Why Care?

“If you’re going through a recruitment process, instead of that idea of ‘how will this person fit into the company?’, it’s the question of ‘what will this person bring?’ How could they add into the culture of Innocent and into the way we do things?”

In this episode I am joined by Marta Pajón-Fustes, Head of Technical and Inclusion & Diversity at innocent drinks, to discuss Marta’s personal experience as a Spanish native living in the UK, and innocent’s innovative approach to Inclusion & Diversity.

We open the conversation by discussing Marta’s journey growing up in a small village in northern Spain, to moving to the UK and becoming a major change leader at innocent drinks. Marta shares the personal importance of her work at innocent and how human rights is at the centre of it, with innocent ensuring that even their suppliers have the same ethical values that it expects internally.

Marta shares a formative moment when two employees who job-shared applied for a promotion and how it raised questions on how Marta and her team should redesign the hiring process to accommodate for this. We have an insightful discussion about inclusive job design and the merits of job sharing in general.

We also discuss how we have personally experienced micro-aggressions and subtle acts of exclusion in our lives. Marta shares how the people who work at innocent are the backbone of their ‘people culture’ and the importance of managing a flexible, agile and reactive company culture. We then discuss Covid-19’s effect on this culture and how innocent maintained a “Whatever you need, just say. There is nothing out of the option here” approach to help the employees navigate the unique and challenging situation.

The conversation then turns to best practice in inclusive recruitment and how companies should focus on the idea of ‘culture add’ - what a candidate would bring to the role and company - rather than the idea of ‘culture fit’ - trying to squeeze a candidate into a particular gap.

We close the conversation by discussing innocent’s innovative process for measuring Inclusion & Diversity within the company.

Links

For more from Marta Pajón-Fustes, find her on LinkedIn here.

A few related articles:

https://www.linkedin.com/pulse/national-inclusion-week-marta-pajon/

https://www.linkedin.com/pulse/marta-pajon-fustes-head-technical-innocent-drinks-paul-edwards/?articleId=6641659823391944704

https://www.linkedin.com/posts/martapajon_3-key-points-im-type-1-diabetic-activity-6795242947085385729-FJoC

For more from innocent drinks, you can visit their website here: https://www.innocentdrinks.co.uk/

To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

“Discussions are not just about the [employee] population who we have, it’s about their network, their families members, their friends. … It’s not just about the demographics we replicate, it’s about everybody else, because we are all diverse ultimately.”

In this episode I talk with Christian Hug, the Vice President of LifeWorks & Inclusion at Discovery, the company behind the popular television channels: Discovery Channel, Animal Planet, Science Channel and TLC. Christian reflects with me on the journey that lead him to his role, including the passion for travel and diversity passed down to him from his parents.

After opening the episode with our discussion about Christian’s remarkable journey in his career, we move on to discussing the changes Christian has seen in the approaches companies have had towards EDI (Equality, Diversity and Inclusion) strategies over his 20+ years’ experience in the field. This includes the rise of employee networks, such as women’s networks or LGBTQ+ networks, and the spark that the recent Black Lives Matter movement has endowed to the EDI sector causing a real growth in engagement.

We move on to discussing how Discovery wants its employees to “bring [their] whole self to work”. To do so, they use a Multicultural Alliance (MCA) Monday to bring conversations about Equality, Diversity and Inclusion into their employees’ working week, and we look at how this rotates around Discovery’s global regional groups to ensure it is not dominated by the US division.

Christian then expands on this topic, explaining how different regions and countries have different concerns, for example the UK has a greater focus on social mobility compared to the US and there are large conversations around skin tone in India. This means different approaches must be taken to tailor the discussions to engage regional employee bases. He expands on this further by discussing how some topics may have different stigma (or even legality) in different countries, such as LGBTQ+ issues, and how this must be considered whilst also not silencing the discussions.

Ultimately, this conversation develops into how to best manage a global EDI strategy for a multi-national company. Christian suggests that companies must have global principles on Equality, Diversity and Inclusion that are then interpreted and implemented at the local level for goals and activities.

We then finish the conversation with Christian leaving us his advice on how to find employees with the passions necessary for EDI, and how to nurture these employees into change leaders.

