The D&Igest: Diversity & Inclusion at work

4 in 10 men believe that inclusion has gone too far the other way. This is according to Lee Chambers’ research with Male Allies UK. Lee was awarded the UN Women’s Changemaker Award in 2023, and in this episode, it’s clear to see why. Lee started Male Allies UK, an inclusive wellbeing business after exiting from his first business and going through an eye-opening period of discovery. Lee shares with us the inspiring journey to breaking all expectations to build a highly successful business that took off faster than he’d ever imagined. We speak about Lee’s illness, and how this led him to look at his life and business in a whole new light. After making the switch to becoming a full-time dad, Lee’s eyes were opened to the challenges that women face and the change that is desperately needed. In this episode, we cover -  How we can tackle pushback to change. How did growing up black in a poor socio-economic background shape Lee’s D&I perspective? Lee’s experience with exiting a successful business and realising he’d ‘climbed the wrong mountain’. How Lee was able to reframe illness as a positive to his business. Lee’s eye-opening journey that led him to start an inclusive well-being business. The business skills Lee picked up from being a stay-at-home dad. How experiences of all-female pitching teams and all-male pitching teams differ. The D&I missteps leading businesses to lose candidates. LEARN MORE Male Allies UK - https://www.maleallies.co.uk Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Lee Chambers on LinkedIn - https://www.linkedin.com/in/leechambers-1/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Are you connecting with the communities that you serve in a meaningful way? In this episode, we speak with Tomasz Dyl, founder of GottaBe! - a marketing agency that specialises in multicultural marketing. Tomasz moved from Poland to the UK 20 years ago. He didn’t speak a word of English, but four years later, at the age of 17, he started his journey and took Western Union as a client. Tomasz found a gap in the market - brands looking to reach out to Polish people living and working in the UK. Tomasz has filled this gap by providing diverse marketing solutions that build bridges between brands and ethnic minorities in the UK. As well as learning about Tomasz’s inspiring story, he shares his insights into how understanding and implementing multicultural marketing has a direct effect on recruitment and customer acquisition and retention. We get a ton of actionable advice in this episode on how organisations can begin to connect with diverse communities better, both online and offline, in a genuine way. In this episode, we cover - What is multicultural marketing/ethnic marketing? How Tomasz Dyl was able to launch his agency at 17 and take on Western Union as his first client. The effect that multicultural marketing has on recruitment and attracting and retaining customers. How marketing can be tailored to particular ethnic groups. Tomasz's view on where the UK is from a D&I perspective. Simple changes that organisations can make to improve their multicultural marketing both in-person and online. LEARN MORE GottaBe! - http://www.gottabeethnic.co.uk/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Tomasz Dyl on LinkedIn - https://www.linkedin.com/in/tomaszdyl/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Sports recruitment has a ways to go in its journey to truly inclusive hiring. Founder of levelequals, Francis Kelly, joins us in this episode to share with us the answers to inclusive recruitment. levelequals is a consciously inclusive talent partner for sports organisations that creates a fair and inclusive process for candidates. They’ve worked with large organisations such as the Premier League and Premiership Rugby and small NGOs like UK Deaf Sport and Cerebral Palsy Sport. We speak about the current state of diversity and inclusion in sport today, and why it’s so important for businesses to hire inclusively. Francis gives us insight into the process that levelequals goes through to reduce bias in every stage of the process. He offers actionable tips that organisations can take to get started with making a change.  We speak about the ‘wall of silence’ that’s putting off talent from ever applying and how to break it down, and why the process of inclusive hiring can never be rushed. We also get insight into the key milestones in Francis’ life that led him to start levelequals. In this episode, we cover -  The state of D&I within the sports industry. Why does sport need more inclusion? The ‘wall of silence’ putting people off applying for roles and how to break it. Is bias more of an issue in sport? The correlations between back-office and on-the-pitch diversity. The key things that organisations should be considering to encourage a diverse range of applications. Why inclusive hiring takes time. LEARN MORE Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Francis on LinkedIn - https://www.linkedin.com/in/edib-recruitment/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Is prison-ism the next bias we need to address? Our guest today believes it is, and shares with us his fascinating lived experience that’s sure to get you thinking. In this episode, we’re joined by Jazz Singh and we delve into the often-overlooked talent within the prison leaver community and tackle the concept of the prison skills economy. Jazz grew up in East London and suffered racist bullying throughout his education. His education put him on a path towards a career in law, but the discrimination he faced pushed him in a very different direction. Jazz describes the situation that he found himself in and the choices he made which led him down a path of drug abuse and his eventual three-year incarceration. The day he was sentenced, he decided that things had to change. He spent the next three years building himself back up and since then has become focused on helping people become the highest version of themselves. In this episode, we cover -  The overlooked talent pool of prison leavers. The challenges Jazz faced as a brown Cockney growing up in East London.  The path that led Jazz to spend three years in prison. How Jazz was able to coach 3 other inmates to sell £92k of IT courses in under 6 months. The kinds of people Jazz met in prison and their stories. The open prison system and how it works. The biases in education and other factors that contribute to the prison pipeline. How companies get involved with becoming part of the solution. LEARN MORE Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Jazz on LinkedIn - https://www.linkedin.com/in/jazz-singh%E2%9C%A8-a0b808222/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

