in schools and jobs.

KEY TAKEAWAYS

Privilege and power dynamics greatly affect neurodivergent individuals from diverse backgrounds, necessitating action for workplace equity.
Neurodiverse students of Black, Asian, and Chinese backgrounds in mainstream schools face insufficient support despite a higher prevalence of autism.
A psychologically safe workplace is vital for neurodivergent individuals and parents of neurodivergent children to openly discuss challenges.
Recognizing and addressing deep-seated ableist attitudes is crucial to removing barriers faced by neurodivergent individuals and their families.

BEST MOMENTS

"There was nowhere I could go that saw me as a global majority employee who is a parent of a neurodivergent child."
"You can create so much harm if you're encouraging your staff to be themselves but not providing a psychologically safe environment."
"Only 11% said that after they had disclosed their neurodivergence, they didn't experience any discriminational barriers."
"Relative privilege is fundamentally something that shows up in so many different contexts, where people's position and power shifts dynamically."

GUEST BIO

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

Email:equitychampions@belongingpioneers.com

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Eruption of Privilege in The Workplace Part 2

Wed, 05 Apr 2023 23:00:00 -0000

Roger, Kami and Ishreen continue to discuss their recent research and the outcomes

They reflect on how the ticking time bomb of privilege eruption is an unexpected ongoing aspect of organisations and explore how it can be dealt with and mitigated through change

KEY TAKEAWAYS

It takes one person with conscience and courage to call it out
Having the courage to speak up relies on knowing if you are going to be backed up by your organisation
Power and privilege show up in many different ways
The lockdown brought a time of reflection and recognition of how much we depend on society and our interaction with others
There is now an eruption around different aspects such as privilege, power and social conscience
As a society, we are experiencing the pain of social conscience

BEST MOMENTS

‘It’s creating barriers within barriers again’

‘If you don’t have a speak-up culture in your organisation you have a longer bridge and higher mountain to pass’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Eruption of Privilege in the Workplace

Wed, 29 Mar 2023 23:00:00 -0000

Roger, Kami and Ishreen reflect on the outcomes of their recent research and discuss how for many organisations the unexpected or inappropriate use of privilege is something that can erupt at any time causing problems and issues for both the organisation and the individuals involved

KEY TAKEAWAYS

We have to live with the fact that privilege is something that is a co-existent factor in every organisation
Subconscious or unconscious feelings are something everyone brings with them into the workplace
Factors change in the workplace and as situations change privilege erupts
Privilege is prevalent in 96% of all organisations and in every headline you can see privilege at work
It’s important to give space to having shared accountability in the workplace around approaching structural violence
It has to start with values, vision , mission and behaviours and this needs to live throughout the organisation
You need to bring the values to life by articulating the behaviours expected at each level and through meaningful decisions

BEST MOMENTS

‘We’ve got something we’ve uncovered that we’ve got to live with’

‘There are so many different facets to relative privilege’

‘We are all in the eco system with different levels of privilege’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organizations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Digital Privilege With Sheetal Kumar

Thu, 23 Mar 2023 00:00:00 -0000

Sheetal Kumar is head of global engagement and advocacy at Global Partners Digital, a human rights organisation that focuses on digital technologies and the ways they impact on our lives

Sheetal works to balance the scales through influencing and advocating across policy issues with the aim of shaping digital policy-making processes so they are more open inclusive and transparent

KEY TAKEAWAYS

We’ve focused on the governance of digital technologies including the policies, frameworks regulations and standards that shape digital tech
Fundamentally these policies shape and determine how we use, interact and benefit from digital tech
Digital tech is integral to our lives and an enabler of our human rights
The deployment of digital tech brings issues that need to be addressed
Directly engaging with policymakers, building and strengthening networks and capacity building shape understanding of how human rights are impacted by digital technology and digital technology policies

BEST MOMENTS

‘Digital tech is deployed in ways that fundamentally influence our lives’

‘Everyone has a role to play in ensuring that digital tech works for us and it allows us to enable our human rights’

‘Policies need to be developed in an inclusive way’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Relative Privilege in Healthcare

Thu, 16 Mar 2023 00:00:00 -0000

Anil Soni is the CEO of the World Health Organisation Foundation and in this episode he shares his own journey, from privilege to understanding and curating his relative privilege in order to balance the scales for social justice in the arena of healthcare

He discusses why the only way to achieve equity, fairness dignity and decency is to acknowledge the source of the inequality and to ensure we are all conducting repair in the work we do and the way we conduct our lives

KEY TAKEAWAYS

There has been progress but there is much more to do to achieve health for all
The systems represent structural discrimination and we are all complicit in them
We all need to share in the reckoning and recognise the ways in which the systems are operating
Aid is a system where we move money from wealthy countries to poorer countries but the wealth we are moving is itself stolen as a consequence of hundreds of years of injustice
development, philanthropy and charity are themselves systems that are the product of injustice
It’s uncomfortable to realise you are complicit but investing in the internal work is the only way to bring change and each of us needs to try and understand the lived experiences of people whose lives are different to ours

BEST MOMENTS

‘Equity is a concept that’s come alive for me’

‘Now I aspire to be more of an agent of restorative justice’

‘Equity has to be about repair and it requires us to acknowledge that the inequality that exists in the world today is a product of systems injustice’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Embracing and Sharing Your Relative Privilege to Help Others With Tammy Banks

Fri, 10 Mar 2023 00:00:00 -0000

In this episode hear Tammy Banks, director and founder of Training for Influence talk about her personal story, the difficulties she faced and why whatever your privilege it’s something to embrace and share to help others

KEY TAKEAWAYS

We all have relative privilege and I embrace my privilege to use it to help others
You can be the difference and give someone hope
Look at your processes and how you do things
Every smile, kind word and gesture makes a difference
Whatever your privilege it’s something to embrace and share
We should be collaborating and growing together

BEST MOMENTS

‘Our relative privilege differs on an individual basis and may not be what we think it is’

‘The power of opening our relative privilege can be quite profound’

‘Privilege isn’t just inherited it can be earned over time’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Balancing The Scales - What Our Research Tells Us Part Two

Tue, 28 Feb 2023 00:00:00 -0000

Roger shares results from the privilege conundrum research about relative privilege and explains the vital importance of consciously understanding what it is and taking action

Once you tune in to the term privilege you hear it everywhere and used in a positive way it’s incredibly powerful but privilege must be consciously mitigated and managed in any organisation to balance the scales

KEY TAKEAWAYS

It’s about raising people's level of consciousness to get to the truth
People earning privilege throughout their lives created the basis for seeing relative privilege from different perspectives
People felt excluded, powerless unsafe and these attributes are linked to productivity and loyalty
The use of privilege is widespread and 92% said they had experienced it in the workplace either giving it out or giving it
Over half said it was unconscious and unintentional
Raise your consciousness, a conscious mind is a learning mind

BEST MOMENTS

‘It has a tangible measurable impact on the performance of the organisation’

