Thread by @SimonFanshawe

Today we publish a report on the state of EDI with an article in Sunday Times Business (thetimes.com/article/2e3dc2…) "
Flying Flags and Ticking Boxes – What Went Wrong With EDI And How Leaders Can Fix It". 🧵
diversitybydesign.co.uk/flying-flags-a…

#FlyingFlags

Some key take-aways:
1. Is Box-ticking in EDI winning over creating real change? EDI efforts often prioritise symbolic actions, leaving real progress behind.
2. Inclusivity without exclusion: EDI must mean inclusion for all, not just focusing on select identity categories.

3. Diversity of thought is too often missing. Visible diversity is easier to implement, but true diversity of perspectives is neglected.
4. "Fear is stifling debate": A #NoDebate culture leaves voices unheard, dividing staff and hurting organisational cohesion and innovation.

5. Data is key: EDI needs real data-driven insights, not empty quotas or assumptions.

Want to make EDI in your organisation effective? Ask these questions:
a) Is EDI linked to your purpose and goals?
b) Does it help you create common ground among staff?
c) How and where are you having and supporting healthy disagreement?

d) Who feels excluded by your inclusion programme?
e) Have you checked the quality of your trainers ensure that they are not just pushing a single view on issues
f) Is your training lawful or might it create a "hostile environment" for some views?

g) How are you making better use of evidence and data?
h) Are you using categories for data that are too large to be meaningful to tell you anything? (BAME, LGBTQIA+ etc)?
i) What really are the most useful data for you to track? Are you breaking them down by job type and grade?

7 recommendations:
Link EDI to your organisation’s activities and goals.
Create a culture of productive disagreement.
Ensure inclusion is not exclusion.
Make better use of data
Create a constructive model of staff networks.
Check the quality of training.
Find common purpose.