Links

For more from Christian Hug visit: www.christian-hug.net/, or find him at LinkedIn at: www.linkedin.com/in/christian-hug-2b19b61/

Or for more from Discovery visit: https://corporate.discovery.com/

Find MyGWork, the LGBTQ+ professional group Christian mentions at www.mygwork.com

“There is broadening acceptance in society, which means some of these identities that have been more at the margins have had the opportunity to appear and flourish. It doesn’t mean they haven’t been there - they’ve always been there. It’s just becoming more visible to those outside of the community”.

In this episode I talk with Bendita Cynthia Malakia, Global Head of Diversity and Inclusion at Hogan Lovells, an international law firm, as she reflects on her accomplished career as a female, black lawyer who identifies as queer.

Bendita discusses her view that the commonly used abbreviation of EDI (Equality, Diversity and Inclusion) should further become JEDI, to incorporate Justice, which is especially pertinent to legal professions. She goes on to discuss how some professionals can view justice, equity and equality to be at odds each other, but this shouldn’t be the case.

We have an in-depth discussion on the LGBTQ+ acronym, it’s expansions (such as LGBTQQIAAP2S), and how it has evolved so quickly in the last decade. Bendita explains what each letter refers to, what these identities are and mean, how many people may use umbrella terms such as “gay” or “queer” instead, and the unique experiences and treatment that bisexual individuals face.

Bendita offers her advice on the best ways to respectfully approach minority groups without being offensive or burdensome, and how stating your pronouns has become a popular way to visibly show allyship, but may not be suitable for all scenarios or industries.

Finally, Bendita illuminates me on Hogan Lovells Bias Interruption pilot, in which she works with hiring teams to “provide a little bit of education….remind [them] of what our firm goals are and where they stand in respect to those firm goals…..give information about what they can’t do [in regards to bias]”.

We then close the conversation by talking about how individuals or organisations can start their JEDI journey and become change leaders. She encourages JEDI advocates to “stay in the game, stay in the deep end”.

Links

For more from Bendita Cynthia Malakia go to her website at www.benditamalakia.com

Or Hogan Lovells’ website at https://www.hoganlovells.com/en/malakia-bendita-cynthia

Connect with Bendita: https://www.linkedin.com/in/bendita/

You can find Bendita’s article I mentioned on Biphobia in the workplace here

Links to some of Bendita’s other articles:

https://www.law.com/nationallawjournal/2020/03/06/how-law-firms-can-move-beyond-the-diversity-echo-chamber/

https://www.ellevatenetwork.com/articles/11134-feeling-overworked-with-limited-negotiating-power-you-need-an-efficiency-advocate

https://www.ellevatenetwork.com/articles/10846-dear-beloved-black-people-working-to-make-it-through-in-an-environment-that-may-not-understand-you

https://soundcloud.com/elevatetogetherpodcast/bendita-cynthia-malakia-adjust-for-unconscious-bias

“To ignore reality for as long as people have is a cultural illness, quite frankly – a delusion”

In this episode Nadia talks to Andrew Fairbairn, Chief Executive Officer and Founder of Sponsors for Educational Opportunity (SEO) London, a Charity set up engage young people from low socio-economic backgrounds and create opportunities for them that would otherwise have been unlikely for them to attain due to societal inequity.

Andrew discusses the intersectionality between ethnicity and socio-economic status which can doubly disadvantage these young people, resulting in a lack of access to professional career paths and low self-worth driven by their lived experiences in these domains.

He explains how SEO London aims to combat this by working on a daily basis with a broad spectrum of front office executives and HR leaders at global multinationals to offer placements to talented young people on the programme.  The programme encourages student self-belief, and provides them with the skills needed to thrive in the corporate world.

Andrew talks of the bigger picture. “It’s not about you, it’s about those who come after you”. He hopes that their work can go on to create a ripple effect of workplace opportunity for underrepresented groups and that a community of like-minded people will emerge who not only want to develop themselves but also the community at large.

Finally, Andrew leaves us with his thoughts on the intersectional impact of COVID-19 on those from ethnic minority and low socio-economic backgrounds and the importance of acknowledging this in order to create equity in our society.

