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

Email: [email protected]

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 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.

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

 

 

 

 

 

 

 

 

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