The Privilege Eruption

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

Email: [email protected]

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.

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/ishreenbradley/

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

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

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

1. 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.

2. 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.

3. 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.

4. 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.

5. 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

1. "For a start, don't say that everyone's on the spectrum, because fundamentally ableist thing to say."

2. "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."

3. "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."

4. "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."

5. "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

Email: [email protected]

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.

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/

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

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

Email: [email protected]

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.

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/

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

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

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

BEST MOMENTS

1. "There was nowhere I could go that saw me as a global majority employee who is a parent of a neurodivergent child."

2. "You can create so much harm if you're encouraging your staff to be themselves but not providing a psychologically safe environment."

3. "Only 11% said that after they had disclosed their neurodivergence, they didn't experience any discriminational barriers."

4. "Relative privilege is fundamentally something that shows up in so many different contexts, where people's position and power shifts dynamically."

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

Email:[email protected]

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.

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/

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

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

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 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

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

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

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

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 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

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

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 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

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

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 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

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

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 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