The Trust’s Head of Diversity and Inclusion, Pamela Brown, joined the ambulance service recently and is writing a weekly blog about Diversity and Inclusion. You can read her latest blogs below.
Power and Control: The Essence of Domestic
Thursday 9th August
We all know that domestic violence cuts across all cultures; ages; racial groups, class, sexuality etc. but the extremes we go through to justify and rationalise why a relationship isn’t working is extraordinary isn’t it?
Whilst domestic violence can be overt and even cause deaths, abuse is sometimes extremely subtle. It is often insidious: You go from thinking you fell in love to wondering why all of the “problems” in your relationship seem to be your fault — with no clear idea of how you got from point A to point B.
I recently met a very senior police officer who had left her partner and told me about her experience of domestic violence. For her it was financial and isolation control; her partner gave her a set amount of money each day for food and she had to produce receipts for what she had spent. It meant she could never contribute to a colleague collection or go for a drink after work or treat her team to a coffee. Her team just thought she was ‘tight’ which isolated her even further.
She has now left her partner and is much happier, but I asked her if she were to give some advice to her younger self what would she say? It was a long conversation but here are some highlights:
- Avoid a partner who reminds you that other people fancy them wants to manipulate you into believing that it is your job to please them and make them happy otherwise they can always find someone new?
- Avoid the partner who appears really interested in long term commitments within a very short time could be a tell-tale sign of grooming — the earlier they tell you what they think you want to hear, the easier it is for them to get you to put up with their lies in the future.
- Avoid the partner who blocks an exit so that you cannot leave a room during an argument until you have given them their “rightful” opportunity to talk circles around an issue they created is a person who needs to control your physical space.
- Don’t ever apologise for your “role” in their behavior? This is Master Manipulation, at its finest. Not only have they behaved poorly but have found a way to manipulate you into believing that their behaviour is/was/and will continue to be your fault. This issue is particularly difficult to pinpoint. Do your friends give you “the look” when you share details about the most recent argument? This is a subtle, yet helpful clue that things aren’t right.
- For example, someone might constantly check in with their partner and ask what they’re doing. “It starts as something that isn’t abusive at all and just seems like a person is caring,”. “Then, it builds into a pattern of control where a person wants to know where you are and what you’re doing at all times.”
- Someone might say that they don’t like spending time with their partner’s family or friends, and only wants to hang out with them alone. “By isolating someone from their support system, it’s easier for a person who’s abusive to use these power and control tactics,”. When things get difficult, it becomes harder for the person being abused to seek support.
- Sexual coercion is a big part of domestic violence. Someone might make their partner feel like they deserve sex or actually force their partner to have sex in a physical way. An abuser might pressure their partner into having sex by tapping into certain relationship “roles.” For example, they might say that they have to have sex in order to “prove their love” or that they’ll just “go get it somewhere else” in order to control their partner further.
- Unfortunately, gaslighting is a common form of emotional abuse, by which an abuser convinces their partner that they’re “crazy,” so that they begin to question their own perceptions of the relationship. They might trivialise their partner’s needs or straight-up refuse to listen to their partner altogether. “Someone may try to undermine your credibility or make you feel like you’re not remembering things accurately,”. The whole goal of gaslighting is to break down someone’s sense of reality, so they are easier to control.
I could go on with the subtle ways people use domestic violence to control their partners but if you’ve been there you will know or maybe you are still rationalising a partner’s behaviour? If there is one thing I would advise caution on – it’s anger management courses for abusers.
Anger control techniques can cause an abuser to further withdraw into denial of responsibility for the abuse in the relationship. In order for real change to occur, the abuser must accept responsibility for abusing. The misuse of anger can become another “reason” why the abuser abuses. If any of this blog describes you please get some help before it escalates.
The Moral of the Forest Tale
Thursday 2nd August
If we respect biodiversity in our ecosystems as Payeng has in this remarkable story maybe we would be better at respecting diversity & inclusion in the workplace?
A little more than 30 years ago, a teenager named Jadav “Molai” Payeng began burying seeds along a barren sandbar near his birthplace in northern India’s Assam region to grow a refuge for wildlife. Not long after, he decided to dedicate his life to this endeavor, so he moved to the site, so he could work full-time creating a lush new forest ecosystem. Incredibly, the spot today hosts a sprawling 1,360 acres of jungle that Payeng planted — single-handedly.
It all started way back in 1979, when floods washed a large number of snakes ashore on the sandbar. One day, after the waters had receded, Payeng, only 16 then, found the place dotted with the dead reptiles. That was the turning point of his life.
“The snakes died in the heat, without any tree cover. I sat down and wept over their lifeless forms. It was carnage. I alerted the forest department and asked them if they could grow trees there. They said nothing would grow there. Instead, they asked me to try growing bamboo. It was painful, but I did it. There was nobody to help me. Nobody was interested,” said Payeng, now 47 in a recent interview.
While it’s taken years for Payeng’s remarkable dedication to planting to receive some well-deserved recognition internationally, it didn’t take long for wildlife in the region to benefit from the manufactured forest. Demonstrating a keen understanding of ecological balance, Payeng even transplanted ants to his burgeoning ecosystem to bolster its natural harmony. Soon the shade less sandbar was transformed into a self-functioning environment where a menagerie of creatures could dwell. The forest, called the Molai woods, now serves as a safe haven for numerous birds, deer, rhinos, tigers and elephants — species increasingly at risk from habitat loss.
