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How to talk about race in the workplace - Shared screen with speaker view
Carisse Hewer
37:41
Hello everyone! Glad to be here :-)
Joyce Osei
37:52
Hi Carly, Hi all!
Kate Hughes
38:01
Hi everyone - really looking forward to this session!
Lynne Turnbull
38:20
Hello :)
Matt Prudente
41:14
Share your thoughts on the discussion on Linkedin #barntoboardroom
Matt Prudente
43:17
Connect with Uzma here https://www.linkedin.com/in/uzmamohamedali/
Matt Prudente
45:50
Connect with Kate https://www.linkedin.com/in/kateisichei/
Matt Prudente
47:50
Connect with Richard here https://www.linkedin.com/in/richardetienne/
DANTE FREDERICK
50:54
that 'colour blind' comment is a huge challenge that I face in my organisation
DANTE FREDERICK
51:34
We're beyond the ugly racist comments, but the colour blind position is harder to push past
Russell-Olivia Brooklands
53:46
Would it be possible to articulate the specific problems it causes, in terms of the impact it has on people's day to day working lives and long-term career prospects?
DANTE FREDERICK
01:00:15
Stating a position of being colour blind indicates that the individual is 'above' the issue of racism and suggests that there is no need for them to adjust their behaviour or actions. It is a sort of denial that they have any bias and that they should make any effort to address the more subtle damage (and most of it these days is more subtle) that their BAME colleagues are facing every day
Lynne Turnbull
01:00:23
If groups naturally segregate in this way, what can the company do to have a D&I structure if the more ‘traditional’ buckets are not really suitable, or don’t cover the wide gamut of people’s individual experiences.
Carly Murray
01:03:11
yes Martina
Anisha Mistry-Jones
01:11:40
That's a great phrase!
Matt Prudente
01:28:44
Share your thoughts on the discussion on Linkedin #barntoboardroom
Kelly-sue Budde
01:38:01
If someone is feeling invisible or uncomfortable to bring themselves to work because of a colleague or team dynamics. How can we hear from them? does anyone have any tips about a speak up hotline or email system that could be used for all D &I for these issues to be raised?
Habibatou Gani
01:38:05
@Kate agree re 'micro' aggression terminology.
Habibatou Gani
01:40:25
@kelly - Senior leadership/managers need to practice empathy towards their employees and as a speaker said before, focus on impact not intention.
Jane Butcher
01:44:41
Could we be clear to differentiate between postive action measures which are legal under the Equality Act Section 158 and 159 - rather than speak of positive discrimination which is not.
Gerrie Hawes
01:59:48
https://www.weareidentitycreates.com/ will help you connect with entry level people who don't have the benefit of nepotism
Gerrie Hawes
02:01:29
consider the 30% rule: 30% of candidates should be women, 30% should not be white middle class able-bodied straight male.
Matt Prudente
02:05:41
Please hang around to answer a very quick 2-question poll - launching very soon
Kate Isichei
02:08:37
Thanks to all participants
Kate Isichei
02:09:00
We have receipts!
DANTE FREDERICK
02:09:43
Thanks so much to Carly, Uzma, Kate and Richard, really appreciate everyone's time and authenticity
Jane Butcher
02:10:13
Thank you really helpful
Kathryn Read
02:10:18
Thank you!
Kate Hughes
02:10:38
Thank you all so much!