‘It's hidden like a ticking time bomb in so many organisations’

‘It’s one person exuding power over another’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Balancing The Scales - What Our Research Tells Us Part One

Thu, 23 Feb 2023 00:00:00 -0000

Ishreen and Roger share the research and findings of the privilege conundrum survey around relative privilege and discuss how it's dependent on those we surround ourselves with and can be invisible to those who have it, and ever visible to those who don’t

It is possible to create a culture and systems for people to arrive at the starting point of the privilege walk if organisations curate privilege and enable difference to show through

KEY TAKEAWAYS

If you are in a place of privilege your position is amplified, If you are part of a marginal group your identity is minimised
The normative group has many ways to regain the norm
The behaviour of the relative underprivileged can be triggered by many different factors including financial, social, and psychological, there is an intersectional aspect to underprivileged groups
Those with less relative privilege in the workplace who are successful will have consciously or sub-consciously chosen to fit into the norm
The organisational culture needs to curate privilege and allow difference to show through

BEST MOMENTS

‘The term white privilege has become weaponised’

‘It’s easy to hide behind unconscious bias training’

‘When the values and goals of the organisation are in alignment with the people of the organisation there is a sense of calm’

RESOURCES FOR THIS EPISODE

https://youtu.be/hRiWgx4sHGg

Animation by the lovely Kat Blaque http://youtube.com/TransDIYer

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Authentic Leadership Part Two

Tue, 14 Feb 2023 00:00:00 -0000

In this episode, Kami and Ishreen continue the conversation about authentic leadership with Neil Cross co-founder of Holos Change and world-renowned expert in the field of authenticity

They look at the difference in motivation between authentic leaders and boss leaders and how skilful authentic leadership creating change requires vulnerability and interdependence

KEY TAKEAWAYS

Authentic leaders aren’t motivated by status they are motivated by purpose
The difference between rulers and visionaries is that rulers impoverish the future and visionaries enhance and enrich the future
Being directive is part of authentic leadership
Authentic leadership is about both behavioural and structural elements
Leadership is fundamentally the skill of creating change and this requires vulnerability
A primary responsibility of leadership is to have the bandwidth to be strategic
When leadership is handled skilfully there is interdependence and any conflict stays at a purpose level

BEST MOMENTS

‘Personal authenticity is knowing yourself and being it skilfully in all situations’

‘Authentic leadership is about enabling others to be the best version of themselves’

‘If you don’t feel like you can be yourself you are in an environment that lacks authenticity’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Authenticity - Speaking Truth to Power

Tue, 07 Feb 2023 00:00:00 -0000

Kami and Ishreen are with Neil Crofts co-founder of Holos Change, best-selling author and world-renowned expert in the field of authenticity discussing what authentic leadership is and the key ingredients needed in authentic leadership

Leadership is fundamentally the skill of creating change and achieving sustained success authentic leadership enables everyone in an organisation to show up as the best version of themselves and it fundamentally creates an environment of psychological safety and trust, listen in and hear more

KEY TAKEAWAYS

We believe the world will be a better place when all leadership is authentic
Leadership is a skill, not a person and organisations need it to be a skill that everyone has
Leadership is defined by followership, you can only lead if others follow
If you want to change you need to have leadership skills in the organisation
Authentic leadership creates sustained success by enabling everyone to be the best version of themselves for as much of the time as possible
Hostile leadership only generates short-term success by stealing from the future

BEST MOMENTS

‘These are critical issues for organisations’

‘Authentic leadership is the only superpower that can save the world ‘

‘It increases productivity and profitability

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organizations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, and that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Structural Violence in The Workplace Part Two

Tue, 31 Jan 2023 00:00:00 -0000

In part two Marie, Kami and Ishreen continue to discuss structural violence in the workplace with Marie sharing insights into the work she is doing with her dialogue roadmap

They explore creating an environment that enables equity and look at what is needed to move from a domination culture to a fair and just culture

KEY TAKEAWAYS

The dialogue roadmap has a foundation in non-violent communication, energy work and common humanity opening our hearts
Creating an environment where you are putting responsibility into the community lowers tension and the need for mediation
Every human being has all the medicine they need inside them but we don’t have the dialogue, communication and facilitation process to draw things out
You have to create an environment that enables equity in the workplace
We need to get back to indigenous ways because that is what will create the transformation
Listening needs to be authentic, responsible effective and heartfelt
Moving from a domination culture to a fair and just culture involves deep listening, trust, and acting on what you’ve heard
Mediation is an essential tool that can be owned by everyone in the workplace

BEST MOMENTS

‘We are getting better at trauma-informed work’

‘When I meet with you I’m meeting myself

‘A habit of domination culture is to pick a group of people and marginalises them’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Structural Violence in The Workplace Part One

Tue, 24 Jan 2023 00:00:00 -0000

Marie joins Kami and Ishreen to talk about structural violence, how things are now and what needs to change

In a discussion that looks at the construct of domination culture and why it can’t and doesn’t serve us humans this is a thought-provoking episode not to be missed

KEY TAKEAWAYS

Structural violence is mostly hidden and un-recognised
It’s a constructed system designed to keep some people in a place of privilege and others fighting among themselves
The indoctrination of domination culture as the only system we are taught doesn’t serve us as humans
We are not encouraged to connect with our humanity we are encouraged to connect with our adversarial selves
Microaggressions and structural violence are codified ways of suppressing others
These are ways of ensuring difference is kept alive and that we don’t meet in our common humanity
We are all suffering as a result of this system but the effects on particular groups of people are much greater

BEST MOMENTS

‘Organisations now need to really step up’

‘When it becomes the norm it is hidden and becomes unrecognised’

‘Organisational context is shaped by societal context’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Bringing Balance Through Social Justice Part 2

Tue, 17 Jan 2023 00:00:00 -0000

ESG is a hot topic at the moment but what exactly is the social aspect of social justice?

In this season, The Privilege Eruption podcast is shining a light on social justice, why it’s an essential element in the workplace and how conscious and unconscious privilege keep social injustice in place

Hear about the foundations for the conversations to come in the series and the aspects of social justice that will be explored in each of the upcoming episodes

KEY TAKEAWAYS

How do we increase the space for people to be authentic at work?
It’s the art of change and social justice
How can we creatively seek and increase social justice?
What can you do in the workplace as an individual or as an organisation to effect change towards social justice and bring balance?
It’s making sure everyone has a voice and can adequately share it

BEST MOMENTS

‘This year is about change and it's special’

‘ It’s making sure everyone is being seen, valued and respected for who they are’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Bringing Balance Through Social Justice Part One

Tue, 10 Jan 2023 00:00:00 -0000

In this episode, the first in Season Four, the team is together talking about the upcoming season - exploring social justice

The team discuss the fundamental definitions and elements of social justice and share insights into the upcoming episodes, that whilst challenging explore how balance and social justice positively impact the workplace