Different species fulfill important functions within the ecosystem. For example, they may be photosynthesizers, decomposers, herbivores, carnivores or pollinators. In ecosystems that have many species that can fulfill a given function, the ecosystem is more resilient. In other words, it is able to respond to disturbances such as disease or fire without collapsing. This apparent redundancy is a very effective insurance, for if one species succumbs to a disease, its “function” in the ecosystem is taken over by another species. Ecosystems with limited diversity, including monocultures (areas entirely dominated by a single species, as in most agricultural crops), are much more prone to disease than diverse natural systems.
Why is biodiversity important to people?
Humans depend on functions performed by the world’s ecosystems. Ecosystems produce oxygen, purify and detoxify the air and water, store and cycle fresh water, regulate the climate, form topsoil, prevent erosion and flood damage, and produce raw materials, foods and medicines. Most of these ecosystem services cannot be replaced by human technology, at any cost. Biodiversity is the ‘library’ of species and genetic information that allows the Earth’s systems to function.
If we respect biodiversity in our ecosystems as Payeng has in his remarkable story maybe we would be better at respecting diversity & inclusion in the workplace?
Ageism is Becoming an Issue for Diversity and Inclusion
Thursday 19th July
In an era of inclusivity and diversity, ageism is growing as one of the new challenges that organisations face which is ironic given we all age. Ageism is defined as “prejudice or discrimination on the basis of a person’s age.”
We are on the precipice of the creation of an ageist hashtag that will raise awareness of the need for inclusivity and diversity at all ranges of the age spectrum. The challenge is managing both a generation that wants to race up the ladder, skipping rungs, with another that has climbed up rung-by-rung.
In both WMAS discussions and current workplace demographics on the rise of ageism, some themes are predominant and worthy guideposts for managing leadership challenges and opportunities.
Ageism is not age specific
Ageism is being experienced across the spectrum. Both demographics at either end claim they are misunderstood.
We not only have to fill gaps with candidates that can fulfil current roles, but with an uncertain future, we need to find candidates who can roll with the punches. This is less about age and more about personality.
Ambition and development springs eternal
The desire to grow, learn, explore and develop personally and professionally is common to every age. While quick to offer development plans for the younger generation, we are often remiss in ensuring our aging demographic remains motivated. As the population ages, development plans across all ages and stages of life and work need to be offered and implemented.
Leave your ego at the door
While this cliché rings true across a broad range of situations, it is perhaps most apparent in the workplace, particularly with millennials and boomers. Given the two groups often experience parallel age-range challenges at home (parents versus children), sometimes the dynamic extends to the workplace. With increasing, fast-paced requirements placed on the Trust, it takes an egoless team of minds to keep up, let alone remain a Trust ranked Excellent.
Experience is key
At one time, I worried about a glass ceiling; I now evaluate whether a glass floor exists, run by a younger generation who – in the adrenalin rush of the new – lose sight of the value of experience, which can help to weather the highs and lows caused by “always new” and “always on.”
As I reflect on our own Trust, I wonder if the generations within our organisation are as aware and respectful of the need for and benefits of age diversity.
As the number of years, we spend in the workplace evolves, it will be interesting to note – and participate in – in how different generations respect, leverage and learn from each other’s talent.
Beyond the Uniform
Thursday 19th July
What would you do if your daughter came home and told you she’s a boy? I know there are some staff in the Trust who have children who are trans so I write this blog in support of them and more specifically for Cole, a member of our staff who is transitioning from female to male.
When Cole first spoke to his manager about his intended transition, the manager contacted me and the LGBT network for advice and together with Cole we worked out all the practical things we could do. However, the thing that kept niggling at Cole was how he was going to tell all his colleagues at work without having to have a conversation with everyone every day. In the end we decided on writing a piece that all staff could read and here it is:
Cole had two pictures of himself, one at the age of seventeen presenting as a young woman and one at twenty-one presenting as a young man. He wrote:
“The first photo was taken when I was aged 17 and the next one is me now aged 21. I’ve learnt so much in the space of these two photos it’s unreal. I’ve learnt that it is ok to be different and to take a path that some people might not accept but the biggest thing I’ve learnt is that life is so short and you only get one so you have to make every second count.
“I realised that I wasn’t living the life that fulfilled me the most and I was trying to fit in with what I thought was the ‘norm’ My journey is far from over but I’m embracing every minute I get and not wasting any time.
“I’m happy, I’m healthy, I’m trans, I’m me”
The most brilliant thing is that once people have read this from Cole they may decide to change aspects of their own lives; making every second count; not wasting time or being what others want them to be.
Well done Cole for deciding to be your authentic self and for sharing this. Opinions don’t always count but being true to ourselves does.
The Pros and Cons of Dyslexia Simulation
Thursday 12th July
After his friend described to him what it was like to be dyslexic, Victor Widely decided to turn her words into a simulation, so non-dyslexic people could understand what it was like. Now I accept the technical ingenuity of this approach and how using the internet to help people understand what dyslexia is like, comes from a well- meaning place- but I also find the concept troubling.
