The Privilege Eruption

Esmond Baring, co-founder of Transforming Humanity from the Top Down and the Privileged Man Movement joins Kami and Ishreen to discuss his journey and how developing a growth mindset meant he was able to break free from the life he had been raised and conditioned to, finding his true self

He is passionate about supporting men to a true state of emotional and mental health and through the Privileged man movement works to help men rediscover their sense of  whole well-being and develop a growth mindset

KEY TAKEAWAYS

• I did what I thought I should do and what I was raised and conditioned to do
• The money wasn’t  a fair trade for the sacrifices I was making in my life but I didn’t know another way
• I began to understand that I was a privileged man, a product of my conditioning, not intentional choices
• The struggles led to healing and being able to make deliberate decisions about my life and direct my life with purpose giving not taking
• The inward journey is the one that really matters
• For men, there can be  issues around authenticity  and sharing vulnerability  
• The privileged man podcast was born from a place of loneliness and wanting to bring a community of men together
• It’s an emotional support group for men who want to come together to learn and grow
• As the heart opens deeper truths come through and men can reassess their priorities and whether changes need to be made

BEST MOMENTS

‘To be able to model healthy behaviours, we need to access healthy behaviours’

‘I was a fish trying to climb a tree in the banking world’

‘I didn’t realise there were other paths available to me in life’

‘To be authentic outwardly we have to be authentic inwardly’

RESOURCES FOR THIS EPISODE

https://www.theprivilegedman.com/

VALUABLE RESOURCES

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

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

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

Continuing the conversation with Jag Bassi, Kami and Ishreen discuss using agile methodology, celebrating effort and developing leaders to encourage a growth mindset and how these aspects are woven together through effective feedback
Jag has evolved a growth mindset for himself and his teams in a range of different organisations and discusses the ways you can learn from others, see opportunities, not obstacles and shares  informative content about the importance of an environment where feedback is effective both upwards, downwards and sideways in the organisation
KEY TAKEAWAYS

• You can learn from watching others, their mistakes and how they deal with them
• You have to deploy a strategy, something that works for you
• You have to see opportunities, not obstacles
• The most successful people are usually those who have failed the most
• You have to maintain positivity and relate to feedback as a gift
• In any organisation focusing on the flow of feedback is important
• Some of the best organisations have mature mechanisms for feedback to be provided upwards, downwards and sideways in the organisation
• Focusing on celebrating the effort, not the outcome increases positivity and makes individuals more responsive and less fearful of failure

BEST MOMENTS
‘Keep peeling back the layers and you will find the truth about yourself’
‘You have to put your arms around the setbacks’
‘Enjoy the journey and celebrate the effort’ 
VALUABLE RESOURCES
Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: [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 conversation with Jag Bassi, Kami and Ishreen discuss the importance of a growth mindset and how it complements psychological  safety
A growth mindset is an ability, a capability, a skill and a willingness to take the risk and undertake activities knowing that they may not be successful but that they are always an opportunity to learn, listen in and find out more
KEY TAKEAWAYS

• It's looking at yourself and wanting to be better tomorrow than you were today
• You have to let the growth mindset voice win
• The ‘can’t’ stops us from moving forward and learning
• How we treat our mistakes and respond to them is really important
• You need to make a decision each time based on the context of the situation
• Feedback is the raw material that you can use to develop and hone your skills
• Seek out coaching and development opportunities
• Give yourself time to assess and reflect on feedback

BEST MOMENTS
‘It’s taking the risk of failing and understanding it’s an opportunity to learn
‘You can’t take a confidence tablet
‘Psychological safety and growth mindset complement each other’
VALUABLE RESOURCES
Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: [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

Kami and Ishreen continue their conversation with Ian Webster, a Change Consultant who specialises in supporting organisations to bring together data-led elements with deep listening and empathetic facilitation

There is considerable research around psychological safety and  this episode will help to demystify what it really is and explores the links between performance, psychological safety and culture explaining  how role modelling is key across all levels within an organisation to facilitate inclusion and a sense of belonging

KEY TAKEAWAYS

• If the system was better designed then there would be more flow
• We can make the links between psychological safety and levels of performance in an organisation
• Impacting leadership influences cohesion and the ability to create a team that is valued and where the individuals are heard
• It all starts with an awareness of levels of psychological safety
• Speaking to the moment is about being able to talk something through
• Role modelling is a vital aspect and needs to be enabled from the most senior to the most junior role in an organisation
• It’s the silence that needs to be overcome in the organisation
• How we respond to mistakes can give traction to change in an organisation
• Tension is in its essence, energy and so when you can create the right language and environment people can express themselves