KEY TAKEAWAYS

It’s the belief that everyone has the right to equal access based solely on merit and abilities
Distributed justice is a core aspect of social justice
Restorative and retributive justice would have the same actions but with different intentions
In restorative justice, the offender is initiating the reparation
With restorative justice, you have a voice with retributive justice you do not

BEST MOMENTS

‘Distributed justice is the central theme of social justice’

‘What would be the consequence of not having social justice?’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Building Consciousness Through Self Reflection

Tue, 15 Nov 2022 00:00:00 -0000

Ishreen and Roger continue their discussion about The Privilege Survey research and explore how completing the survey can also increase awareness and raise consciousness
They also talk about how when something gets attention, such as women’s sports, barriers are removed and opportunities emerge

KEY TAKEAWAYS

Women’s sports have really been enabled and the attention grows the barriers fall down

Sponsorship is taking off for women’s sports because the return on investment is really good
There is a combination of barriers being removed and opportunities emerging
When you become aware of the risk you are at, you can start to do something about it

Exposure creates democracy in sport
The return on investment with working with smaller organisations is much higher
Organisations need to look very carefully at privilege in the workplace and the survey is a good place to start
The process of taking the survey builds consciousness
Rehearsal is where your perception of yourself meets reality and you learn how to work with others effectively

BEST MOMENTS
‘From a self-reflective perspective, it’s a very cost-effective way of having people in your organisation think about how privilege is impacting’
‘Join in on the survey and get to know where you are at’

ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Through a Political Lens

Thu, 10 Nov 2022 01:00:00 -0000

In this episode, Roger Williams, founder of Intelligent Thinking returns to discuss privilege through a political lens with Ishreen and shares how his own journey has changed with his growing awareness

Roger and Ishreen take a look at how structural privilege impacts politics in both this country and others and discuss the language of privilege and its impact across groups and the political landscape

KEY TAKEAWAYS

It wasn’t just the situation it was the reaction that uncovered the privilege
Seeing it through a lens of knowledge means you can see the damage that privilege can do
White privilege is a huge underpinning factor in Trump’s language and the language of his supporters
It’s terrifying that privilege is being used in this way
Structural privilege is what allows this to happen
The group deciding who comes next are fairly wealthy, may have biases around race and can have empire-based thinking
It's not stewarding privilege its maintaining privilege
The survey asks people to answer consciously thinking about the questions

BEST MOMENTS

‘They found a way of applying it to the country without having a general election’

‘I could see the impact that structural privilege was making on our society’

‘ In designing and building it I changed fundamentally’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Growth Mindset - Finding Our Authentic Selves

Tue, 01 Nov 2022 01:00:00 -0000

Esmond Baring, co-founder of Transforming Humanity from the Top Down and the Privileged Man Movement joins Kami and Ishreen again to talk more about his own journey and his passion for helping others to be more authentic.

This conversation offers a different perspective on privilege and as the conversation examines how to be authentic outwardly we have to be authentic inwardly there is the opportunity to reflect on how being your authentic self, impacts those around you.

KEY TAKEAWAYS

79% of the population is operating in a survival state
Through modelling, men have an opportunity to meet themselves on a deeper level
When a man has met a more authentic version of himself he becomes a kinder, more caring and more vulnerable version of himself
If a leader comes into the process then he is then in a position to model the healthy behaviours
The changes are coming from the inside out
The rewards are hugely more valuable than money or success
Creating change from within is the key
The only difference between any of us is the beliefs we hold
An honest community is critical to maintaining your authentic self

BEST MOMENTS
‘They have an awakening to a deeper truth’
‘This is an experiential change in our understanding of our humanness’
‘We are an emotional support group modelling healthy behaviours’

RESOURCES FOR THIS EPISODE
https://www.theprivilegedman.com/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Growth Mindset – The Inward Journey to Our Authentic Selves

Thu, 27 Oct 2022 00:00:00 -0000

Esmond Baring, co-founder of Transforming Humanity from the Top Down and the Privileged Man Movement joins Kami and Ishreen to discuss his journey and how developing a growth mindset meant he was able to break free from the life he had been raised and conditioned to, finding his true self

He is passionate about supporting men to a true state of emotional and mental health and through the Privileged man movement works to help men rediscover their sense of whole well-being and develop a growth mindset

KEY TAKEAWAYS

I did what I thought I should do and what I was raised and conditioned to do
The money wasn’t a fair trade for the sacrifices I was making in my life but I didn’t know another way
I began to understand that I was a privileged man, a product of my conditioning, not intentional choices
The struggles led to healing and being able to make deliberate decisions about my life and direct my life with purpose giving not taking
The inward journey is the one that really matters
For men, there can be issues around authenticity and sharing vulnerability
The privileged man podcast was born from a place of loneliness and wanting to bring a community of men together
It’s an emotional support group for men who want to come together to learn and grow
As the heart opens deeper truths come through and men can reassess their priorities and whether changes need to be made

BEST MOMENTS

‘To be able to model healthy behaviours, we need to access healthy behaviours’

‘I was a fish trying to climb a tree in the banking world’

‘I didn’t realise there were other paths available to me in life’

‘To be authentic outwardly we have to be authentic inwardly’

RESOURCES FOR THIS EPISODE

https://www.theprivilegedman.com/

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Flow of Feedback

Mon, 17 Oct 2022 23:00:00 -0000

Continuing the conversation with Jag Bassi, Kami and Ishreen discuss using agile methodology, celebrating effort and developing leaders to encourage a growth mindset and how these aspects are woven together through effective feedback
Jag has evolved a growth mindset for himself and his teams in a range of different organisations and discusses the ways you can learn from others, see opportunities, not obstacles and shares informative content about the importance of an environment where feedback is effective both upwards, downwards and sideways in the organisation
KEY TAKEAWAYS

You can learn from watching others, their mistakes and how they deal with them
You have to deploy a strategy, something that works for you
You have to see opportunities, not obstacles
The most successful people are usually those who have failed the most
You have to maintain positivity and relate to feedback as a gift
In any organisation focusing on the flow of feedback is important
Some of the best organisations have mature mechanisms for feedback to be provided upwards, downwards and sideways in the organisation
Focusing on celebrating the effort, not the outcome increases positivity and makes individuals more responsive and less fearful of failure

BEST MOMENTS
‘Keep peeling back the layers and you will find the truth about yourself’
‘You have to put your arms around the setbacks’
‘Enjoy the journey and celebrate the effort’
VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Growth Mindset And Feedback

Tue, 11 Oct 2022 00:00:00 -0000

In this conversation with Jag Bassi, Kami and Ishreen discuss the importance of a growth mindset and how it complements psychological safety
A growth mindset is an ability, a capability, a skill and a willingness to take the risk and undertake activities knowing that they may not be successful but that they are always an opportunity to learn, listen in and find out more
KEY TAKEAWAYS