The simulation is, I believe, based on an algorithm which scrambles all but initial and final letters 20 times a second in randomly selected words, so it looks like the words are jumping over the page. So, I tried it and I thought this might be how some people experience it, but it cannot be the same for everyone? I decided to check out what other people thought and one of the most enlightening comments I found was on the International Dyslexia Association website:
“it does little to deepen anyone’s understanding about what having dyslexia is really like. Sure, trying to read the altered Wikipedia text is challenging. And, sure, learning to read can be challenging for someone with dyslexia. Both are tough. But the two are as different as a 100-yard run and a marathon. It would be absurd to say that someone who has run 100 yards knows what it is like to run a marathon. Claiming that the simulation imparts insight into what it is like to have dyslexia is equally absurd.
Dyslexia is much more than experiencing frustration while struggling to read text. And this simulation offers about as much insight into the dyslexic experience as skipping a meal offers a well-nourished person insight into the experience of starvation.” (Caroline Cowen)
My response to the above quote is “Exactly!!”
It reminds me of the white Texan writer called John Howard Griffin who walked into a doctor’s office in New Orleans and asked him to turn his skin colour black. Griffin took oral medication and was bombarded with ultraviolet rays; he cut off his hair to hide an absence of curls and shaved the back of his hands. Then he went on a tour of the Deep South for six weeks to discover what it was like to be black. The result was a book titled Black Like Me.
But a white man disguised as black could not understand the issues and resentments that came with hundreds of years of inherited slavery. Black Like Me is a well-intentioned book but also a hopelessly anachronistic one.
I have the same response to the simulation on dyslexia. It is not a bad intent, of course. But the result is the same. Conveying well-meaning but wrong-headed ideas about dyslexia (e.g. implying that people who have it literally see letters “jumping around” rapid fire) does not help raise awareness about dyslexia or the skills it gives people.
The Amazing Communication Skills of Deaf People
Thursday 5th July
Hearing people often see Deaf people in two different ways. Either as people who have lost something – their hearing – or as people who have gained something – the ability to communicate without sound. I hope that many of us appreciate the latter.
In the first case, Hearing people will express at best compassion towards Deaf people, which will be perceived by them as offensive.
In the second case, pity will be replaced by curiosity, respect of the difference, and desire to learn skills which are not found in the Hearing world. Here are a few examples of those skills:
- Deaf people talk one at a time, in a very sequential manner. Hearing people talk all at the same time, and often interrupt one another.
- Deaf people are able to be simple and precise at the same time. Hearing people are either simple and vague, or precise and complex.
- Deaf people stay focused on the interaction. Hearing people disconnect regularly.
- Deaf people constantly reformulate and check understanding, saying when they don’t understand. Hearing people often don’t ask others to repeat, and don’t say when they don’t understand something.
These may seem like simple things but for those of us who are hearing people, we can learn a lot from deaf people and maybe improve our own communication skills!
I’m A Boy
Thursday 28th June
“Worrying about Tom affected my every waking moment. I went to my GP, but she looked at me like she wanted to vomit when I told her what had been going on. When I walked out of the surgery I burst into tears.
What would you do if your daughter came home and told you she’s a boy?”
I know there are some staff in the Trust who have children who are transgender so I write this blog in support of them.
I recently went to an event run by the charity Mermaids who support young people, who are transgender alongside families, friends and professionals. A parent spoke of her journey and I would like to reproduce it here for all the parents and friends of those who share or know someone who has a similar journey and for all allies who would do the same thing if they were in Jane’s shoes.
Jane is a mother of two who shared this:
“I’ve never brought my children up to particularly conform to gender stereotypes, so when Tom developed an obsession for Fireman Sam at the age of three I didn’t have a problem with it. He never wanted to wear a dress and rejected anything that was pink or flowery.
“But as Tom got older and became more verbal I began to think this might be more than just a little girl who was a tomboy.
“At the age of five on a trip out with his grandma Tom told her that he couldn’t wait till he was older and could grow a beard, because then he would know he was a boy. Then he told me he knew he wouldn’t grow boobs and that he would get a willy when he was bigger. When I gently explained that wouldn’t happen he just said, ‘of course it will’.
“For Tom, the realisation he was transgender dawned gradually, and I too started to gradually realise that this wasn’t a phase he would grow out of. I began to do a lot of online research into trans children and I talked to friends and colleagues about what Tom was experiencing. The vast majority told me it would go away, but deep down I knew it was more than that.
“Tom didn’t have many friends at school and he was quite solitary. He liked to play very involved, extensive role-play games where he was always the male character. By the time he was six and a half he was dressing as a boy and had asked to use the name ‘Tom’ to refer to him.
“He had gorgeous blonde hair which fell in curly ringlets, and he begged me to let him have it cut short, in a boy’s style. I finally agreed and just before the new school term started I took him to the hairdresser, and reassured myself as it fell away that it was only hair, and that it would grow back. But Tom absolutely loved it.
“At that point we were still referring to Tom using female pronouns, and I told him he needed to use the girl’s toilets at school, which he didn’t want to do. He’d always been an easy-going child, but he began to have explosive temper tantrums and became very anxious about going to school.
“It was clear something wasn’t right, but I had no idea where to turn. I felt so protective of my child, I just wanted to help him feel better and get him back to his sunny, cheeky self.
“Worrying about Tom affected my every waking moment. I went to my GP, but she looked at me like she wanted to vomit when I told her what had been going on. When I walked out of the surgery I burst into tears.