  BEST MOMENTS
‘Silence has become a strategy for navigating through an organisation’
‘In that moment it’s about being inclusive in your behaviours’
‘Role modelling at all levels is vital’
VALUABLE RESOURCES
Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: [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 Kami, Ishreen and Ian Webster explore the idea of psychological safety and demystify what it is and how it impacts an organisation

Ian is a change consultant with a passion for exploring  how the human dimensions of business can drive performance and in this lively discussion they unpick what psychological safety really is and how it is linked to the fundamental need we all have to belong

As the nature of teams in any organisation changes the need to understand more fully what psychological safety is key to creating diverse and high-performing teams

KEY TAKEAWAYS

• It’s the ability and belief people have that they can speak up
• It’s a primal need that we all have and is linked to belonging
• The interaction between the individuals in a team is vital for psychological safety
• People with different perspectives coming together can create high-performing teams if the individuals experience psychological safety
• Inclusion is what you need to pair with diversity to create high-performance teams  
• If you work towards psychological safety you will also meet many elements of inclusion
• Psychological safety is about what the group collectively believe
• In any organisation, the culture is made up of a series of subcultures and structures
• The management is a point of the high level of leverage for building psychological safety

BEST MOMENTS

‘It’s people feeling safe and that others have their back’

A greater degree of diversity creates greater potential’

‘You can’t have psychological safety unless you have trust as a foundation and they do interplay’

VALUABLE RESOURCES

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

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

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

Kami and Ishreen continue their conversation with Andrea Carter about the key barriers to evolving an inclusive culture in your  work organisation.

They discuss the parallels and alignment between privilege and belonging and how psychological safety could be an important factor that has to be there for belonging to be recognised along with the importance of  balance and why ultimately it’s about the impact of  privilege and belonging in any organisation

KEY TAKEAWAYS FROM ANDREA CARTER'S RESEARCH

• Comfort is experienced when employees feel seen.
• Connection is experienced when employees are known.
• Contribution is experienced when employees are valued.
• Psychological Safety is experienced when employees are accepted.
• Wellbeing is experienced when employees are cared about. 
• Psychological Safety is only one part of the brain recognizing belonging - the other factors are as important and all must be present.

BEST MOMENTS
‘For me belonging and privilege are two distinct things’
‘Psychological safety was previously often misunderstood but is a factor that has to be there’
‘It’s the impact of privilege and belonging that really counts’

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 GUEST

Andrea Carter is a Neuroscience-based Equity, Diversity, Inclusion & Belonging Senior Consultant & Strategist. Andrea holds her Master of Industrial & Organizational Psychology, with her primary mixed methods, grounded theory research mapping the effects, measurement and behaviours of belonging within the organizational structure as it integrates with the new employee market changes affecting human capital and performance, post-covid. Over the past two years, she has created the only validated organizational belongingness instrument tool to be used for Equity, Diversity, Inclusion and Belonging strategy that impacts corporate culture and governance. This tool allows organizations to score their workplace belongingness and integrate sustainable and measurable metrics into their business. 

Contact Email: [email protected]

Website: https://andreacarterconsulting.com/

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

Andrea Carter has just completed  seven years of research on primary belonging and in this episode, she discusses with Kami and Ishreen how belonging and privilege intersect

They discuss the misperception of belonging and what the primary indicators are and how being valued, empowered and accepted are based on connection, contribution and comfort within the workplace and how these are all connected to belonging

With belonging and privilege the key barriers to creating an inclusive culture this is a hugely informative listen

KEY TAKEAWAYS

• Belonging is not an aspect of  personality or something that diminishes performance standards
• Fitting in and belonging are two separate things and someone who fits in is expected to also belong
• When there is a reciprocal responsibility between the organisation, its cultures, its leaders and the individual employees' behaviours can be predicted and performance increased
• To fit in individuals ‘code switch ‘resulting in them not being able to be their authentic self
• There are five primary indicators for belonging - theses are are comfort, connection, contribution, psychological safety and wellbeing
• The more people feel they belong in an organisation the more access they have and the easier it is to succeed
• Being valued is an indicator of connection, being empowered indicates a value of contribution, and being accepted is a value of comfort
• If you experience belonging in the workplace you experience privilege
• Privilege and belonging intersect because belonging brings access to knowledge and information

BEST MOMENTS

‘The understanding of what belonging is can be misperceived and the responsibility for belonging is misplaced’

‘Until the organisation and the environment understand their part in creating belonging it will remain a barrier’

‘Belonging is as important as eating and drinking’

‘It produces a belonging score that is more accurate in allowing the voices that need to be heard because it balances them’

VALUABLE RESOURCES

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

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

Email: [email protected]

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

ABOUT THE GUEST

Andrea Carter is a Neuroscience-based Equity, Diversity, Inclusion & Belonging Senior Consultant & Strategist. Andrea holds her Master of Industrial & Organizational Psychology, with her primary mixed methods, grounded theory research mapping the effects, measurement and behaviours of belonging within the organizational structure as it integrates with the new employee market changes affecting human capital and performance, post-covid. Over the past two years, she has created the only validated organizational belongingness instrument tool to be used for Equity, Diversity, Inclusion and Belonging strategy that impacts corporate culture and governance. This tool allows organizations to score their workplace belongingness and integrate sustainable and measurable metrics into their business. 