Show links:

SEO London’s Website 

SEO London LinkedIn

SEO London Instagram

SEO London Twitter

Get in touch with Andrew at:

Andrew’s LinkedIn Profile

Email: [email protected]

“The world is set up for neurotypical people and when someone who is neurodiverse tries to fit into that neurotypical world, that can create a lot of stresses and strains on them mentally, that then manifest themselves in kind of broader mental health issues. That is not to say that everyone who is neurodiverse has a mental health challenge as well, but there is a very strong correlation between the two.”

In this episode Nadia talks to Sean Betts, Managing Director at Annalect, the data, technology and analytics company within the Omnicom Media Group, who looks back at a highly successful career in the media industry. He discusses his experience of burn-out, depression and anxiety and describes what happened after his return after having time off for mental health reasons.

On a mission to break the stigma that people with mental health problems and neurodiversity face in the workplace, he has since not only been a vocal advocate and public speaker on the topic, but also created a storytelling and support site and organisation for the neurodivergent community and for those who have experienced mental health issues: Mihnd (see link below).

Sean explains what neurodiversity is and the challenges neurodiverse people are facing in the workplace. He highlights the benefits for organisations when hiring these individuals and how these efforts need a different approach in the recruitment process. Finally Sean leaves us with valuable advice for organisations and all of us, to get more comfortable in being uncomfortable and practice more listening and learning, as stigma comes from misunderstanding.

More about Sean and his mission to destigmatises mental health and neurodiversity:

Sean’s LinkedIn Profile: https://www.linkedin.com/in/seanbetts/

Mihnd Website: https://www.mihnd.co.uk/

Auticon: https://auticon.co.uk

“And then there is the opportunity to flip it on it’s head. Rather than seeing it as a burden or another thing to manage, inclusive leadership and driving a successful D&I agenda actually has the potential to be a huge source of energy.”

In this episode I talk to Eric Pliner, CEO of YSC Consulting, a global leadership consulting firm, which has partnered with nearly 20% of the Global Fortune 500 to help leaders achieve their future business strategies. He has written many insightful articles on leadership development and diversity and inclusion for Harvard Business Review, Forbes, Fortune and Fast Company (see links below) whilst also being a talented playwright! Eric shares his unusual career path from working in education to the performing arts and his conscious exploration into the private sector.

Together we take a deep dive into the combined impact of the pandemic and the #BlackLivesMatter movement, the challenges for leadership and advice for organisations as they face potentially a tough journey ahead. We explore what inclusive leadership means, the traits of an inclusive leader and how it all starts from a place of being a learner and listening. Eric speaks about the greatest public health crisis of our lifetimes, institutionalised racism, and he points out how connecting with each other’s humanity is more important than ever.

Whilst revealing some manifestations of exclusion he still experiences as part of a minority group himself, he brings many convincing perspectives to Diversity & Inclusion and calls for leaders not to see it as a burden, but to embrace the opportunity as source of positive energy that will benefit the whole organisation. I hope you will feel as inspired and energised by listening as I did by talking to Eric!

Show links:

A Framework for Leaders Facing Difficult Decisions - Harvard Business Review, 2020

Holding Difficult Conversations: Tips For Leaders - Forbes, 2020

Legal protections for LGBTQ people at work - Fortune, 2020

How to Get Your Diversity & Inclusion Initiative Back on Track - Fast Company 2020

“You are far more likely to work with somebody that is experiencing suicidal thoughts than with somebody that is about to have a heart attack”

In this episode I have a powerful and inspiring conversation with Emma Mainoo, Partner and Head of Mental Health at Utopia, the culture-change consultancy I collaborate with, which works with businesses to create more purposeful, more inclusive, and more entrepreneurial cultures. She is the creator of the platform Surviving Sundays, a Mental Health First Aid Course instructor and a remarkable keynote speaker on mental health.

Emma shares with us her personal experience from being an extraordinarily successful Marketing and PR professional who has worked on award winning campaigns with leading brands, to experiencing life-threatening depression and a total mental breakdown and the subsequent healing process she went through. She now helps leading companies to address the increasing problem of tackling mental health issues amongst their workforce with her unique and taboo-breaking perspective.

Together we explore the impact of the pandemic on people’s mental health and we discuss the link to the #BlackLivesMatter movement and how it affected us. Emma explains some actionable steps organisations need to take to create a culture where people feel like they can speak out and people know how to reach in. You can also hear about Mental Health First Aid training and why it is now a necessity for any successful and creative organisation. I have thoroughly enjoyed and learned from this conversation and I hope you will too.

