As we mark the 52nd issue of the Radio SLS 360 newsletter, we looked through engagement numbers and feedback and came up with the top 10 Radio SLS 360 newsletter topics for 2024. Enjoy!
1) Diversity during the holidays: Not everyone celebrates Christmas! - Episode 5
To those who celebrate the Christian festival of Christmas, it can be easy to assume everyone does and this can easily overlook other religions and their festivals.
Millions of people in the UK and US don't celebrate Christmas such as Buddhists, Muslims, Hindus, and Jews - among others, or are individuals with no religious affiliation - atheists or agnostics. For them, during December they often have to make all the hustle and bustle and associated events of the season (secret Santa anyone?) a manageable situation.
So what should organisations do to build awareness of diversity when it comes to festivals and celebrations? Here are a few suggestions...
1. Mark your calendars with holidays like Hanukkah, Ramadan, Kwanzaa and Diwali for example. Find out the dates and record them as reminders. If you send out greetings about Christmas, send one out for other holidays too.
2. Practice respect for these special dates and plan events and meetings around various religious holidays. Don't serve a holiday luncheon on the day when some employees may be fasting for Ramadan for example.
3. Remember that people celebrate a variety of holidays during this time of year, and some people choose to celebrate none. Don't make assumptions about people, but on the same note, don't be afraid to ask people what holidays they celebrate. Being curious creates an opportunity to learn about different cultures, religions, and the traditions that are followed.
4. Make sure that your end of year party isn't a Christmas party in disguise. If possible, make the decorations and food general and not specific to any religion.
2) New Year, New You, New Culture? - Episode 7
Happy New Year! 2024 has begun with all the usual goal setting, resolutions and declarations of doing things differently! Or so it seems... Here at SLS 360 we are champion organisations who reflect on past behaviours, outcomes and actions and take steps to do better or differently this year. But for all the New Year’s resolutions made, sadly, without real intentionality and focus, for many organisations it will still be business as usual when it comes to culture. Not a bad thing for some (if it ain't broke, don't fix it as they say!) but all to often, the people negatively affected by the 'status quo' face yet another year of pain, job hunting, Sunday night scaries 😱 and other factors which inevitably affect their ability to be productive by bringing their best selves to work. So, in the spirit of getting ahead of the curve, here are some New Year's resolutions that your organisations should consider for 2024 to help support and create an inclusive culture.
🎯 Increased need for trauma informed training. The last few years events, racial and political unrest and the current world conflicts mean that training will need to be sensitive, considered and increase awareness on how to support people who come to work claiming they are ‘fine’. (Spoiler alert: they probably aren’t!)
🎯 A need for continued courageous conversations (especially about race, equity, gender and belonging and training for leaders on how to facilitate them). Yes we need to ensure talk turns into action but we don’t just stop talking. We need to step it up a gear (Spoiler alert: it’s not always comfortable!)
🎯 More pressure to prove the effectiveness, business case and return on investment (ROI) to push for continued efforts in embedding principles of equity, diversity and inclusion in organisations. Some organisations will be tempted to give up, scale back or question. Re-assess yes, course correct, most definitely but most importantly KEEP GOING!
Despite many attempts by those in positions of power here in the UK and in the US, to discredit and undermine DEI efforts, organisations who want to succeed know that the human experience is key to this and requires the same laser focus and data driven approach as any other key business imperative.
3) What Gets Measured, Gets Managed! - Episode 9
My personal trainer and coach, Greg Fearon, made this statement early on in my health and fitness journey. What gets measured gets managed.
In the context of personal training and health if you don't track what you're doing, in regards to of your frequency of exercise or the weights you use. If you have no idea of the calories consumed, your protein intake or level of hydration. If you don't measure your gains in terms of your muscle density, or your losses, potentially in terms of body fat, or weight... then you will never know how you're doing, what is working and what isn’t. This is key in order to measure impact and success. It also means that you have to plan ahead on how and when to track this data to collect the results.