It's looking at yourself and wanting to be better tomorrow than you were today
You have to let the growth mindset voice win
The ‘can’t’ stops us from moving forward and learning
How we treat our mistakes and respond to them is really important
You need to make a decision each time based on the context of the situation
Feedback is the raw material that you can use to develop and hone your skills
Seek out coaching and development opportunities
Give yourself time to assess and reflect on feedback

BEST MOMENTS
‘It’s taking the risk of failing and understanding it’s an opportunity to learn
‘You can’t take a confidence tablet
‘Psychological safety and growth mindset complement each other’
VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Psychological Safety, Role Modelling And Speaking To The Moment

Mon, 03 Oct 2022 23:00:00 -0000

Kami and Ishreen continue their conversation with Ian Webster, a Change Consultant who specialises in supporting organisations to bring together data-led elements with deep listening and empathetic facilitation

There is considerable research around psychological safety and this episode will help to demystify what it really is and explores the links between performance, psychological safety and culture explaining how role modelling is key across all levels within an organisation to facilitate inclusion and a sense of belonging

KEY TAKEAWAYS

If the system was better designed then there would be more flow
We can make the links between psychological safety and levels of performance in an organisation
Impacting leadership influences cohesion and the ability to create a team that is valued and where the individuals are heard
It all starts with an awareness of levels of psychological safety
Speaking to the moment is about being able to talk something through
Role modelling is a vital aspect and needs to be enabled from the most senior to the most junior role in an organisation
It’s the silence that needs to be overcome in the organisation
How we respond to mistakes can give traction to change in an organisation
Tension is in its essence, energy and so when you can create the right language and environment people can express themselves

BEST MOMENTS
‘Silence has become a strategy for navigating through an organisation’
‘In that moment it’s about being inclusive in your behaviours’
‘Role modelling at all levels is vital’
VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: equitychampions@belongingpioneers.com
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Psychological Safety, Belonging, Trust and Inclusion with Ian Webster

Tue, 27 Sep 2022 00:00:00 -0000

In this episode Kami, Ishreen and Ian Webster explore the idea of psychological safety and demystify what it is and how it impacts an organisation

Ian is a change consultant with a passion for exploring how the human dimensions of business can drive performance and in this lively discussion they unpick what psychological safety really is and how it is linked to the fundamental need we all have to belong

As the nature of teams in any organisation changes the need to understand more fully what psychological safety is key to creating diverse and high-performing teams

KEY TAKEAWAYS

It’s the ability and belief people have that they can speak up
It’s a primal need that we all have and is linked to belonging
The interaction between the individuals in a team is vital for psychological safety
People with different perspectives coming together can create high-performing teams if the individuals experience psychological safety
Inclusion is what you need to pair with diversity to create high-performance teams
If you work towards psychological safety you will also meet many elements of inclusion
Psychological safety is about what the group collectively believe
In any organisation, the culture is made up of a series of subcultures and structures
The management is a point of the high level of leverage for building psychological safety

BEST MOMENTS

‘It’s people feeling safe and that others have their back’

A greater degree of diversity creates greater potential’

‘You can’t have psychological safety unless you have trust as a foundation and they do interplay’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Intersection of Privilege And Belonging; With Andrea Carter

Mon, 19 Sep 2022 23:00:00 -0000

Kami and Ishreen continue their conversation with Andrea Carter about the key barriers to evolving an inclusive culture in your work organisation.

They discuss the parallels and alignment between privilege and belonging and how psychological safety could be an important factor that has to be there for belonging to be recognised along with the importance of balance and why ultimately it’s about the impact of privilege and belonging in any organisation

KEY TAKEAWAYS FROM ANDREA CARTER'S RESEARCH

Comfort is experienced when employees feel seen.
Connection is experienced when employees are known.
Contribution is experienced when employees are valued.
Psychological Safety is experienced when employees are accepted.
Wellbeing is experienced when employees are cared about.
Psychological Safety is only one part of the brain recognizing belonging - the other factors are as important and all must be present.

BEST MOMENTS
‘For me belonging and privilege are two distinct things’
‘Psychological safety was previously often misunderstood but is a factor that has to be there’
‘It’s the impact of privilege and belonging that really counts’

ABOUT THE GUEST

Andrea Carter is a Neuroscience-based Equity, Diversity, Inclusion & Belonging Senior Consultant & Strategist. Andrea holds her Master of Industrial & Organizational Psychology, with her primary mixed methods, grounded theory research mapping the effects, measurement and behaviours of belonging within the organizational structure as it integrates with the new employee market changes affecting human capital and performance, post-covid. Over the past two years, she has created the only validated organizational belongingness instrument tool to be used for Equity, Diversity, Inclusion and Belonging strategy that impacts corporate culture and governance. This tool allows organizations to score their workplace belongingness and integrate sustainable and measurable metrics into their business.

Contact Email: acarter@adler.edu

Website: https://andreacarterconsulting.com/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Creating Belonging in the Workplace Part 1

Mon, 12 Sep 2022 23:00:00 -0000

Andrea Carter has just completed seven years of research on primary belonging and in this episode, she discusses with Kami and Ishreen how belonging and privilege intersect

They discuss the misperception of belonging and what the primary indicators are and how being valued, empowered and accepted are based on connection, contribution and comfort within the workplace and how these are all connected to belonging

With belonging and privilege the key barriers to creating an inclusive culture this is a hugely informative listen

KEY TAKEAWAYS

Belonging is not an aspect of personality or something that diminishes performance standards
Fitting in and belonging are two separate things and someone who fits in is expected to also belong
When there is a reciprocal responsibility between the organisation, its cultures, its leaders and the individual employees' behaviours can be predicted and performance increased
To fit in individuals ‘code switch ‘resulting in them not being able to be their authentic self
There are five primary indicators for belonging - theses are are comfort, connection, contribution, psychological safety and wellbeing
The more people feel they belong in an organisation the more access they have and the easier it is to succeed
Being valued is an indicator of connection, being empowered indicates a value of contribution, and being accepted is a value of comfort
If you experience belonging in the workplace you experience privilege
Privilege and belonging intersect because belonging brings access to knowledge and information

BEST MOMENTS

‘The understanding of what belonging is can be misperceived and the responsibility for belonging is misplaced’

‘Until the organisation and the environment understand their part in creating belonging it will remain a barrier’

‘Belonging is as important as eating and drinking’

‘It produces a belonging score that is more accurate in allowing the voices that need to be heard because it balances them’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE GUEST

Contact Email: acarter@adler.edu

Website: https://andreacarterconsulting.com/

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Are You Ready to Erupt Your Privilege Culture?