“It was my mum who told me about Mermaids, she had found them while searching online. When I first looked at the website I felt conflicting emotions. I almost felt guilty, as if by admitting I needed help and support I was making too big a deal of things and that I was actually encouraging things by simply looking for advice.
“But as soon as I joined the parents’ forum it was as if a huge weight had been lifted off my shoulders. Other parents were going through this too and there were lots of other children out there like Tom.
“We began to think about the idea of using male pronouns in early 2015, when Tom was eight. He came up with a plan where we would start on holiday and if it was success we’d do it at home and then at school. By that point he looked and behaved completely like a boy anyway, so it seemed natural to other holidaymakers on our campsite in France that we would refer to him like that. And it soon became second nature to us too.
“When he went back to school in September 2015 Tom returned completely as a boy. He uses the boys’ toilets and he gets changed with the boys at swimming, although he is allowed to use a cubicle rather than the communal area.
“My daughter Emily has been wonderful and is Tom’s greatest advocate. She summed it up when she told me that before she had a really weird sister, whereas now she has a normal brother. And Tom is a normal little boy – it’s not everyone’s idea of normal, but it is ours.”
The Advantages of Being Dyslexic
Thursday 21st June
Strengths of Dyslexia
When someone mentions the word “Dyslexia” people usually think of someone who finds it hard to read and spell, reverses their letters, are disorganised or forgetful. What they don’t think about are the advantages that dyslexics have over non-dyslexics. However, research has highlighted some positive aspects to being dyslexic:
- Great at visual thinking- thinking in pictures
- Fast problem solvers, able to think laterally
- Excellent trouble-shooters
- Intuitive- good at reading people
- Verbally articulate- great communicators
- Creative- so many dyslexic people are employed as designers, artists, actors, chefs
- Spatially talented many dyslexics are employed as engineers, architects, designers, artists, mathematicians, physicists, physicians (especially: Surgeons and Orthopedists), and dentists.
- Dyslexic people frequently enjoy above average physical co-ordination skills
Dyslexia is not a Result of low Intelligence
Dyslexia is the result of a neurological difference; however, it is not an intellectual disability.
Dyslexia occurs at all levels of intelligence, average, above average, and highly gifted.
It is most commonly characterised by difficulties with learning to read, write and spell but one of the biggest barriers to a dyslexic child becoming successful when they leave school is the lack of confidence that has built up if it was left undiagnosed and teachers/parents have told them that they are lazy, a day dreamer, careless.
Famous People who are Dyslexic
There is no cure for dyslexia however, with an accurate diagnosis and appropriate help, so much can be done to significantly improve reading, spelling and writing ability and to provide strategies to help a dyslexic person excel at home, school, further education or at work
There are thousands of examples of well-known dyslexic people who have achieved huge success:
Albert Einstein – He could not talk until the age of four and did not learn to read until he was nine. His teachers considered him slow, unsociable and a dreamer.
Richard Branson-School was a nightmare for him. His dyslexia embarrassed him and he was sure he failed the standard Intelligence tests. However, what the tests didn’t measure was Richard’s passion and ambition, his ability to connect with people and encourage them to chase their dreams.
Other Famous Dyslexic People include:
Robin Williams; Tom Cruise; Keanu Reeves; Kiera Knightley; Billy Bob Thornton; Leonardo da Vinci; Michael Faraday; Pablo Picasso; Andy Warhol; Whoopi Goldberg; Jessica Watson; Steve Redgrave; Muhammad Ali; Agatha Christie; Tommy Hilfiger; Winston Churchill; Thomas Edison; John Lennon; Cher and Alexander Graham Bell.
So, if you are dyslexic you are in amazing company!!
Fatism – A Diversity and Inclusion Issue
Thursday 14th June
The latest NHS figures show that 66% of men and 57% of women in the UK are overweight or obese. Okay so we all know we need to do something about it and we all know people who are on endless diets but why is Fatism a diversity & inclusion issue?
It’s hard enough dealing with issues of image when you’re a woman or a man. Everywhere you look there are air-brushed models, men with six packs, unrealistic representations, and judgment. As I think more and more about what diversity & inclusion mean, I’ve realised the falsehood of these things and how badly the stereotypes of overweight people can impact on peoples’ lives.
As the friend of a number of plus-sized man and women, I’m frequently annoyed with stereotypes and assumptions made about them.
There are many different reasons someone could be overweight, which is why the stereotypes are so aggravating. But I think it’s safe to say that generalising any group of people is ignorant and wrong and dangerous. Overweight people are no exception.
Below are the most offensive stereotypes I’ve witnessed, and think should be challenged
Overweight people are always eating.
No- you probably notice when someone is eating, what they are eating and making un-conscious assumptions
Overweight people are lazy
No lots of overweight people are busy from the minute their feet hit the floor in the morning until their head hits the pillow at night. Just because they may not have tales of what they do at the gym, it does not mean they are sitting on their backsides all day.
Overweight people are prone to be sick all because of their weight.
No-overweight people are not all wracked with health problems, either. I realise being overweight can increase the risk of a multitude of diseases and issues (heart disease diabetes etc.). But it’s not a guarantee, and you can’t assume an overweight person has these challenges.
Overweight people are jealous of thin people.
No-Lots of people don’t care about who is thinner than them. They are not all jealous of thin people and like being the size they are
Overweight people don’t know they’re fat.
No-I’ve overheard more than one person in my life feel the need to point out to others that they are putting on weight. People don’t need others to make them aware of being overweight. People are perfectly capable of knowing this for themselves.