When I first started my journey with Greg, my goal, like many, was to lose weight. The questions I asked were all based around this goal which at the time) I believed was what I wanted. Through tracking data I realised that even when the weight didn’t move much (1-2kg) I had actually lost 2 inches off my waist, reduced my visceral fat and was able to fit into clothes I hadn’t work since my 30’s! 😜I realised the goal is to look and feel healthier and fitter not simply be lighter.
So my goals now are to increase fitness, gain better health, reduce fat and live longer. By tracking and measuring I can see over a set period of time, my achievements and where and how I need to course correct.
This applies to EDI. Too often organisations are taking actions but have the wrong goal or are not measuring impact. And it's really difficult to show impact if you don't have measurement metrics to track in place from the very start.
Here at SLS 360 we LOVE data and are here to support you. Our data specialist associate, Marina Tejano-Garcia is on hand to help with questions and can turn your data into reports to support you with funding applications or present to senior leaders if you are struggling to get them to invest in ED&I.
4) 17 Statistics Highlighting the Importance of Workplace Diversity and Inclusion - Episode 4
In recent years, discussions on discrimination have taken centre stage, and the workplace has not been exempt from this scrutiny. Striving for a diverse and inclusive workplace should be a priority for every employer but often the pursuit of levelling the playing field and fostering equality in the work environment is regarded as a tick-a-box exercise.
Numerous studies highlight the positive outcomes of diverse workplaces, demonstrating improved results and heightened employee satisfaction. One study by InStride found that 96% of business leaders acknowledge that workforce education programs and training focusing on diversity and inclusion play a pivotal role in driving business growth and securing a sustainable competitive advantage.
Key Statistics on Workplace Diversity and Inclusion include:
1. Inclusive companies are 1.7 times more likely to lead in innovation.
2. Companies with high racial diversity experience a 15-fold increase in sales revenue.
3. Inclusive teams make business decisions twice as fast and with better outcomes.
4. Diverse companies are 70% more likely to successfully penetrate new markets.
5. More than 3 in 4 job seekers consider diversity a crucial factor when evaluating job offers.
Although the reason for D&I shouldn’t focus solely on the business case, studies like these are useful to present to those who need evidence before taking action. Check out this link for the full list of statistics.
5) Breaking Down Ageism in the Workplace - Episode 16
When you think about recruitment, how often do you think about employing people over 65? According to data from the Office for National Statistics (ONS) and the Chartered Institute of Personnel and Development (CIPD), in 2021 approximately 10.8 million people aged 50 and over were in employment in the UK, accounting for nearly one-third of the workforce. Research shows that the employment rate for older workers has been steadily increasing in recent years, with more individuals choosing to work beyond traditional retirement age.
However, older workers are more likely to experience long-term unemployment compared to their younger counterparts, highlighting persistent challenges in the job market. Women, particularly those in mid-to-late career stages, often experience ageism compounded by gender bias, leading to decreased opportunities for advancement and professional development. So what key factors contribute to ageism in the UK workplace?
Stereotypes and Misconceptions: Negative stereotypes about older workers, such as being technologically inept or resistant to change, contribute to age-based discrimination.
Youth-Centric Culture: Many industries and workplaces prioritise youthfulness and innovation, inadvertently marginalising older employees who may bring valuable experience and wisdom.
Perceived Productivity and Health Concerns: Employers may harbour concerns about the productivity and health of older workers, leading to biased hiring practices and limited career advancement opportunities.
Lack of Training and Upskilling: Older workers may face challenges in accessing training and development opportunities, perpetuating the stereotype of being outdated or irrelevant.
There are ways to combat ageism but it requires concerted efforts from employers, policymakers, and society as a whole. Actions you can take include:
Promote Diversity and Inclusion Initiatives: Prioritise diversity and inclusion efforts that encompass age diversity, fostering an environment where employees of all ages feel valued and respected.
Implement Age-Neutral Recruitment Practices: Ensure you adopt recruitment processes that focus on skills, qualifications, and experience rather than age, ensuring fair consideration for all candidates.
Provide Training and Development Opportunities: Invest in training and upskilling programs for older workers to help bridge the skills gap and demonstrate their ongoing value to the organisation.
