WorkPride day one: panel recap and best bits

Resources

The first day of WorkPride 2024 kicked off with an array of insightful panels and discussions aimed at promoting diversity and inclusion and advancing equality in the workplace. From dissecting unconscious bias to tips on how to amplify marginalized voices, each panel brought fascinating perspectives from experienced professionals.

Hosted by myGwork, this 5-day virtual event brings together professionals, graduates, inclusive employers, and allies who are dedicated to championing workplace equality. Here is a recap of day one, sponsored by Booking.com and RS Group.

WorkPride 2024 Opening Keynote:

WorkPride day one started on a great note! Debbie Lentz from RS Group kicked off the week with an inspiring story of her journey as a woman in a male-dominated business landscape - the supply chain industry. She spoke about how our differences make us stand out, and to use them where we can.

“Don't assimilate. There is something special in each and every one of us. What is that thing, or many things, that make you special? What gives you your essence and makes you stand out?”

Unconscious Bias in the Workplace

The panel shed light on the pervasive issue of unconscious biases and their impact on workplace dynamics and employee experiences. From the effects on hiring and promotions, to workplace interactions, the panelists delved into strategies to mitigate its impact.

“Leadership is a key factor in either reinforcing or reducing unconscious bias within an organization. Leadership sets the tone for an organization's culture and if leaders aren't aware of their own bias, then they can unintentionally reinforce them through their actions.” - Luke Ives, ARUP

"There is a risk when people say they’re using AI to recruit, therefore they've removed the bias. But then they’ve become actively ignorant towards the bias that could exist in that process. We have to be super careful about letting technology make decisions for us, but what we can do is use it to help us remove some of our own biases that we have.” - Natalie Washington, Mars

Creating Inclusive Workspaces for LGBTQ+ Employees

This session delved into strategies and best practices for encouraging inclusive environments that support LGBTQ+ employees in their professional growth and providing tips for allies.

"Sometimes I feel as a community we are seen but we are not actively being empowered or encouraged to thrive in the organisation with a queer identity." - Xiaoya Zhang, London Business School

"Leaders have a responsibility to create a safe environment for employees that work in their business. One of those responsibilities is listening and understanding where there might be challenges." - Jamie Ayers, Marks and Spencer

Non-Binary Inclusion: Embracing Gender Diversity in the Workplace

The panelists engaged in an enlightening conversation about the importance of embracing diverse gender identities, highlighting non-binary inclusion, and creating spaces that are inclusive of all.

“People are going to challenge you; they're not going to understand. They might ‘disagree’ with your identity, which is hilarious because I don't need you to agree with my existence - I just need you to treat me like a human being." - TJ Richards, Santander UK

“A common misconception is that being non-binary is a new thing. That it's a fad, it's a new trend, or ‘everybody's non-binary these days’. Gender identity outside of male and female has existed in so many different cultures and countries around the world since the beginning of time. There is so much research out there, and it's fascinating.” - Ella Slade, Vodafone UK

Advancing Equality in the Tech Industry

Industry leaders discussed the challenges and opportunities in promoting equality within the tech sector and shared innovative approaches for driving change.

“Experiencing mentorship from another person who understands my experience in such a way really changed my understanding of what a relationship like that could even be. So, it’s not just about hiring diverse people, but also ensuring that the people doing the recruiting, making the hiring decisions, reflect the community that you want to build.” - Billy Branca, Wise

“Even when joining companies, people who are underrepresented may be discouraged to apply just because they don't see themselves there. They’ll look through the office and they say, “I just absolutely won't fit in here,” so they don't even bother taking the job. One of the biggest hurdles in the tech industry is hiring and keeping enough diverse talent to get a critical mass to avoid these issues.” - Tracy Huitika, Quadient

Disability Inclusion: Removing Barriers, Embracing Abilities

This panel highlighted the critical need for creating accessible and inclusive workplaces that empower individuals with disabilities.

"By being inclusive and providing reasonable adjustments, we’re not doing a favour to people who are disabled. We’re not giving extra allowances. We are trying to create a level playing field by moving or reducing disadvantage." - Charlotte Williams, Impact Culture

"Promote people with disabilities in your company. Give them an opportunity to lead and you will see a change in your organization." - Andrea Larkin, Warner Bros. Discovery

Amplifying Marginalized Voices in Leadership

This discussion focused on the significance of amplifying voices from underrepresented groups in leadership positions to drive impactful change.

"Unconscious bias is nothing but a brain's way of choosing the easiest to come to a conclusion with information that’s provided to us. How can we correct it? We need to have more representation. We need to have more diversity in the people that we talk to." - Nusrat Sharmin, JTI Macdonald Corp

"Be proud of who you are. Be proud of your identity. Be proud of where you come from, but at the same time, don’t let that hold you back. Look at yourself as the same as anybody else in that room. And I think that will really allow you to get far." - Diara Bradley, Vi

Intersectionality Matters: Inclusive Approaches to Diversity

Panelists explored the intersectionality of diversity and the importance of adopting inclusive approaches that consider various identities and experiences.

“Open minded and flexible processes within the organization should be not optional, but mandatory. I come to work because of what I know and how I'm able to develop and to deliver results, so taking into account who I am and who my colleagues are, they can avoid unconscious bias.” - Juan Luis Perez Cabrer, Thermo Fisher Scientific

“If I were to use my own experience, I know that the times where I felt the most sense of belonging are like what was 100% invested it was with employers where I was able to be myself like just bring my whole self. I’m female, a mom, African, immigrant, all the languages that I bring with me.” - Sal Loukos, Danaher Corporation

Mental Health and Well-being in the Workplace

The session emphasized the crucial role of mental health support and well-being initiatives in creating a healthy and supportive work environment.

“Mental health can sometimes or quite often be viewed as a sort of monolith and that's a really big misconception. Everybody is intersectional and mental health is multi-faceted, so I feel like when things get to an organizational level, talking about mental health, it can kind of be treated in a vacuum or put it into a box. Actually, we need to see it in its full spectrum so that we need to be looking at the different facets of mental health but also the different intersectionalities of the people that it's going to affect.” - Fliss Goldsmith, Fliss Goldsmith Inclusion

“I used to think having mental health issues at such a young age was a personal failure and that God had not created me in his image. It's a lot more complex than that, as we all know. There are biological, psychological, social and environmental factors that come into play. Also, fear of judgments that if you tell your line manager or your colleagues that you are experiencing mental health issues, that you that you'll be judged and that your performance would be judged. That's why it's so important to address those barriers.” - Tyler Dillard, Swiss Re

Navigating Social Media as an LGBTQ+ Person

Participants gained valuable insights on navigating social media platforms as LGBTQ+ individuals and leveraging these channels for positive impact and advocacy.

"When you decide to create a detailed profile, you are taking the risk and the responsibility to make a positive impact. Meaning that if you do it, it’s because you want to deliver powerful, empowering messages to the LGBTQ+ community." - Alejandro Briceño, myGwork

"In media, authenticity is the one true power - so long as you are coming at that with what you believe in, and willing to stand up for what you believe in." - Daniel Takel, MG OMD

Stay tuned for more inspiring discussions and networking opportunities in the upcoming days of WorkPride 2024!

Check out the full WorkPride agenda here.