Overweight people don’t know how to lose weight themselves.
No- No-one needs to be enlightened with unsolicited advice as if we aren’t aware you need to burn more calories than you consume to lose weight. People aren’t all completely helpless in this capacity.
Overweight people are all jolly slobs.
No-Is it really that funny for so many silly, bumbling TV, book and movie characters to be depicted as overweight, uneducated yet loveable because of their good “sense of humour”
Many overweight people are educated, successful professionals who are goal-oriented and have a lot to offer an organisation.
If someone is overweight it is not anyone’s business to judge but if you see that person being stereotyped or discriminated against .IT IS.
Stereotypes and assumptions are destructive. This is where discrimination is born. It’s not OK to discriminate against someone for any reason, and size is not an exception.
Autism – Different, Not Less
Thursday 31st May
I am not the parent of a child with autism. I am good friends with a mother of autistic children and admittedly come from the position of someone who does not entirely understand the entire spectrum, however, I do have a strong interest in learning more, particularly from a neurodiversity perspective.
What annoys me are comments I hear and challenge such as:
- “He can’t be autistic because….”
- “He’ll probably grow out of it…”
- “I read that autism is caused by….”
- “I heard that you can cure autism by….”
I am particularly intrigued by comments that include the word “cure” and how a lot of people on the autistic spectrum like who they are and don’t want to be ‘cured’ thank you very much!
An important point in this conversation is having clarity between physical issues versus behavioral issues. The neurology of autism is how an individual’s brain is physically formed, like the colour of your eyes or the shape of your nose. Autism manifests itself through specific, measurable behaviors, but those behaviors alone are not what autism is.
Perhaps people mistakenly assume successful adaptation of behavioral issues to what society considers normal is a ‘cure’, when in reality the fact of how the brain was physically formed will always exist.
As autism is a neurological wonder with behavioral cues; there can be no cure without somehow re-forming the brain. The ability to adapt is as much a part of the brain as is the neurology that causes autism. The willingness to adapt is fundamental to a person’s character.
Looking at it another way, if someone who is left-handed learns to be right-handed because it is easier in a dominantly right-handed society, does that mean that they are ‘cured’ of being left-handed? No. The ‘draw’ in the brain to be left-handed is always there. It is how people are made.
It is with some joy that I can see how some companies are embracing neuro-diversity and actively recruiting people on the Autism spectrum.
IBM take the view that if someone has a disability a corresponding ability is often revealed.
In autism it could be skills such as:
- Taking things literally to excel at following instructions
- Repetitive work does not bore some people and they love structure; while some can excel at pattern matching
- Being focused on one subject matter makes some astounding experts in an area
- Some people are able to concentrate on tasks that easily wear down others
IBM recognise these talents and find great use in areas such as software development, especially in testing. However, because many on the autism spectrum find it hard to look a person in the eye, control repetitive or comforting behaviors, or hold a ‘normal’ casual conversation, they don’t always fare well in interviews. Their talent and academic achievement is wasted, and organisations miss out on talented individuals.
With targeted recruiting, a change in interviewing skills, and some reasonable workplace accommodations – largely through educating ‘neurotypical’ staff and management to be more precise, careful and literal in their instruction – these differences can be cast aside to the benefit of both the autistic individual in getting a productive and meaningful job, the workforce morale, and an organisation.
So next time you hear some of the comments I started this blog with, challenge the neurotypical brains with the wonder of the neuro-diverse brain.
How are we including straight white men in the diversity & inclusion debate?
Thursday 24th May
Research has found the increased focus on diversity in the workplace has overlooked straight white men.
This is why some organisations have moved beyond focusing solely on diversity, or diversity and inclusion (D&I) to a new, even better goal: diversity, inclusion, and belonging. When you address belonging, you help ensure the best ideas are getting heard. The major bonus is that everyone brings their best selves to work and feels engaged to help the organisation achieve its goals.
I am interested to see if we can work towards a number of initiatives designed to build a greater sense of belonging among straight, white men when it comes to diversity and inclusion at WMAS.
The executive director and CEO of the Society of Women Engineers, Karen Horting, shared a particularly interesting perspective in an article this month for Forbes.
Horting described efforts from her organisation to create “meaningful diversity” in the workforce by tapping more often into the white male perspective – which sometimes dominates engineering firms.
“At the Society of Women Engineers (SWE), our focus on a real-world solution is a decidedly female-oriented approach. What we have found in our experience, however, might surprise you: the key to diversity in the workplace is men – specifically, white men,” Horting wrote. “At SWE, we have implemented a programme called Men as Diversity Partners, based on the very premise that, for business to achieve the promise of diversity, men must be willing partners in this pursuit. To come up with this solution, we talked to a lot of men about diversity in the workforce and we listened to them.”
These perspectives are important in order to make progress. My experience here at WMAS tells me that straight white men want to get involved, but might feel awkward doing it, wondering how they can contribute or fear being labelled as part of the problem versus a key to the solution. If we exclude this group of people, we are as guilty of discrimination as the charges that are sometimes put to them!
In some places people are so frightened that if they ask any questions or challenge anybody on diversity, they’re going to be seen as being anti-diversity or racist, sexist, heterosexist etc. As one manager said to me “Therefore, they just shut up and sit back and walk on eggshells”
Let’s face it, if we want change, we need to include everyone, listen to every voice and recognise that every change agent needs allies and partners. All ideas welcome! If you have any ideas, get in touch 01384 246 361 or email@example.com.