Tue, 06 Sep 2022 00:00:00 -0000

In season three of The Privilege Eruption, the focus is on organisational culture and looking at the wider cultural barriers that can potentially impact belonging and inclusion

As an introduction to the new season, Kami and Ishreeen discuss what culture is and how the structure and organisation of workplaces support systemic and individual privilege

This season is all about how to be ready and have the courage, commitment and tenacity to create an inclusive culture in your organisation. If you are ready to erupt privilege culture, listen in and find out more

KEY TAKEAWAYS

Culture is about the way and how decisions are made and actions taken
When organisations look at the wider culture first there is more chance of successful change
The structural aspects of an organisation are hugely hierarchal
The way people are organised to work on a daily basis has a huge impact
There is a 5 state diagnosis that can be used to effectively know where an organisation is
Privilege shows up in the mechanisms of the ways we work because it’s a reflection of our wider and legacy society
Privilege is about the invisible rules from our communities that are brought into and used to navigate the workplace
Systemic privilege is people who know the invisible rules and so have a higher chance of success
Individual privilege is the access you have to resources and networks
Structural privilege is how things are organised, positional power and how we use it

BEST MOMENTS

‘This is how we do things around here’

‘We have to fundamentally address the wider organisational culture’

‘We have unconscious bias built into our culture fit practices’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Insights From The Privilege Survey Part 2

Thu, 04 Aug 2022 00:00:00 -0000

It’s a hidden problem but the privilege survey data shows there is clearly a need to address privilege in the workplace and in this episode hear more about the detailed data along with important insights from the privilege survey that provide a fascinating dialogue about what is happening within organisations.

Awareness of privilege and talking about the impact it has on organisations is what will bring change and there are practical steps that can be taken when you truly understand the issues and risks that privilege brings to any organisation

KEY TAKEAWAYS

Those who believe privilege is justified are part of the resistance group in an organisation trying to change
Surfacing the subject of privilege is the only way to drive change
The autocratic model of leadership has no place in large organisations and many are decentralising and empowering
Privilege demotes people and creates risk in any organisation
When people are put upon or privilege is exercised against them they exercise their right to remove themselves from the situation
There is a broad perception of privilege being alive and significant in organisations, 81% said they’d experienced the use of privilege in the workplace
66% of respondents said privilege made them feel powerless, punished, or unsafe
A more privilege-conscious organisation can still take further action to mitigate risk
94% felt the use of privilege whether conscious or unconscious had the potential to cause issues in an organisation
Privilege can have a catastrophic impact on an organisation

BEST MOMENTS

‘When you start to curate and make privilege more conscious you obliterate the use of unconscious privilege’

‘There are some really dark consequences for the use of privilege’

‘Many reported the use of privilege as being unconscious’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website: https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Insights From The Privilege Survey Part 1

Tue, 02 Aug 2022 00:00:00 -0000

In this episode hear about data results from The Privilege Survey and what it means for organisations who want to be equitable

The purpose of the survey was to test the hypothesis that privilege is a hidden unconscious problem that has the potential to damage an organisation

The insights show that privilege is a hidden menace and if it’s not dealt with can stop

an organisation from moving forward successfully. There are some fascinating insights and statistics that clearly indicate the way forward

KEY TAKEAWAYS

The eruption of privilege is bringing it to the surface
People seeing privilege and thinking about it is the greatest gift you can give to any organisation
Blame can come in many different ways and even in the best organisations, there is risk
Purpose, the generation of value and integrity are all that matters
When integrity breaks there’s no coming back
When you want to dismantle privilege you have to pay attention to the structural and historical elements of the organisation
Around half of the respondents felt that privilege had a significant impact on their working lives
Hardly anyone thought there was no such thing as privilege
73% thought that privilege was both inherited and earned while only 21% thought it was just inherited

BEST MOMENTS

‘When you become aware of the issue you are far less likely to fall over it’

‘This trauma that’s been held by black and brown people for a number of years’

‘ When you are breaking through the constraints of privilege it can be emotional’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website:https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Hacking Privilege With Jag Bassi Part Two

Thu, 28 Jul 2022 00:00:00 -0000

In part two of the interview with Jag Bassi he shares great tips on how to hack privilege and explains why in the imperfect world we live in there are hacks that can make a difference in creating relationships and building affinity with others

In a polarised society, individuals can be reduced to a single dimension of identity but identity is complex and multi-dimensional and can be used as a tool to build relationships with others and Jag discusses with Kami and Ishreen how this can be achieved in this fascinating episode

KEY TAKEAWAYS

When you mirror someone’s body language you are communicating that you are the same
Believe that you belong, the more you believe you are an outsider the more you will be perceived as an outsider
You don’t have to define yourself to fit into an identity
A sense of belonging is key
The way you speak is more important than the way you look
Speaking appropriately for the environment you are in is imperative
Ensure that you recognise that the language you are using carries meaning
Your words can be a wedge that open doors for you if you have chosen them carefully
Good organisations recognise that it’s about getting the best people on board
The route to success is compassion for both those who do and those who don’t have privilege

BEST MOMENTS

‘Believe you belong there more than anyone else does’

‘It’s about finding the sweet spot and to do that you need to listen’

‘Words are one of the most powerful mechanisms people have at their disposal’

VALUABLE RESOURCES

Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v

Website:https://belongingpioneers.com/privilege-research-and-podcast

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Hacking Privilege With Jag Bassi Part One

Tue, 26 Jul 2022 00:00:00 -0000

Jag Bassi is talking with Ishreen and Kami about how hacking privilege if you are the person without privilege

They discuss privilege as an ancient manifestation in our early human history and how it’s manifested in a different way as part of our modern history and the reality of a world where we are shaped by both the good and the bad

This is a fascinating look at changing the world and changing ourselves, listen in and hear more

KEY TAKEAWAYS

Its doors and opportunities that are open to you because you are part of a particular group
There are many different elements that contribute to privilege
We all have privilege in some way in our lives and make a choice about how we carry it
Privilege is a modern social justice term but privilege has its roots in our early human history
Privilege is an artefact, a manifestation of something in our history but in modern history, it is manifested in a different way
The reality of the world is that we are shaped by both good and bad
We need to recognise and appraise history for what it was, recognising the good and the bad
There are things about yourself that are fixed and that cannot be changed
We live in an imperfect world and changing the world can take an extended amount of time, potentially more than a lifetime
We can change ourselves and sometimes it can be about elements of change as a tool to move forward and get to where you want to be

BEST MOMENTS

‘It’s acceptable that everyone has different experiences of privilege’

‘The traits are hard-wired in us and you have to fight actively’

‘It’s both sides that make the whole’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Shareen Qureshi LinkedIn: https://www.linkedin.com/in/shareen-qureshi-b84766125/

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Belonging And Potential With Shareen Qureshi Part Two

Thu, 21 Jul 2022 00:00:00 -0000

If you want to implement change so that there is more belonging in your organisation you need to educate leaders to be open to more behaviours and in this episode, Shareen Qureshi, founder and CEO of Sports Tech Global continues to discuss the experiences, both positive and negative that she experienced in her career previously

She explains why focusing on an individual’s potential is a vital element and how some groups can become invisible when they don’t fit in and explores the solutions that can bring change and belonging