Show links:

Surviving Sundays: www.survivingsundays.com on Instagram @surviving_sundays

Emma Mainoo on LinkedIn

Utopia: www.weareutopia.co on Instagram @weareutopians and LinkedIn

“Most work-family policies and the whole way work is set up is still based on a really outdated model of what a family is.”

In this episode I talk to Dr Laura Radcliffe, Senior Lecturer in Organisational Behaviour at the University of Liverpool and author of many research papers on the topic of parenting and work-life balance. Together we published the Business in the Community Equal Lives: Parenthood and Caring in the Workplace Report in 2018, where we shed light on the barriers men face to get more involved in their caring roles.

We discuss what fundamental changes society and organisations need to embrace to achieve more gender equality and explore topics like maternal gatekeeping and the importance of making male caring visible at work. We talk about the relationship between equal parenting and wellbeing, as well as the impact of work-family conflict for both.

Laura also gives us an interesting preview into her current research project, due to be published this year, where she studies single parents at work as well as blended families. We hear how 1 in 4 families are single parents, 90% of them women and how the current system fails them as they struggle to fulfil society’s expectations. The norms of being a good worker and a good mother at the same time are completely opposite to each other and therefore unobtainable.

Maybe the global pandemic and its profound implications on how we work has been a reset and started the momentum for a fundamental change so employment and wellbeing can be possible for anyone with caring roles?

Show links:

Laura’s University of Liverpool Page

Laura’s Linkedin Profile

Find her on Twitter @laurasue888

“The puzzle is solved when all sides are equal, and it takes time and patience.”

In this episode I talk to Christina Brooks, an exceptional talent acquisition expert with 15 years industry experience and Co-founder of executive search firm Ruebik, a name that represents an analogy of D&I and the famous cube game. Remarkably, her firm is the only executive search company to offer a one-year onboarding service and coaching programme to support the transition of a candidate with a diverse background. They have also developed a unique internal digital platform for talent pipelining.

Together we explore the challenges faced by organisations when they attempt to bring in diverse talent without dedicating the time to promote the right mindset and culture. We also discuss why diverse executive disruptors are needed in every industry. She gives us answers on what organisations can do in the short term to attract and retain this diverse talent.

At the time of recording, George Floyd’s murder was breaking news so it led to an insightful discussion on race and racism. Christina offers her insights about the challenges Black people face in the UK and she tells us about her volunteer work with young adults with behavioural issues and offenders. We discuss how we all can become more culturally intelligent and what role curiosity and creating safe spaces to talk play in the solution. She leaves us all some great recommendations on how organisations should be responding to the #Blacklivesmatter movement.

Show links:

Ruebik website: https://ruebik.com/

Christina’s Linkedin Profile

“People would say ‘oh I heard you’re going on a long holiday?’ and I’m like, ‘No, no, no I’m not going on a long holiday!’ And that’s what people think it is - 3 months of fun! It’s not fun – it’s amazing, but it’s challenging”

Yash Puri has been working in the financial sector for 20 years and was one of the under 2% of entitled fathers, who decided to take 3 months of shared parental leave with his second child. He was featured in the widely shared BBC article “Millennial men demand better parental leave” and has since then founded the blog  and networking site Papa Penguin, where he shares many other stories of other dads taking an active role in raising their children and the impact on mother’s lives.

In this episode Yash shares his story on how he was a pioneer in his company to make use of the UK shared parental leave policy introduced in 2015 and how his organisation reacted to it. Yash likes to make a point that his active and visible role as a father should not be considered remarkable and refuses to be called a role model. He gives us insights into what is unique about millennial fathers and sheds light on the special circumstances and social expectations in the Asian community.

Together we explore what organisations can do to enable fathers to actively embrace caring for their children because, as Yash puts it, “Before you know it, they are not going to need you anymore.” I very much share his dream that one day the topic of gender division in parenting roles will hopefully not be a conversation for our children anymore.

Show links:

Papa Penguin Blog: https://papapenguin.org/blog/

Yash Puri on Linkedin: https://www.linkedin.com/in/yashpuri/

Follow Yash on Instagram: https://www.instagram.com/papapenguinblog/