Supporting employees and colleagues during Ramadan
Thursday 17th May
Many of you reading this blog will know that during the period of Ramadan, many Muslims will fast, unless they have a health condition that does not allow them to do so. This year Ramadan is likely to start on the 17th May and will last a full calendar month.
The word ‘Ramadan’ simply refers to the name of a month, the ninth month of the Islamic calendar. This month is considered to be the holiest of the twelve as it was in Ramadan that the Prophet Muhammad initially received divine revelation. In short, it is considered the month of the year you dedicate yourself to God.
The Islamic calendar is calculated according the lunar cycles. Ramadan therefore begins when the new moon is sited. As a result, the start and finish times change from year to year, usually getting 10 days earlier each year, so in 10 or so years, Muslims in Britain will be fasting much shorter days during winter.
However, Ramadan 2018 for Muslims in the UK means they are facing very long days, as the holy month coincides with the summer, meaning long fasts. Many Muslims will not eat, smoke or drink water during daylight, which at this time of year can last about 16 to 19 hours, depending on your UK location, with those in Scotland facing the longest fast.
It is common to have one meal, known as the Suhoor, just before dawn and another, known as the Iftar, directly after sunset. For those of you who are ‘grazers’ throughout the day, you can imagine how difficult it would be if you were unable to do so!
Sadiq Khan, Mayor of London recently said the thing he would miss most is his coffee at work! But he would also be promoting better community relations and understanding of Islam by hosting Iftars in churches, synagogues’ and mosques.
Head teachers in schools were concerned about the impact Ramadan may have on pupils taking exams and some exam boards have ensured that key GCSE and A-level examinations were timetabled this summer to take account of the holy month.
The Muslim Council of Britain has also warned those who are fasting to be careful during long and hot daylight hours. It says that as dehydration is a serious risk during hot weather, it is important to drink plenty of water between Iftar (sunset meal) and Suhoor (pre-dawn meal). For night workers, it is really important they have access to water. Homeless shelters up and down the country are holding Iftars with the homeless.
So what else can we do to support Muslim employees at work?
- Having apolicy on religious observance during working hours should have a positive impact on employees. On the other hand, an absence of such a policy, together with a failure to be supportive towards employees whose religious beliefs require them to observe certain practices, could lead to accusations of religious discrimination.
- Show tolerance on productivity levels and offer flexible working hours It may be that productivity of an employee who is fasting is affected, particularly towards the latter part of the working day, when blood sugar levels are lower.
- Managers should be aware of this and not unduly penalise or criticise an employee whose productivity has suffered because he or she is fasting during a period of religious observance. Some individuals may prefer to start their working day earlier, or work through lunch hours in order to finish earlier so that they can break fast at home although this might be more difficult with some jobs in the Trust.
- If possible, avoid holding social team events, such as extra-work activities during Ramadan. Don’t be offended if Muslim staff decline invitations to these functions.
- Encourage discussion to support and raise awareness amongst colleagues about Ramadan and support any fundraising activities which may be occurring. Some Muslims will be supporting certain charitable donations as part of their commitment to the spirit of the holy month.
- Many Muslims are more observant of prayers during Ramadan and would appreciate somewhere to pray as well as attending prayers at the Mosque more frequently. It is great that we now have quiet rooms in each hub to accommodate this.
- Once Ramadan is over, celebrate Eid with your Muslim colleagues and managers, please support requests for leave for Eid. It is a wonderful occasion with lots of food and presents and spending time with family and friends! A colleague of mine celebrating Eid last year was also celebrating the fact he had had given up smoking and lost a stone in weight due to his observances during Ramadan!
Thursday 10th May
Muslims are among Britain’s most generous givers, topping a poll of religious groups that donate to charity, according to new research reported in The Times newspaper.
With Ramadan fast approaching, it is the time that many Muslims give to charity. Last year the Charities Commission revealed Muslims gave over £100 million during Ramadan. Giving to charity is an important part of Ramadan. Zakāt, one of the five ‘pillars’ of Islam, dictates that Muslims must give a fixed percentage of their income to the poor, but many give more than this, especially during this period.
Some people are under the misapprehension that the money raised only goes to charities that are supporting Muslim communities. In fact, money donated through Ramadan appeals last year were given to a huge variety of causes. Countries around the world from Europe to North America were reported to be benefitting, with projects including:
- Helping people affected by floods in the North West of England
- Running soup kitchens for homeless people in Britain
- Supporting people to start honey-bee farms in Palestine
- Distributing hygiene kits and food in Haiti
- Teaching hairdressers and beauticians how to sterilise their equipment to prevent the spread of hepatitis
- Building ‘micro-dams’ in Mali to harness water from flash floods to be used during the dry season
- 300 volunteers delivering 22,000 chocolate cakes to be eaten at the end of the day when the Ramadan fast is broken. Cakes cost £10 each and all proceeds went to provide humanitarian relief in Syria
Along with charity, community is a core part of Islam and in the practices of being a Muslim. It’s important that Muslims maintain a positive and active relationship with members of their family and in the communities, they are a part of.
When we think of community, we often think of the street or area we live in, but Islam teaches a much broader and deeper definition of community that intertwines with the spirit of Ramadan itself.