KEY TAKEAWAYS

There wasn’t a senior active role model that acted and felt like me
At the lowest points in my career, I would just follow and conform because I didn’t feel I could speak out
The process was never easy and there were times that I felt I wasn’t rewarded
I should have been in a position to challenge the feedback but I wasn’t
When you are not chosen because you don’t fit in, you can become invisible
There are organisations out there who are supporting those who are not from the majority group
Sports technology Global is about people coming together to showcase their sports inventions
My training ground is the institution I came from and I am ever grateful and even though it was up and down it made me the person I am

BEST MOMENTS

‘Institutions need to provide more opportunities’

‘Your personal position hasn’t been taken into account by your leader’

‘Choice is fundamental’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Shareen Qureshi LinkedIn: https://www.linkedin.com/in/shareen-qureshi-b84766125/

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Belonging With Shareen Qureshi Part One

Tue, 19 Jul 2022 00:00:00 -0000

For many organisations, it can be a challenge to create an environment where there is a sense of belonging and in this episode, Shareen Qureshi discusses her varied experiences of belonging in the workplace

Previously Shareen was a Senior Marketing Director at Barclays and is the founder of the Sports Tec global conference and is currently using her banking skills to set up a sports Tec global fund

Shareen discusses the value of a strong mentor, and mentee program and why everyone should be able to bring their whole self to work every day

KEY TAKEAWAYS

When we hear the collective voice it makes a difference
In a large organisation it's down to the leaders to create a safe space
If you are expected to conform to the majority group standard then you are being told being yourself isn’t good enough
The ideals and values are set by the majority group
If it was about bringing your whole self to work the differences would be valued and every individual would feel they belonged
Every organisation should have a stronger mentor, stronger mentee program in place across all levels
Partnering people means they can learn from each other
The only way large organisations make a change is if the senior heads believe in the change
Education needs to be holistic and be introduced both top to bottom and bottom to top

BEST MOMENTS

‘The smallest thought can make a huge difference’

‘If you take actions on the smaller things, larger activities fall into place’

‘Always believe in yourself’

‘It’s important to be interested in the people you are working with’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Shareen Qureshi LinkedIn: https://www.linkedin.com/in/shareen-qureshi-b84766125/

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Inclusion Every Day

Thu, 14 Jul 2022 00:00:00 -0000

In this episode, Ishreen continues her conversation with one of the most influential DEI leaders globally, Asif Sadiq

Asif is driving the agenda on DEI and discusses some of the different ways organisations can work with people to create an authentic culture that respects where individuals have come from

When an organisation has values that reflect DEI and builds a transparent culture based on this understanding there are benefits for everyone and this is a great opportunity to hear about some of the innovative ways Asif has worked to create and develop the understanding that brings positive change

KEY TAKEAWAYS

It's about making the conversation inclusive making everyone feel that are part of the conversation
Diversity looks different globally there needs to be common ground and understanding about why it's beneficial for everyone
There has to be transparency to bring understanding to everyone
People need to go on a journey
For learning to stick it has to be done in different ways and encompass classroom learning, self-taught learning and experiences
Experiencing and understanding how it is for people in varying situations can support learning
Corporate culture needs to build on values that reflect DEI
If you want to challenge and understand the DEI agenda you need to understand where people come from and how and why they think the way they do
You need to be able to understand the systems you are working within and how the dynamics work

BEST MOMENTS

‘If we truly believe in it let's tell everyone why we are doing it and what the benefits are’

‘You can use different ways to help people understand what others are experiencing’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

https//bit.ly/privilegeresearch

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organizations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Developing a True Culture of Inclusion Part One

Tue, 12 Jul 2022 00:00:00 -0000

Asif Sadiq, worldwide DEI leader for Warner Media is passionate about inclusion and developing truly inclusive cultures that are woven throughout an organisation across all levels

In this episode, he talks about what a truly inclusive culture looks like and how businesses need to create a strategy supported with resources and planning and implement it with focus and the same level of commitment as any other business strategy if they want to be successful

KEY TAKEAWAYS

Diversity is also about socio-economic background and lived experience
Diversity, equity and inclusion need to be woven through all aspects of the organisation so it's natural
To truly influence culture there needs to be a strategy and plan running across the business at all levels
We need to get to a point where it’s built into the conversation naturally
It requires the planning and resources that any priority business strategy is given
It’s not about them and us it’s about all of us and creating equity for underrepresented groups
To recruit the best people you need to move beyond our network and visibility
It’s not about favouring one group over another it’s about bringing equity for everyone
It’s not about taking privilege away it's about acknowledging it
It can be informal aspects of privilege creating barriers to equity

BEST MOMENTS

‘Many times its random acts of diversity and inclusion and interventions and then people go back to what they were doing’

‘It’s how you weave it in across your business naturally’

‘There are certain privileges I will never have because of the colour of my skin’

‘I try to think about the privileges I have that others don’t and how I can help and support’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Leading The Change

Thu, 07 Jul 2022 00:00:00 -0000

In this episode, Ishreen continues to talk with Nick James founder of Expert Empires about how he has taken action to make the difference he wants to see in his organisation

He explains the practical steps he has taken and why any change has to start with the leadership in any organisation

KEY TAKEAWAYS

I asked the question because I wanted someone to validate what I was doing
We are all filtering our experience of being in the body we are in
Everyone has different perspectives and experiences of the same situation
The conundrum is how you put policy and structure in place in an environment that is closely knit
I went first and embraced the conversation with people
The source of my success is the willingness to be vulnerable and acknowledge I don’t know all the answers
I’m prepared to ask for help and open up to others

BEST MOMENTS

‘You can’t just put it in your newsletter and expect people to come forward’

‘As the leader, any change has to start with you’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Taking Action With Focus And Intention

Tue, 05 Jul 2022 00:00:00 -0000

Ishreen talks with Nick James founder of Expert Empires about taking action in his organisation to bring more diversity

He discusses that when people are naive and unaware of their own privilege, the conversation of privilege is ignored. This means that privilege isn’t managed and stewarded in a way that presents its importance and impacts on people.

Nick also shares the key steps he has taken and how focus and intention consistently are the keys to taking effective action

KEY TAKEAWAYS

By facilitating those who are experts so that they were heard by my followers I was able to learn
From zero to 25% of the workforce people of colour and from ethnic minority backgrounds is progress
Its consistent action and a framework that we implement every day
It’s much harder to build diversity in a larger organisation, in a smaller organisation you can implement smaller experiments
The first step was having the intention, it being shared with the leadership team and them understanding and buying into it
We were consciously seeking members for our team from ethnic backgrounds
People find it a difficult conversation
Being conscious about the aspects of your business that are visible, any images should be relatable

BEST MOMENTS

'I’ve learned to say that I was uncomfortable and what my concerns were around talking about privilege'

‘We started to focus and have intention on this’

‘We have a great culture and people love coming to work each day but that doesn’t happen by accident’

‘The first step was realising that there was unconscious bias in play’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Global Human Centred Approach

Thu, 30 Jun 2022 09:51:36 -0000

Hear more about the vital role human connection plays in increasing equity at work and enabling better environmental social governance

