WorkPride day two: panel recap and best bits

Day two of WorkPride 2024 commenced with a dynamic lineup of engaging sessions focused on advancing diversity and inclusion in the workplace. From exploring the nuances of allyship to strategies for promoting racial diversity in leadership positions and embracing neurodiversity, each panel delved into crucial topics aimed at fostering a more inclusive and supportive work environment. 

Hosted by myGwork, this 5-day virtual event continues to bring together professionals, graduates, inclusive employers, and allies dedicated to championing workplace equality. Sponsored by Booking.com and NTT Data, here is a recap of the insightful discussions that unfolded on day two of WorkPride 2024: 

Elevating Allyship for Inclusion: 

This session focused on the role of allies in creating inclusive workplaces and supporting underrepresented groups. Discussions revolved around the importance of active allyship, strategies for fostering allyship within organizations, and the impact of allyship on promoting diversity and inclusion.

“People think that allyship is a one-time action, and that a single act of support in a diversity event is sufficient. That is just not what allyship is at all. It's an ongoing commitment. It's ongoing and continuous learning. It's sustained advocacy and it's really regular involvement in diversity in inclusion initiatives.” Sheena Amin, Avalere Health

“Privilege is structural. There is no need to feel guilty that you have a certain set of privileges. Harness it, use it, build it - amplify the voices that need to be amplified, use your strength.” Divya A.K, RELX

Promoting Racial Diversity in Leadership Positions: 

Industry leaders explored strategies and initiatives aimed at increasing racial diversity in leadership roles. The panel discussed challenges, best practices, and the impact of diverse leadership on organizational success.

“The starting point for having candid conversations about bias is being open to listening to other perspectives and challenging one's assumptions and stereotypes, as this opens the door to progress.” Jeremy Enuson, Stout

“Representation is powerful in an organization, but it's not everything. Having black leaders for example can be great but we know that there are some leaders that pull the ladder up straight after them and will not hold space for others. So, representation doesn't mean cultural change. Cultural change takes a long time and it's important to be willing to go on that long journey.” Sanisha Wynter, Impact Culture 

Embracing Neurodiversity in the Workplace: 

The panelists engaged in conversations highlighting the value of neurodiversity in the workplace. Discussions included creating supportive environments for neurodiverse individuals, raising awareness about different neurodivergent conditions, and promoting inclusivity for all employees.

“In the last 20 years we've been building digital, we've been building technology, and we’ve actually relied heavily on people who are autistic to do that. Believe it or not, the majority of people in the technology layer are autistic. So, to rely on them and then to ask for them to continue working at those insane pressure levels without acknowledging burnout mental health issues and what I call the human that then would be irresponsible for any company.” Duena Blomstrom, People Not Tech

“There are so many people who get a late neurodiversity diagnosis and then there's this grieving process with that. We should acknowledge this grief that you can have around not having the information about how you have walked in the world.” Ashley Hershey, Autodesk

Addressing Microaggressions - Creating Inclusive Interactions: 

This session delved into the impact of microaggressions on workplace culture and individual well-being. Strategies for recognizing and addressing microaggressions, fostering respectful interactions, and creating safe spaces for open dialogue were at the forefront of discussions.  "The experience of microaggressions in your workplace in itself is a sign that your space isn’t safe and inclusive of you." Char Erskine, Taylor Wessing. "My advice to individuals when they see first-hand discrimination, is not to stay silent about it. What hurts most is the silence of people who see you get discriminated against but say nothing. Be that person who speaks up." Gretchen Diez, Accenture

Inclusive Hiring Practices - Attracting a Diverse Workforce: 

The panel explored inclusive hiring strategies to attract and retain a diverse talent pool. Topics included mitigating biases in recruitment, creating inclusive job descriptions, and fostering a welcoming recruitment process for candidates from all backgrounds.  "When looking at the recruitment process, data is the most important tool to have at our disposal. If we’re not tracking how we’re doing, we aren’t knowing where we’re slipping up." Alex Mustoe, Wise "It’s about building that internal community. You can get people through the door, but if people don’t feel there’s a community that’s safe, they’re not going to stay that long." Kate French, Merck

Cultivating an Inclusive and Diverse Company Culture: 

Discussions focused on the importance of actively cultivating a company culture that values diversity and fosters inclusivity. Panelists shared insights on building a supportive environment, promoting cross-cultural understanding, and embracing diverse perspectives within the organization.  "Ultimately D&I is about everybody within the organization. So everybody has a role to play in driving a culture of inclusion. But you do need to have the tone set at the top because people emulate what they see." Tim Jarman, Microsoft "It starts with curiosity. For me, this is the soul of inclusive leadership. Be curious about others and try to understand their diverse perspectives." Daniele Botaro, Oracle

Diversity and Inclusion in Entrepreneurship and Startups: 

The panelists discussed the significance of diversity and inclusion in the entrepreneurial ecosystem. Conversations centered around the benefits of diverse teams in driving innovation, overcoming challenges faced by underrepresented entrepreneurs, and creating a more inclusive startup environment for all.  "It’s really important to immerse ourselves in networks. You can’t apply for a grant or an investment opportunity if you don’t know it exists. And a lot of these networks simply point out that so many of these opportunities exist for us." Jaron Soh, Voda "If you have a brain, you have bias. And it’s up to each individual to be aware of it and access the resources [to overcome biases]." Luciana Carvalho Se, WEN Global

Stay tuned for more inspiring discussions and networking opportunities in the upcoming days of WorkPride 2024! Check out the full WorkPride agenda here.