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Redefining Narratives: Uncovering the untold story of Black Britian across the centuries

Posted: October 15, 2024

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Join us in Studio A at White City House on Monday 21 October as we dive into Black Britain’s history and unpack some of our misconceptions.

The common narrative is that Blackness in Britain emerged shortly after World War II. Before this, Britain was a linguistically and culturally monolithic entity. Black people were confined to the African continent until the commencement of the Transatlantic slave trade. This is a fallacy, Britain has a long, rich history with critical cultural, social, and economic contributions coming from Black individuals.

In this Redefining Narratives lecture, Romain will challenge the conventional view of the Black presence and history in Britain and contributions from ancient times to today. This talk will reshape our understanding by highlighting the enduring impact of Black Britons across the centuries.

Register below for free to secure your place.


    October 21, 2024 7:00 pm

    Join the event:

    Soho House

    Venue : White City House, Television Centre, 101 Wood Lane, London, W12 7FR

    Directions

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    How to make my company diverse, equitable, and inclusive

    Posted: July 31, 2024

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    Building a truly diverse, equitable, and inclusive (DEI) workplace requires intentional actions and long-term commitment. Companies that successfully embrace DEI are not only morally ahead, but they also see better employee engagement, innovation, and performance. So, how can your organisation make meaningful progress in becoming a more diverse, equitable, and inclusive workplace?

    1. Assess your current state

    The first step to building a DEI-focused organisation is to understand where your company currently stands. Conduct a thorough audit of your company’s workforce composition, policies, and culture. Look at how well your employees from underrepresented backgrounds are represented in leadership and decision-making roles, and assess whether your policies are truly equitable for people from different racial, gender, and socioeconomic backgrounds.

    At Diversify World, our research services can help you identify gaps and provide data-driven insights on where your company stands in terms of diversity and equity.

    2. Set clear and actionable goals

    To make lasting DEI improvements, you must set clear, measurable goals. It’s important to identify areas where diversity is lacking and create specific, time-bound targets for improvement. For example, you may aim to increase the representation of employees from working-class backgrounds or increase gender diversity in leadership positions.

    Incorporating data from surveys and feedback can also help set priorities. Companies that make DEI a strategic goal are more likely to see measurable improvement. According to a Deloitte study, organisations with clear DEI strategies are 3.8 times more likely to perform better financially.

    3. Foster an inclusive recruitment process

    Recruitment is a critical step towards a more diverse workforce. Diversify World’s recruitment services specialise in helping companies build inclusive hiring practices that reach underrepresented groups. This includes ensuring job descriptions are neutral and accessible, engaging diverse talent pools, and offering equitable assessment criteria that give all candidates a fair chance, regardless of their background.

    When your recruitment strategy is inclusive, you bring in diverse talent that contributes to your company’s long-term growth. Research from Glassdoor indicates that 76% of job seekers value a company’s diversity when evaluating job offers, highlighting the importance of making your DEI efforts visible during the hiring process.

    4. Invest in learning and development

    Creating an inclusive workplace culture where everyone feels respected and valued is essential. To achieve this, companies need to provide ongoing learning and development opportunities for employees at all levels. This includes DEI training that goes beyond superficial awareness and focuses on addressing unconscious bias, cultural competency, and inclusive leadership.

    At Diversify World, we offer tailored training programs designed to foster genuine understanding and allyship among employees, helping businesses create environments where everyone can thrive.

    5. Seek expert guidance

    In your DEI journey, outside expertise can make a significant difference. DEI is a complex and evolving area, and the right guidance can ensure your initiatives are both impactful and sustainable. Through consulting, Diversify World helps organisations craft comprehensive DEI strategies that align with their business goals. We focus on long-term solutions that embed diversity into the company’s DNA, rather than relying on one-off actions.

    Our consulting services cover everything from policy development and leadership coaching to creating systems for measuring success. With expert advice, your company can move from surface-level changes to transformative cultural shifts.

    Conclusion: making meaningful DEI changes

    Creating a diverse, equitable, and inclusive company requires a holistic approach, incorporating changes in recruitment, development, and strategy. Companies that invest in these areas not only improve employee satisfaction but also see tangible business benefits such as increased innovation, higher retention rates, and enhanced performance.

    At Diversify World, we offer a full suite of services—including recruitment, learning and development, consulting, and research—to help you build a workplace where everyone can succeed.

    Written by:

    Romain Muhammed

    Founder & CEO

    Founder and CEO, Diversify World | Empowering organisations to build diverse teams and anti-racist, inclusive and equitable workplaces | The Aziz Foundation Scholar 2023 | Public speaker | Writer | Recruiter

    Connect on LinkedIn

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    Are diverse businesses better?

    Posted: July 31, 2024

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    In recent years, businesses across the world have been actively working towards building more diverse teams. But are diverse businesses really better? The answer is a resounding yes – and not just from a financial standpoint. Companies that embrace diversity across race, gender, class, and background often see improved efficiency, higher revenue, and a more dynamic culture.