Giving people a voice and making sure they are heard is the key to a human-centred approach and all organisations need to recognise that if you get the human connection right it changes everything

With a powerful global perspective, ultimately linking humans is the way to succeed for everyone on the planet and this episode has great content that will resonant

KEY TAKEAWAYS

We are looking closely at how actions and approaches can feed into conversations with others
We fundamentally need a more human-centred approach
Without workers being supported there won’t be the goods produced
Innovation and shifting the business model is a chance to completely change the conversation
There has to be sufficient recognition and acknowledgement that a human connection-centred approach is successful
Communication breakdown is usually at the heart of why things don’t move forward
The most important thing is being able to listen to each other and having the space to do this
We have to look more broadly and go beyond self-interest motivation to affect change
As the world changes we are moving through a transition and a different way of working is emerging
The listening circle concept is a powerful mechanism for organisations to hear some of the frustrations and use them as an opportunity to change and increase human-centred working

BEST MOMENTS

‘I’ve really tried to interrogate my position much more and challenge myself to take action to elevate those around me’

‘People are driven by people and when you have enough momentum everything else follows’

‘Linking humans together is the way to succeed’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Human to Human Connection and Equity

Tue, 28 Jun 2022 00:00:00 -0000

In this episode hear about what human-to-human connection is and its importance in the workplace

With human-to-human connection and equity, a vital element in enabling better environmental social governance understanding the role it plays in the workplace is critical in ensuring that all individuals within all groups are heard and valued

KEY TAKEAWAYS

Employee engagement is a key metric and increased engagement is a positive for both employer and employee
Increasing equity at work will enable better environmental social governance
People want to feel heard and want to feel valued and human-to-human connection is an important dynamic in the workplace
A collective voice is stronger than an individual and not every workplace is the same
Different perspectives matter in bringing a more holistic value to the workplace
Communication is critical in creating positive human-to-human connections in the workplace
In a work context, there will inherently be groups who are affected differently because of who they are
There are a range of elements that contribute to recognising that although we are all people but my needs are different from your needs
Pay is a fundamental element but not the only consideration

BEST MOMENTS

‘Human to human connection is remembering that people are at the centre’

‘A lack of communication can make people feel they are in the dark and leads to frustration’

‘Everyone within a group is still an individual with different needs’

‘Only 16% on average of employees around the world experience being engaged’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Organisational Values, Behaviours and Actions

Thu, 23 Jun 2022 00:00:00 -0000

Continuing with emerging data results from the privilege conundrum research survey that asks the important questions about personal privilege in the workplace Kami and Ishreen share further fascinating data.

They look at questions that have particular resonance for leaders, with the emerging data showing that organisations are aware of the need to improve but that there have not been enough of the right actions to make a change.

Kami and Ishreen also discuss the risks for organisations if they don’t address privilege in the workplace and the potential impact

KEY TAKEAWAYS

With 70% of organisations saying they feel they need to improve the way privilege impacts their business there is high awareness but not enough of the right actions
Privilege isn’t talked about in HR
The risks can be reputational with damage to individuals and organisations by association
Global organisations want to have a presence with local communities
There are risks for companies if they don’t maintain the momentum of change
There are lots of thing’s organisations can do themselves to address privilege in their workplaces
It’s about the values, behaviours, and actions of the company
When people feel safe and valued it addresses the reputational and productivity risks
Being viewed positively is important in society

BEST MOMENTS

‘Leaders and organisations are going to be really interested in this data’

‘You wonder how someone who flaunts their privilege so openly can get away with it’

‘If you are seen as an organisation that flits from the current fashionable crisis to the next fashionable crisis that’s going to have an impact’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

When The Devil Appears

Mon, 20 Jun 2022 23:00:00 -0000

Ishreen and Kami share and discuss the emerging data results from the ‘Privilege Conundrum’ the pioneering research survey about privilege in the workplace

There is now more awareness about privilege but as Ishreen and Kami explain change and transformation are too slow, there is talk and some actions but the dial has still not really shifted on diversion, equity, belonging and inclusion

They explain how The Privilege Conundrum survey data results can help understanding about what is really in the way and blocks the changes needed, listen in and hear more

KEY TAKEAWAYS

We want to really understand what’s really in the way and what needs to shift
90% feel privilege has a negative impact at work but only 86% believe people use privilege at work primarily to give themselves an unfair advantage
58% have both had privilege used against them and used privilege themselves
Use of privilege has left the vast majority of respondents to the survey feeling undervalued, demotivated and excluded, it has a significant impact on their commitment and productivity
If people don’t have purpose and are not aligned with the company’s purpose there are gaps and risks

BEST MOMENTS

‘Our hypothesis is that its privilege, both conscious and unconscious privilege’

‘It’s quite a conscious population so far that have completed this survey’

‘When we dive into this, it will create interesting conversations in the workplace’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Realising One’s Privilege

Thu, 16 Jun 2022 00:00:00 -0000

Roger Williams who worked on the creation of the “Privilege Conundrum” survey talks about how the survey was designed and the importance of the journey from the individual perspective to the collective perspective through to the perspective of others

He also explains how the design process was crucial in making sure the survey found the right voice and captured the questions that made the difference

As someone who has recognised their privilege, Roger also shares the key learning for him, that being conscious and having empathy with someone else’s viewpoint leads to different actions

KEY TAKEAWAYS

Some subconscious biases are learnt behaviours from very young
A conscious mind in relation to privilege is a very different thing
The pull to connect and belong drives human behaviour
In design thinking it’s the customer that helps you to learn and find the right voice
Someone can unintentionally apply some aspect of privilege in what might seem a reasonably innocuous way but it can have terrible consequences for an organisation
Everything thing you say and do flows from the unconscious and you need to think about what you say and do and make a conscious response
Be conscious and have empathy for someone else’s viewpoint
Consciousness leads to different actions

BEST MOMENTS

‘I thought I was a fully observed equal rights, straight down the line and then I saw all subconscious biases kicking in’

‘Don’t let the subconscious take over’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Stale, Pale And Male

Mon, 13 Jun 2022 23:00:00 -0000

In this episode, Roger, who has a forty-year career in technology and now specialises in helping organisations create signature experiences, shares his own personal journey to a conscious understanding of his privilege.

