By Gretchen Betts
The podcast currently has 18 episodes available.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this concluding episode, hosts Gretchen and Olivia, discuss the key takeaways from Series 2.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this eighth episode, hosts Gretchen and Olivia, discuss Practicality and Language with their guest Anj Handa - Founder of Inspiring Women Changemakers.
Anj supports organisations by working with them to keep their policies and practices up to date in relation to inclusive communications, diversity, and good governance. Diversity underpins everything.
Anj talks to us about how businesses need to be aware of what’s really going on in their working environment.
If we collect the information, provide a healthy workspace, and provide the training to facilitate this this will lead to better diversity and inclusion outcomes.
If people in roles of leadership aren’t diverse. What difference will the changes truly make?
Key Take Aways from this episode:
Get comfortable with being uncomfortable. Don’t be complicit. If you see something is wrong, say something.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this eighth episode, hosts Gretchen and Olivia, discuss Hormonal Health with their guests Julie Flynn – Founder and Financial Coach Ebb and Flow and Cathy Brennan – Associate Financial Planning Director at Investec Wealth & Investment UK.
Hormonal Health is an invisible condition which people can experience in their lifetime.
In this episode we discuss a variety, including:
Some statistics around these topics are:
We speak about how normalising conversations about hormal health is vital for Businesses and employees and for financial advisers a knowledge and level of understanding is vital for when advising women.
We talk about as businesses how can we create adaptable, safe working environments to get the best of people, but also to support people and let them know they are still valued.
This is relevent to people we work with every day - at least 50% of the population will go through hormonal health issues in their lifetime.
Conversations need to happen openly, without any shame.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this seventh episode, hosts Gretchen and Olivia, discuss Class Wealth and Social Deprivation with their guests
· Steve Chatterton - Head of Relationships at Citywire
· Laurie Frankland - New Horizons Project
There is a deep societal problem. A tacit agreement that continues to be an approach that it’s ok to have those who have and those who have nots. This needs to change. It’s wrapped up in the historical narrative of our country. Opportunities are not equal, but they should be, shouldn’t they?
We don’t inspire potential in the young people. There’s no American Dream in this country. We’re just happy to let young people work it out for themselves. And that is NOT ok.
Young people need to be educated to know that no one is going to do it for you. But you can do anything that you put your mind to in this world.
Social Mobility is in decline in this country, we are ranked 21st globally, and we are the lowest performing country in the G7 Nations.
Culturally we don’t talk about money. Many people are not able to take advantage of financial planning opportunities. People perceive it as elitist, something for rich people, to make them richer. Talking to people about debt can be emotional and an extremely vulnerable conversation to have. There needs to be a level of trust.
There needs to be a better understanding of low incomes meaning high outgoings. The less you have, the more things cost. If you can’t afford to live where you work, you must pay for travel, and extra childcare to allow for travel times. You can’t take advantage of online deals if you don’t have access to the internet – of which many people don’t.
If you are financially secure you can invest, save, and insure, making yourself more financially secure.
There is an opportunity in the financial world to mentor young children, to educate them and inspire them about money and be the male role model, of which many may not have had.
There are resources out there which can help. Citizens Advice are extremely helpful and have a section on their website in relation to Financial Planning. There’s also a government scheme called Money Helper. There may be opportunities for the financial profession to work alongside these organisations, which have already developed trust within society.
The profession should look to become allies with third sector support that already exist. When organisations get together, it can lead to innovation and problem solving, through combining expertise.
There’s so much potential to do more.
Key Take Aways from this episode
Get comfortable with being uncomfortable. Don’t be complicit. If you see something is wrong, say something.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this sixth episode, hosts Gretchen and Olivia, discuss Social Mobility and Positive Inclusion with their guest Ben Sampson – Head of Employment & Skills at Voluntary Norfolk.
What social mobility means is to ensure that the circumstances of which people are born into, don’t dictate what they achieve in their life.
We’d all like to live in a country where people born into low-income families, have the same opportunities as those born into more privileged circumstances.
Unfortunately, in the UK this isn’t the case, we have one of the poorest levels of social mobility in the developed world. Something as a country we need to reflect on.
Nearly 1 in 3 children in the UK currently live in poverty. By the age of 5, children from more deprived areas are only achieving 75% of their key stage 2 expected levels, compared to those of privileged areas achieving 97%.
Social mobility affects us from birth, through early years childhood to education. Meaning if you’re behind at 5 years old, chances are you going to be behind and have less career opportunities, and less social opportunities to pull yourself out of that social area when you’re old enough to make your own decisions and choices.
