Roy Gluckman

Diversity, Equity, Inclusion and Belonging in a Hybrid/Remote Working World

The world of work has shifted. We do not have the time or resources to have as many in-person events, training and casual interactions as before. The impact of this is that building quality relationships, shifting behaviour and culture, and providing equal access to opportunities and resources needs different tools. How then do we ensure we achieve a sense of inclusion and belonging in this changed world or work? How do we shift behaviours and build trust among different people when we haven’t even met them in person? This keynote discusses these challenges, along with their solutions.

Learning Outcomes:

• Understanding of the challenges, and opportunities of remote and hybrid work for diversity, inclusion, equity and belonging
• Solutions for how organisations can still drive behaviour and culture change in hybrid and remote working spaces

What is 'Belonging', really?

The need to belong is a powerful driver of behaviour. We all want to belong. We crave it. We pray for it. We even change for it. The conversation around Diversity, Inclusion and Equity (DEI) has evolved to include the idea of ‘belonging’ but have we taken the time to understand what it means to belong?

This keynote addresses what belonging is and how it drives behaviour within our organisations. Organisations can use this to understand how our organisational spaces can assist or frustrate the process of achieving more belonging for more people and offers practical tips on how to create a deeper sense of belonging for more people.

Learning Outcomes:

• Better understanding of what ‘belonging’ means within organisations and why it is important foremployees and the employee experience
• Better understanding of the role of our organisational spaces (either physical or virtual) in creating belonging, inclusion or exclusion
• Practical tips for how to create more belonging for more people

Inclusive Decision-Making: Unconscious Bias in Decision-making

This keynote focuses primarily on those who make ‘people’ decisions (i.e. recruitment, promotions, dismissals etc.) and extends to leaders, people managers and HR business partners. It looks at unconscious bias and unpacks how bias affects objective (and fair) decision-making within our organisations. This keynote explains how bias is formed by the things and people we find to be safe, familiar, valuable and likeable (SFVL) and explores where this comes from. It invites the participant to understand their SFVL decision- making matrix and to see how this limits the objectivity of those decisions.

Learning Outcomes:

• Greater understanding of what ‘unconscious bias’ is and how it shows up in our lives.
• Better understanding how the decisions we make within organisations affect the outcomes we get, and why inclusive decision making is so important to create an inclusive culture.
• Tool on how to make more inclusive people decisions.

The ‘Why’ of Diversity, Equity, and Inclusion

Whether we choose to see it or not, moments of exclusion occur in macro and micro moments all day, every day. These moments serve to erode people’s trust in leadership, colleagues and the organisation. Trust erosion is the key driver of a poor culture, lack of performance and innovation, and talent attrition and emotional disconnection. Unlocking Diversity, Equity and Inclusion (DEI) is essential in optimising organisational culture, leadership, and talent as it addresses the historic and present-day mistrust that exists within our organisations and relationships.

This keynote asks us to introspect on where we are as individuals, and as an organisation on our DEI journey. This is a ‘software update’ that looks at how DEI has evolved in terms of language and why, more than ever, it is important for us all to embrace to build trust and an empowering organisational culture.

Learning Outcomes:

• Updated language, literacy and awareness on DEI, its importance and how it shows up in organisations
• Greater comfort to engage in tough DEI conversations
• Excitement and energy for upcoming DEI conversations

Unpacking Psychological Safety: To Feel Safe is to Thrive

Psychological safety exists within authentic relationships. Creating authentic relationships takes time, effort and emotional vulnerability – three things that are missing from our organisational spaces today. This keynote unpacks the characteristics and benefits of psychologically safe relationships and spaces and how these help people thrive within organisations. This keynote discusses various models of trust within relationships; looks at privilege and the trust deficit that exists within relationships, and provides solutions on how we can build safer relationships within organisations

Learning Outcomes:

• Better understanding of what psychological (un)safety means, who feels it within organisation, why they feel it, and the effect thereof on culture and talent
• An unpacking of privilege, along with various models on why quality relationship-building is critical for organisational success
• Tips on how to build psychologically safe relationships