He has worked with Kami and Ishreen on the creation of the Privilege Conundrum survey and discusses how as he became more conscious of the issues he became very aware of his own poor behaviour in the past

They reflect on some of the questions and banter that are in reality are an exercise of privilege and explain more positive ways forward

KEY TAKEAWAYS

There is a lot of perception and misperception about privilege but very little data
I set out to prove my own worth with people as I met them throughout my life
I saw the struggle of others trying to make their own way
As I became more conscious of the issues I became more aware of my poor behaviour in the past
It’s a question that provokes a variety of answers linked to individuals' own lived experiences
For people in an underrepresented group, it sends them into trauma
I got a real sense of what it must feel like to be the outsider in a conversation
It’s the exercise of privilege under the banner of banter

BEST MOMENTS

‘it’s been a rollercoaster ride’

‘It was something that had a friendly intention that had a barb within it’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Creating a Diverse Talent Base

Wed, 08 Jun 2022 23:00:00 -0000

In this episode hear about how when you begin by exploring and understanding your own privilege and recognise and own it on a conscious level you have the agency to then work with your organisation by applying the same principles and processes

When you move into a position where your team is diverse your organisation will have the creativity, value, and ability to lead in your sector

KEY TAKEAWAYS

Organisations that are committed to creating a fair playing field will use introspection to help them achieve this
Ask ‘what structures are in place that stop it from being fair?’
You need a range of skills in your organisation that will bring diversity
When everyone thinks the same you are not in a position to cope with any change
Explore and learn about your own privilege and the impact it has on others
You need to own your privilege at a conscious level to move from invisibility and denial
People who have privilege want to learn about what makes them privileged
Privilege can be a block to progress in an organisation but it also has the power to transform when put to good use and can cause a privilege eruption
Your organisation can lead in its sector with a diverse team who bring huge value and creativity
These are hard conversations so compassion for yourself and others is a vital part of the process

BEST MOMENTS

‘The structures have typically worked for white men

‘Create a diverse talent base in your organisation’

‘Once you know who you are you can speak from a place where people will listen’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

What is Privilege at Work?

Mon, 06 Jun 2022 23:00:00 -0000

Ishreen and Kami continue to explore the concept of privilege and how it impacts and influences workplace culture

Privilege can be a block to progress but it also has the power to transform and can lead to a privilege eruption

KEY TAKEAWAYS

You can begin to see the world in a different way. Positive power in a positive way can positively shape our purpose
If privilege isn’t equable then fairness can’t exist
The experiences you have are the basis for your values and are part of who you are
Privilege is a special advantage or entitlement that a person uses to their own benefit or the detriment of another
You have to learn to own the privilege you have and know you are not your privilege
History may have given you privilege it’s what you choose to do about it that matters
We can assume that everyone entering an organisation comes in with the same level of capacity, privilege and resources
There need to be reasonable adjustments to ensure that everyone starts at the same point
We are in an uncertain, volatile, complex and ambiguous world so the skills required in an organisation mean a truly diverse workforce
We need to create safe spaces for people to discuss and learn

BEST MOMENTS

‘Some of us are not ready to acknowledge and accept that we have privilege’

‘We should be talking about privilege and how has impacted and shaped our society’

‘You want to cause a privilege eruption in your organisation because it will ensure your organisation's sustainability and longevity’

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

We Want Cultural Diversity; Privilege, Diversity & Culture in the Workplace

Wed, 01 Jun 2022 23:00:00 -0000

In this episode, Kami and Ishreen continue their discussion about the positive role having a clear purpose and being true to it plays in how organisations work. Including how their culture evolves.

KEY TAKEAWAYS

Don´t fall into the trap of pushing everyone to be the same.

In today's challenging world, being able to tap into different perspectives brings huge benefits.
A diverse organisation will find it easier to develop and sell the products and services people really want.
Everyone is different. They will, therefore, contribute in different ways to fulfilling the company's purpose.

BEST MOMENTS

“ You can have a purpose statement and people will align with it from different places.”

“ We want cultural diversity, we want to add to our culture, not take away from it ”

“ A diverse organisation will improve its performance. ”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

The Connection Between Purpose Success And Sustainable EDI

Mon, 30 May 2022 23:00:00 -0000

In this episode, Kami and Ishreen discuss how organisations and leaders can drive change by reviewing their purpose to include EDI. Then use their purpose to inform the decisions that are made on a daily basis.

They also explain why paying lip service to EDI or being pushed by outside forces to do something that looks good but is not genuine is pointless. As well as why EDI starts with the board, its composition, values and how aware the members are of their privilege.

KEY TAKEAWAYS

Nothing is going to change unless you understand your current purpose, where it comes from and what keeps it in place.

If an organisation’s purpose does not include EDI it will not be something that underpins strategic initiatives.
Any changes must be made for the right reasons. Definitely, not for PR purposes or in response to outside pressure.
Every time you launch a new initiative double-check it aligns with your purpose.
Don't let outside forces push you to do things that do not truly align with your values and purpose.
True equality, diversity, inclusion and belonging cannot be achieved using PR stunts. The leaders have to genuinely want it.

BEST MOMENTS

“ If you are about to embark on a change program – is that change authentic to your purpose?.”

“ Everything starts with purpose, our behaviours come from purpose ”

“ EDI is not just about underrepresented groups. It's about everyone. ”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Impact of Power at Work

Thu, 26 May 2022 15:29:29 -0000

KEY TAKEAWAYS

Power can be achieved in many ways.
Positional power can be the most dangerous and unethical type of power.
It’s important to be aware of your power and a great responsibility is placed on you to recognise it and not abuse it.

BEST MOMENTS

“You don’t want an organisation of yes people.”

“ The Peter Parker Principle.”

“What are we taught as children when we look at family structures and family dynamics?”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

What To Expect From The Privilege Eruption Podcast

Wed, 18 May 2022 23:00:00 -0000

Have we become a fairer society? Most organisations frown upon the use of race, social standing, religion, sexual orientation or vulnerability to disadvantage another person, and have policies to prevent or act on the use of Privilege. Is this enough to prevent the abuse of privilege? The Privilege Eruption Podcast is here to explore this very subject.

KEY TAKEAWAYS

There are many organisations now running their own equity, diversity, inclusion and belonging programs without the understanding of the basic power structures work meaning the sustainability of these programs will be questionable.
Accountability is important to any organisation.
Learning how to recognise how to adjust your behaviours is a key insight needed to progress.

BEST MOMENTS

“ We want to look at the intersection of pier, privilege and purpose at work and how that enables a breakthrough in your culture transformation programs.’

“ Every organisation has a direction of travel.”

“If you’re concerned about getting the job done, you’re less concerned about the person doing the job.”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS

https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/

Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Welcome to The Privilege Eruption Podcast

Mon, 16 May 2022 23:02:00 -0000

Have we become a fairer society? Most organisations frown upon the use of race, social standing, religion, sexual orientation or disability to dis-advantage another person, and have policies to prevent or act on the use of Privilege. Is this enough to prevent the abuse of privilege? The Privilege Eruption Podcast is here to explore this very subject.

KEY TAKEAWAYS

Learn the ability to recognise the signs of privilege.
Accountability is important to any organisation.
Learn how to recognise how you adjust your behaviours through code checking.

BEST MOMENTS

“I want to hold these leaders accountable. I want them to do better. By the people they serve.”

“ Why should I be different? I am me.”

“Our privilege means the we’ll pull different levers to make sure we’re successful.”

VALUABLE RESOURCES

Website: https://belongingpioneers.com/privilege-research-and-podcast

Useful links: https://linktr.ee/BelongingPioneers

ABOUT THE HOSTS