Community in Ramadan means taking small and big actions to look out for and remind everyone around you that they are a valued member of society.
Community in Ramadan can mean being the first to wake up in your house to make suhoor for everyone to prepare for the long fasting day ahead.
Community in Ramadan means preparing more food for iftar to hand out plates amongst neighbours as well as sharing recipes to try for the following days of the month.
Community in Ramadan means fasting in your British town and being able to empathise with millions of others across the world, wherever they may be.
If you are a member of WMAS staff and would like to know more about how to support any Muslim colleagues during Ramadan, feel free to contact me via firstname.lastname@example.org.
The role of the Ambulance Woman
Thursday 3rd May
A handbook for ambulance personnel published in 1970 made no bones about the “limited nature” of duties female ambulance staff could perform.
The theme of this International Women’s Year’s campaign is “Press for Progress” and it marks 100 years since women were given the right to vote. Much has changed in that time, thankfully!
The handbook, written by S Cripwell Morris, features a chapter entitled “The Role of the Ambulance Woman”. It reads: “Female ambulance attendants are employed by some Authorities, but obviously the duties which they can perform normally have to be of a limited nature.
“Their true value comes in the daily transportation of the more mobile out-patients, using the sitting-car type of vehicle, and in dealing with old people and children.
“I would not in any way decry the worth of female ambulance attendants, because they do most certainly ease the out-patient work-load, allowing more double (male) crews to be available for emergency work.
“The female ambulance attendant would be advised to undergo a period of training similar to that of her male counterpart, especially comprehensive first aid, kinetics, the handling of the elderly, and good road-craft. But perhaps some special emphasis might be placed on those more sedentary aspects of the service, i.e., work in Control, preparation of work, etc., in case relief should be required in that department.”
Those words of advice are a far cry from how things are done in 2018 – with women playing key roles in all areas of our organisation.
However, we may look back and laugh at the attitudes held then, but it may well be that the young people of today will, in future decades, look back at views they once held and feel horrified.
What might these flaws be? What else might our descendants condemn us for? If enough of us know the answer to that today, we really have no excuse but to act on it today – that’s why diversity and inclusion will never stop being on the agenda.
Next generation innovation is about being open, to collecting insights from anyone, anywhere, on any topic — and finding ways to constantly connect these seemingly unexpected dots to create new ideas and breakthroughs. The winners of the future will be those with access to new and unexpected forms of insights and partnerships.
Pips Bunce. A Director at Global Bank Credit Suisse dresses according to which gender appeals most on waking up in the morning.
Are you stereotyped by Artificial Intelligence?
Thursday 26th April
The conventional wisdom, often peddled by Silicon Valley, is that when it comes to bias in decision-making, artificial intelligence is the great equaliser. On the face of it, it makes sense: if we delegate complex decisions to AI, it becomes all about the math’s, cold calculations uncolored by the bias or prejudices we hold as people.
As we’ve entered the infancy of the AI age, the fallacy in this thinking has revealed itself in some spectacular ways. Have you noticed those assistants that execute basic tasks (Apple’s Siri, Amazon’s Alexa) have female voices, while more sophisticated problem-solving bots (IBM’s Watson, Microsoft’s Einstein) have male ones? What a surprise!
As with any new technology, artificial intelligence reflects the bias of its creators. Societal bias, the attribution of individuals or groups with distinct traits without any data to back it up, is a stubborn problem. Our introduction of artificial intelligence may be making it worse.
Artificial intelligence is already driving decision-making in a long list of parts of everyday life: loan-worthiness, emergency response, medical diagnosis, job candidate selection, criminal punishment, and educator performance to name but a few.
The idea that AI could function unaffected by bias reflects a misunderstanding of how the technology works. All machine intelligence is built upon training data that was, at some point, created by people. Recently, Microsoft introduced “Tay.ai” to the world, a conversational chatbot that would use live interactions on Twitter to get ‘smarter’ in real time. While Tay proved an impressively advanced conversationalist, after 24 hours on Twitter, he was also horribly racist and misogynist. Tay was removed immediately!
AI is only as effective as the data it is trained on. In Tay’s case, the machine intelligence is accurately reflecting the prejudices of the people it drew its training from. Machines place no value judgment on the data correlations they are given. It’s just math’s to them.
Recently, the AI community was left largely stunned when a study released by two researchers claimed that artificial intelligence could use facial recognition to tell if you were gay or straight. However, the AI was built using entirely white subjects, all of whom had posted their profiles on dating sites, along with their photographs, the study concluded that its neural technology could predict whether a person was gay or straight roughly over 70 percent of the time. Imagine being ‘outed’ or the ‘wrong’ profile coming up?
What is most important now is achieving diversity of backgrounds in teams designing and architecting AI systems, across race, gender, culture, sexuality and socioeconomic background. Anyone paying attention knows about the diversity challenges of any sector but given the clear bias problem and AI’s trajectory to touch all parts of our lives, there’s no more critical place than tech to attack the diversity problem in AI.
Diverse teams will be better equipped for another crucial step: removing bias from the training data that feeds machine intelligence. This means intentional screening of data to remove biased or limiting correlations (man = office, woman = kitchen, for instance). Teams will need to ensure fair and equal representation in training data. Otherwise, group think will just perpetuate conscious or unconscious bias and one day that could affect you too.