    The business case for diversity

    Diverse businesses outperform their less diverse counterparts. Research from McKinsey & Company found that companies in the top quartile for ethnic and cultural diversity are 36% more likely to outperform their peers financially. Furthermore, businesses with higher gender diversity on executive teams were 25% more likely to have above-average profitability.

    A 2018 report by Boston Consulting Group (BCG) revealed that diverse management teams drive 19% higher revenue due to increased innovation. This is because diverse teams bring a wider range of perspectives and problem-solving approaches, which leads to better decision-making.

    Efficiency and employee retention

    Diverse companies are also more efficient and experience higher employee retention rates. According to a study by Cloverpop, diverse teams make better decisions 87% of the time, and those decisions are executed twice as fast. Employees from underrepresented backgrounds are more likely to stay with an organisation when they see themselves represented at all levels, leading to a more stable workforce and reduced turnover costs.

    Underrepresentation: the moral imperative

    Despite the benefits, many industries still face significant underrepresentation. Women hold only 29% of senior management roles globally, and less than 1% of the UK’s top business leaders come from working-class backgrounds, according to research from the Sutton Trust. Ethnic minorities and individuals from lower socioeconomic classes are consistently underrepresented in leadership positions, creating systemic barriers to opportunity and advancement.

    It is morally imperative for businesses to address these disparities. Everyone, regardless of their race, gender, or class, deserves access to the same opportunities. By actively working to increase representation, businesses can contribute to creating a fairer and more just society.

    The power of inclusive cultures

    Creating a diverse business is not just about ticking boxes. It’s about fostering a culture where everyone feels valued, included, and able to contribute. This inclusive environment leads to happier employees, higher levels of engagement, and better teamwork. Employees who feel included are 3.5 times more likely to contribute their full innovative potential, according to Deloitte’s research.

    Conclusion: diversity drives success

    Yes, diverse businesses are better. Not only do they experience higher profitability, efficiency, and innovation, but they also contribute to social equality by breaking down barriers for underrepresented groups. Diversity isn’t just good for business – it’s the right thing to do.

    By committing to real, meaningful diversity efforts, businesses can thrive while helping to create a more inclusive and just world.

    Written by:

    Romain Muhammed

    Founder & CEO

    Founder and CEO, Diversify World | Empowering organisations to build diverse teams and anti-racist, inclusive and equitable workplaces | The Aziz Foundation Scholar 2023 | Public speaker | Writer | Recruiter

    Connect on LinkedIn

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    What is a DEI hire?

    Posted: July 31, 2024

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    A DEI (Diversity, Equity, and Inclusion) hire is not just about meeting quotas or ticking boxes. It is the purposeful act of recruiting individuals from underrepresented groups to create a more inclusive, equitable, and diverse workplace. A true DEI hire contributes to the transformation of a company’s culture, values, and business practices.

    Why DEI hires are essential

    Diversity is crucial for fostering creativity, innovation, and varied perspectives. When companies make genuine DEI hires, they create an environment where different viewpoints are valued, and everyone feels they can contribute fully. Organisations that embrace this approach tend to be more adaptable and better at problem-solving, leading to greater business success.

    Equity ensures that employees have access to the same opportunities and resources, regardless of their background. Inclusion means creating a workplace culture where all employees, regardless of race, gender, ability, or sexual orientation, feel respected and empowered.

    Avoiding performative DEI hires

    A performative DEI hire refers to the practice of recruiting someone from a marginalised group purely to improve the optics of diversity, without investing in real change. This can lead to tokenism and reinforce the barriers companies claim to dismantle. A performative approach might fill a role but fails to create an inclusive atmosphere where the hire feels valued and supported.

    At Diversify World, we work to avoid such superficial strategies. We encourage companies to make DEI hires part of a broader, long-term cultural change. This involves creating systems and processes that ensure ongoing development, support, and opportunities for diverse employees.

    Steps to make meaningful DEI hires

    1. Commit to long-term change: companies should see DEI hiring as part of an ongoing effort to create a workplace culture that embraces diversity. This means investing in employee education, transparent policies, and continuous improvement.
    2. Tailored recruitment strategies: to avoid tokenism, employers should assess their unique needs and focus on finding candidates who can contribute diverse perspectives and experiences in meaningful ways.
    3. Foster an inclusive culture: it’s not enough to hire diverse talent. Companies must also create environments where these employees feel included, valued, and able to succeed.

    DEI hires for cultural transformation

    True DEI hires are about more than just filling diversity quotas—they are about driving sustainable cultural change within an organisation. Employers who embrace diversity, equity, and inclusion as integral to their success will not only attract top talent but will also create a work environment where all employees can thrive.

    Written by:

    Romain Muhammed

    Founder & CEO

    Founder and CEO, Diversify World | Empowering organisations to build diverse teams and anti-racist, inclusive and equitable workplaces | The Aziz Foundation Scholar 2023 | Public speaker | Writer | Recruiter

    Connect on LinkedIn