Challenge Stereotypes and Bias: Encourage open dialogue and education about ageism in the workplace, challenging stereotypes and promoting intergenerational collaboration and understanding.
Offer Flexible Work Arrangements: Flexible work arrangements, such as part-time schedules or remote work options, can accommodate the diverse needs of older workers and enhance their work-life balance.
Another effective strategy for combating ageism and bridging generational divides in the workplace is through cross-generational mentoring programs. These programs pair individuals from different age groups to exchange knowledge, skills, and perspectives, fostering mutual learning and understanding. By facilitating mentorship relationships between older and younger employees, organisations can harness the collective wisdom and experience of their workforce while promoting collaboration and inclusivity.
6) Operation Clean House - Episode 10
Carrying on from last week’s special edition featuring lessons learnt from my coaching journey, this one is from my business coach Tonia Smith.
Operation ‘Clean House’ refers to not literally cleaning your house, but considering those parts of your life which need to be in order before you can start to really build and grow.
Tonia and I worked together to identify key areas in my house which were:
my relationships
my health and well-being
my finances
my business
Cleaning house meant looking at each of those different areas of my life and asking:
What am I unhappy about?
What needs to be different?
What needs to come out?
What needs to come in?
What do I want this area of my life to look like?
What help do I need to get me there?
Once I was able to assess what work needed to be done in these key areas and they were ‘clean’, then I was able start building and working towards my goals.
That is not to say you cannot do the work if your ‘house’ isn’t clean, but it will be an ongoing distraction and potentially impact your ability to be successful.
I refer to this advice regularly especially when I am aware I have neglected one area so I can bring things back into balance.
These questions can be applied to your EDI work. Have a think about how they relate to different areas of your equity, diversity, inclusion, and accessibility work.
7) DEI must DIE! - Episode 6
This is according to Elon Musk who has made the headlines recently with another tirade against what he believes to be political correctness and ‘woke’ culture amid growing criticism that his social media platform X, is amplifying hateful and anti-Semitic content.
Most people who are in support of DEI (EDI) initiatives, see them as much needed actions to create safer, fairer and more equitable environments especially for those who have historically suffered at the hands of discrimination and continue to do so. Musk however argues that these scheme have not ended discrimination but “replaced it with a different discrimination” namely those who have historically benefited from a wide range of advantages such as white men.
Although his view will be lambasted by those who fight every day for social justice, there are some who sympathise with his view especially in cases where well intended DEI initiatives and positive action do actually cause harm to those who feel left behind or now excluded.
At SLS 360 our mission is to support and challenge organisations to build inclusive cultures where everyone can thrive and that means everyone. This starts with identifying any imbalance, disproportionality and barriers that exist for some groups over others but ultimately aims to bring everyone on the journey to achieve justice.
8) Reflecting on George Floyd: A Personal Journey and Professional Mission - Episode 27
Four years ago this week, the graphic images of George Floyd's murder shook me to my core. I felt a profound mix of grief, anger, and a burning desire for justice. Floyd’s death, alongside other tragic losses like Breonna Taylor and Ahmaud Arbery, underscored the urgent need to address systemic racism and its devastating impact on families and communities. This was nothing new, but this time it hit differently.
In the immediate aftermath, I found myself deeply affected. The collective pain of the Black community was palpable, the call for justice got louder and louder and for the first time, we were not alone in our cries. This period was the catalyst for many to up their game in relation to equity, diversity and inclusion but reflecting on the past 4 years has only served to remind me why my work at SLS 360 is so critical.
Since 2020, we've seen significant strides in organisational awareness and action including:
Increased Awareness and Education: Many organisations have implemented diversity and inclusion training programs to educate employees about systemic racism and promote inclusive behaviour and more than 70% of companies have implemented diversity training programs.
Diverse Leadership: There's been a notable rise in the hiring of Chief Diversity Officers and other diversity-focused roles within companies.
Policy Changes: Companies have revised their policies to ensure fair treatment in hiring, promotions, and workplace practices, often with explicit commitments to diversity goals.