Contact Email: [email protected]

Website: https://andreacarterconsulting.com/

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 season three of The Privilege Eruption, the focus is on organisational culture and looking at the wider cultural barriers that can potentially impact belonging and inclusion

As an introduction to the new season, Kami and Ishreeen discuss what culture is and how the structure and organisation of workplaces support systemic and individual privilege

This season is all about how to be ready and have the courage, commitment and tenacity to create an inclusive culture in your organisation. If you are ready to erupt privilege culture, listen in and find out more

KEY TAKEAWAYS

• Culture is about the way and how decisions are made and actions taken
• When organisations look at the wider culture first there is more chance of successful change
• The structural aspects of an organisation are hugely hierarchal
• The way people are organised to work on a daily basis has a huge impact
• There is a 5 state diagnosis that can be used to effectively know where an organisation is
• Privilege shows up in the mechanisms of the ways we work because it’s a reflection of our wider and legacy society
• Privilege is about the invisible rules from our communities that are brought into and used to navigate the workplace
• Systemic privilege is people who know the invisible rules and so have a higher chance of success
• Individual privilege is the access you have to resources and networks
• Structural privilege is how  things are organised, positional power and how we use it

BEST MOMENTS

‘This is how we do things around here’

‘We have to fundamentally address the wider organisational culture’

‘We have unconscious bias built into our culture fit practices’

VALUABLE RESOURCES

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

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

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

It’s a hidden problem but the privilege survey data shows there is clearly a need to address privilege in the workplace and in this episode hear more about the detailed data along with important insights from the privilege survey that provide a fascinating dialogue about what is happening within organisations.

Awareness of privilege and talking about the impact it has on organisations is what will bring change and there are practical steps that can be taken when you truly understand the issues and risks that privilege brings to any organisation  

KEY TAKEAWAYS

• Those who believe privilege is justified are part of the resistance group in an organisation trying to change
• Surfacing the subject of privilege is the only way to drive change
• The autocratic model of leadership has no place in large organisations and many are decentralising and empowering
• Privilege demotes people and creates risk in any organisation
• When people are put upon or privilege is exercised against them they exercise their right to remove themselves from the situation
• There is a broad perception of privilege being alive and significant in organisations, 81% said they’d experienced the use of privilege in the workplace
• 66% of respondents said privilege made them feel powerless, punished, or unsafe
• A more privilege-conscious organisation can still take further action to mitigate risk
• 94% felt the use of privilege whether conscious or unconscious had the potential to cause issues in an organisation
• Privilege can have a catastrophic impact on an organisation

BEST MOMENTS

‘When you start to curate and make privilege more conscious you obliterate the use of unconscious privilege’

‘There are some really dark consequences for the use of privilege’

‘Many reported the use of privilege as being unconscious’

VALUABLE RESOURCES

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

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

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 about data results from The Privilege Survey and what it means for organisations who want to be equitable

The purpose of the survey was to test the hypothesis that privilege is a hidden unconscious problem that has the potential to damage an organisation

The insights show that privilege is a hidden menace and if it’s not dealt with can stop

an organisation from moving forward successfully. There are some fascinating insights and statistics that clearly indicate the way forward

KEY TAKEAWAYS

• The eruption of privilege is bringing it to the surface
• People seeing privilege and thinking about it is the greatest gift you can give to any organisation
• Blame can come in many different ways and even in the best organisations, there is risk
• Purpose, the generation of value and integrity are all that matters
• When  integrity breaks there’s no coming back
• When you want to dismantle privilege you have to pay attention to the structural and historical elements of the organisation
• Around half of the respondents felt that privilege had a significant impact on their working lives
• Hardly anyone thought there was no such thing as privilege
• 73% thought that privilege was both inherited and earned while only 21% thought it was just inherited 

BEST MOMENTS

‘When you become aware of the issue you are far less likely to fall over it’

‘This trauma that’s been held by black and brown people for a number of years’

‘ When you are breaking through the constraints of privilege it can be emotional’

VALUABLE RESOURCES

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

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

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