We are all born into a society, and we grow up in it. As we grow we develop biases, unconsciously. Positive and negative. We happen to like people who are the same as us. It can lead to biases about people who are different to us. Gender, race, sexuality, geography.
Awareness isn’t enough, but it is the first step.
Do you know your workforce?
Do you know their backgrounds?
By having that information, you can provide a more inclusive environment. It enables you to get more out of your staff. It’s a great place to start. You can then alter your recruitment process to encourage getting more diversity through the doors.
If businesses start to focus less on experience and qualifications and more on what applicants include in the personal statement, they will open a huge portfolio of incredibly talented individuals who have great ideas and who would be huge assets to a company.
Give people a chance to talk about themselves, and you will uncover all sorts of people who haven’t come through the standard system.
Key Take Aways from this episode
Get comfortable with being uncomfortable. Don’t be complicit. If you see something is wrong, say something.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this fifth episode, hosts Gretchen and Olivia, discuss Neurodiversity with their guests
· Emily Kenna – Director at Sense Risk Solutions
· Tim Mann – Director of Blackfield Creatives CIC
For Tim Neurodiversity means simply a ‘different functioning brain’. For Emily, the same, that the brain is wired differently to that of someone who may be ‘Neuro-Typical’.
We discuss that our guests believe businesses are missing out on a huge trick is they are not Neurodiverse. Like those with physical disabilities, if the tools and solutions are put in place, (a wheelchair ramp for example) individuals can thrive.
We all like to surround ourselves with people who are like us, naturally. So we struggle to be around those who are different, but we must learn to break down this ingrained characteristic.
Between 15-40% of people are Neurodiverse, so if businesses are not looking at their workforce and actively seeking diversity, they’re not catering for the wider population. By not thinking the way that society does, businesses are limiting what they can offer to clients.
Embracing differences can be a positive thing. It can feel uncomfortable for a lot of people. But as a business, it’s important that people are open minded and open to thinking about different ideas. Bringing neurodiversity into your workforce can only have a positive impact.
Building in bridges to enable everyone to take part and everyone to come up with solutions. And to listen to the difference and not be intimidated by that difference.
If you bring more differences into an organisation, some people may feel that they’re losing out. There may be less opportunities for those who previously have had the whole ‘playing field’.
It’s tough to talk about, but society can only be a better place if more people are accepted into the working environment. Businesses would be more successful, more creative, and become more appealing to potential clients.
It is extremely hard to get large organisations to embrace these changes, if it hasn’t been touched them. If individuals haven’t had an experience which has impacted them. For so many people, they struggle to embrace this topic.
Key Take Aways from this episode
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Welcome to the Financial Changemakers podcast with Gretchen Betts – Managing Director at Magenta Financial Planning and Olivia Parnell – Coach, New Horizons, Voluntary Norfolk.
This podcast series is for you if you are interested in learning about diversity and inclusion and are keen to embrace and make positive change in your life, business, management style or company ethos.
In this fourth episode, hosts Gretchen and Olivia, discuss Body Image with their guests
· Suzanne Samaka – recent founder of #HonestyAboutEditing Campaign to protect young people’s self-esteem and help them have a more positive body image.
· James Rae Parnell - curator, educator, and dancer based in the Hague, NL
The subject of Body Image affects every one of us. The expectations we have in ourselves are ingrained in our unconscious bias.
Body image is extremely fragile, more so than we sometimes realise.
Within the corporate world, a lot is needed to be done regarding what is deemed ‘Professional’ from an image perspective. From hair styling, body piercings, clothing choices, make up choices.
Individuals should be able to express themselves openly. It should not be a tick box exercise, actual change is needed, now.
People need to be able to bring their authentic self to work. If people aren’t given the environment to do this, they’re never going to produce their best work.
Representing as many people as possible within your business, encourages people to be more comfortable with themselves, in the workplace. In turn, offering clients more confidence that they are represented, and will received the best service, for them.
A more diverse work force makes a better workplace. Individuals who are better skilled, and better equipped to offer more options for clients, which makes for good business!
Taking the time to understand the importance of greater diversity within the workplace and taking steps to encourage and actively seek a greater diversity can only be a good thing.
Key Take Aways from this episode
Get comfortable with being uncomfortable. Don’t be complicit. If you see something is wrong, say something.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker.
Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.
Get comfortable with being uncomfortable. Don’t be complicit. If you see something is wrong, say something.
This podcast series is about creating a safe place for discussion and ultimately enabling you, our listener, to be a Changemaker. Let’s listen. Let’s Discuss. Let’s Learn. Let’s Implement Positive Change.The podcast currently has 18 episodes available.