Can we learn from others & embrace cognitive diversity?
Thursday 5th April
The underlying psychological bias that results in what we recognise as “groupthink” behaviour is beginning to be well documented, with a greater focus on ensuring organisations actively seek more cognitive diversity in their teams to be successful.
Another term that has been commonly used to describe ‘group think’ is herding, it is in evidence all around us: in work, in the consumer world and particularly in emergency services. But why does herding happen?
Psychologists describe herding as social proof, a behaviour when people follow the actions of others in an attempt to reflect the “correct” behaviour for a given situation. This urge to conform to established patterns or to follow the lead of perceived authority figures, trendsetters or simply people “in the know” is the social glue that binds people into a herd.
The reality is that ‘group think’ is natural, we all feel comfortable when we are around people who have common perceptions, experiences and perspectives.
Social proof is in many aspects of our lives, this tendency to conform and follow can be beneficial. In fact, social proof is one of our key human traits.
The evidence suggests that the social proof bias is amplified in complex situations where the “right way” to act is ambiguous yet the importance of being accurate is critical. A work environment potentially, then, offers perfect conditions for social proof to operate in an exaggerated way, giving rise to the herd behaviour that can drive bubbles and bursts.
Herding with money
If any of you have made any forays into investments you may have seen how when stock markets are falling, there is a strong pull on investor emotions as social proof (and loss aversion) encourages them to sell if they see others doing so. Buy why? The evidence from behavioural finance suggests the answer to this question could be surprisingly irrational – that people sell because others are selling. Herding and group think are actively being played out.
The lesson for organisations now is that in the same way investors can fall into ‘group think’ so can hiring managers. If we keep recruiting in our own image and in the same pool of potential applicants we will keep the ‘group think’ intact and remain rigid compared to those organisations who are embracing cognitive diversity (different ways of thinking and doing things) and the creativity and innovation it brings with it.
Labels or no labels?
Thursday 29th March 2018
Armed with the millennial generation’s defining traits — Web savvy, boundless confidence and social networks that extend online and off, I thought I had understood the issues surrounding multi- generational work teams.
However, a conversation with my 15 year old nephew Nikhil and his friends raised the spectrum of Generation Z who are hot on the heels of the Millennial Generation who appear to be forging a political identity all of their own.
Having been to the London Pride Event our discussion turned to the LGBT agenda where it seems that generation Z is seeking something more radical: an upending of gender roles beyond the binary of male/female. The core question isn’t whom they love, but who they are — that is, identity as distinct from sexual orientation.
L.G.B.T.” includes lesbian, gay, bisexual and transgender —but the new vanguard wants a broader, more inclusive abbreviation.
Part of the solution has been to add more letters; the emerging rubric is “L.G.B.T.Q.I.A.,” which stands for different things, depending on whom you ask.
“Q” can mean “questioning” or “queer,” an umbrella term itself, formerly derogatory before it was appropriated by gay activists in the 1990s. “I” is for “intersex,” someone whose anatomy is not exclusively male or female. And “A” stands for “ally” (a friend of the cause) or “asexual,” characterised by the absence of sexual attraction.
It may be a mouthful, but it’s catching on, especially amongst some young people.
As Nikhil said to me when you see terms like L.G.B.T.Q.I.A., “it’s because people are seeing all the things that fall out of the binary, and demanding that a more inclusive name come into being”.
Still, the alphabet spaghetti of L.G.B.T.Q.I.A. may be difficult to sustain. In the next 10 or 20 years, the various categories heaped under the umbrella of L.G.B.T. could become quite quotidian.
Then Nikhil rattled off a list of gender identities, many culled from Wikipedia. “We have our lesbians, our gays,” he said, before adding, “bisexual, transsexual, queer, homosexual, and asexual.” He took a breath and continued. “Pansexual. Omni sexual. Trisexual. Agender. Bi-gender. Third gender. Transgender. Transvestite. Intersexual. Two-spirit. Hijra. Polyamorous,Cisgender, Gender fluid.”
In response to this growing trend some universities allow students to register their preferred pronouns in the university computer systems and the University of Lancaster UK has installed gender neutral toilets in the university’s library and Sugarhouse nightclub.
From a business perspective, it’s becoming more obvious that companies that want to reach teenage and Generation Z consumers (and talent) have to show they “get it.”
Facebook made it official last February when it told the world that limiting binary-gendered options is a thing of the past and added a third option to its standard male and female ones: custom.
From a drop-down menu, users can select from 58 different identities, including agender, androgyne, gender fluid, trans female, trans male, trans person, cisgender, and two-spirit. (Each term refers to a subtle variation of gender and sexual identity and expression.) For users who don’t fit into the 58 pre-populated list of gender identities, Facebook offers a 59th option: “fill in the blank.”
Four months after expanding its gender list in the US., the social media giant unrolled 70 custom gender options for its U.K. users, including intersex man, intersex woman, and asexual as well as allow users to choose either a female, male, or gender neutral pronouns.
The U.K. have now added the gender neutral title, Mx (which was also recently added to Oxford English Dictionary alongside the standard choices of Miss, Ms., Mrs., or Mr .Interestingly Mx still comes up as a spelling error on spell check.
Notably, a number of government forms and some banks allow for the term Mx.
We have an interesting time ahead. I wonder what being a champion for the LGBT community will look like in the future or what the world of diversity analytics will offer.