Employee Resource Groups (ERGs): More businesses are supporting ERGs, which provide a platform for underrepresented groups to share experiences and advocate for change.
Accountability and Reporting: Many companies have started publicly reporting their diversity metrics, holding themselves accountable for progress.
Support for Minority-Owned Businesses: Increased investment and support initiatives for minority-owned businesses, providing more opportunities for growth and success.
These are positive steps, but they need to be sustainable and the true impact of such initiatives is still being measured. True progress requires ongoing dedication to dismantling deep-seated biases, systemic inequalities and a continued commitment to creating inclusive environments where everyone can thrive.
As we reflect, it should remind all of us that our work is far from over and we must continue to advocate for systemic change, support affected communities, and ensure that every voice is heard and valued.
In memory of George Floyd and countless others, let us recommit to building a more equitable and just society. Our journey is ongoing, but together, we can create lasting change.
9) Why Mental Health First Aiders Are Essential in Every Workplace - Episode 13
A number of toxic workplaces have highlighted that in today's work environments, prioritising mental health is more crucial than ever. Just as we have trained first aiders to provide immediate assistance in physical emergencies, the need for mental first aiders is becoming increasingly apparent. These individuals are equipped with the skills and knowledge to offer initial support to those experiencing mental health challenges, making them invaluable assets in promoting well-being and resilience within the workplace.
Mental health issues can affect anyone, regardless of their role or seniority within an organisation. From stress and anxiety to depression and burnout, the impact of these challenges can be profound, both personally and professionally. Yet, all too often, mental health struggles are stigmatised or overlooked, leading individuals to suffer in silence and hindering their ability to perform at their best.
This is where mental first aiders step in. Trained to recognize the signs and symptoms of common mental health conditions, they provide a compassionate ear and practical guidance to those in need. Whether it's offering a listening ear, providing information on available resources, or guiding individuals towards professional support, mental first aiders play a vital role in breaking down barriers to mental health care and fostering a culture of openness and support.
St John Ambulance offer a two-day face to face course ‘Mental Health: Workplace First Aider’ at various locations from £423 (ex VAT). The British Safety Council also offer a ‘Mental Health First Aid Two-Day Course’ but online for £295 (ex VAT).
As champions of mental health and well-being, MHFA’s play a crucial role in providing immediate support to those in distress, breaking down stigma, and promoting a culture of compassion and understanding. If you don’t already have one/some in your workplace, why not start a discussion about it with your team?
10) Towards a Learning Organisation - Episode 14
In today's fast-paced world, it's becoming increasingly important for organisations to create an environment where everyone is encouraged to grow on their own and share their knowledge freely. This isn't just about personal growth; it's about building a culture where everyone feels included and empowered.
When individuals take charge of their own learning, it's like giving them the keys to their own development. By providing them with resources and opportunities, organisations show that they trust and support their growth journey. And when people start sharing what they've learned with others, magic happens! It sparks conversations, collaborations, and connections. Suddenly, everyone feels like they have something valuable to contribute, and that's when the real magic of inclusivity kicks in.
For organisations, this approach isn't just a feel-good strategy. It's a game-changer. Embracing diverse perspectives and fostering an environment of continuous learning leads to innovation, better teamwork, and happier employees who stick around.
Being a learning organisation starts with individuals identifying their strengths and areas for development and then creating a plan and implementing it. You can create accountability groups, buddies, lunch and learn sessions, gameify it so people have a chance to win something, or incentivise it with rewards.
So how can you build a learning community where individuals take ownership of their growth? And how can you facilitate an environment where people freely share their knowledge?
SLS 360 continue to support organisations with their commitment to positive and lasting change so visit our website for information on all our services, courses and events. So how will you embrace equity, diversity & inclusion in 2025? What will you do differently or better? We are always here to help so get in touch for a conversation to see how we can help.
If you would like to listen to previous editions of our audiocast, you can listen here on Spotify. You can also subscribe to our newsletter if you don't already at www.sls360/subscribe.
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