The theme for International Women’s Day 2024 is #InspireInclusion, and our guest today fits that theme perfectly. Shelmina Babai Abji is a prolific keynote speaker and former VP of IBM. She is also the author of SHOW YOUR WORTH - the book that helps underrepresented women accelerate career success and fast-track into leadership roles. Shelmina shares with us her inspiring story from her humble beginnings in Tanzania, to travelling the world to attain her degrees before realising her life’s purpose of advancing gender equality in leadership roles. After finding her first job in her field, Shelmina quickly realised that finding her voice and her confidence and ultimately bringing more value to the organisation than what was expected of her, was essential to her finding success. She brings a wealth of experience and insight to this conversation for anyone looking to fast-track success within their organisation. In this episode, we cover -  Becoming confident in your own worth and the unique value you can bring to an organisation. The keys to being heard within your role and progressing. Why prioritising is so essential to success. Learning when to say no. The real meaning of perfection at work. How do we move gender equality forward? How do we ensure that IWD 2024 is more than just a hashtag? LEARN MORE International Women’s Day 2024 - https://www.internationalwomensday.com/ Show Your Worth book -https://books.google.co.uk/books/about/Show_Your_Worth_8_Intentional_Strategies.html?id=UoA_EAAAQBAJ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Shelmina on LinkedIn - https://www.linkedin.com/in/shelmina-babai-abji/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Rocki Howard became frustrated with the lack of resources that leaders of SMBs have to create safe environments for their people, which drove her to build Diversiology.io - a platform designed to support SMBs in their diversity, equity, and inclusion efforts. She is also a speaker, podcaster, a mother of four and so much more. But the road to get to where she is now wasn’t easy. Rocki grew up in an abusive household and poor economic conditions. She shares with us the inspiring story of how she was able to “come out of survival mode”, become her authentic self and start supporting others. Rocki was pushing for diverse recruitment at a time when most businesses weren’t interested. When she did find a role as a Chief Diversity Officer, she was saddened to see that she wasn’t provided with the resources to make the change that she knew needed to happen. Now, Rocki joins us on The D&Igest to share her story and give her insight into what leaders can be doing today to make the change needed to drive their business and create a supportive and safe culture. In this episode, we cover -  How Rocki survived the challenging conditions of her upbringing and was able to use her experiences as fuel for helping other excluded people. The power of reaching out. The empowerment that comes with becoming your authentic self. The point at which Rocki’s career took off. How Rocki’s role as a Chief Diversity Officer didn’t give her the ability to make the change that was needed. Why D&I roles are being cut. One thing business could be doing to get started with D&I tomorrow. LEARN MORE Diversiology.io - https://diversiology.io/ Grown Woman Life podcast - https://www.grownwomanlife.com/podcast Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Rocki Howard on LinkedIn - https://www.linkedin.com/in/rockihoward/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Before Shell was diagnosed with ADHD, she found herself struggling to keep hold of a job. After being fired from over 10 jobs and directing the blame on herself she embarked on a journey to find the career that was right for her. In this episode, ADHD Career Coach, Shell Mendelson, sits down with us to share her journey and her expertise on careers for people with ADHD. Shell left college with a Bachelors in Communications and teaching qualifications, but she struggled to find the right role.  Shell wanted to be her own boss, which led her to build her own business, before leaving over 10 years later. She opens up about why she had to leave the business she poured her heart into, and the trigger that led her to seek a diagnosis. Shell shares insights into how she discovered her true career path and the challenges she faced working with neurotypical individuals before her ADHD diagnosis.  She gives plenty of practical advice for those suspecting they may have ADHD, such as the symptoms to look out for and how they can begin to find the right path for them. She also offers advice for businesses on how they can better support people with ADHD so that they can better retain staff and help them be at their best. In this episode, we cover -  Shell’s journey to finding the career that was right for her… …and how other people with ADHD can find the career that’s right for them. Why Shell had to leave a successful business that she built. What are the symptoms to look out for if you think you might have ADHD? How can people with ADHD approach work to improve their career progression? What can workplaces do to encourage and support people with ADHD? The unique skills that people with ADHD can contribute to the workplace. Are businesses improving in terms of how well they are supporting people with ADHD? Why businesses need to be aware of what individuals with ADHD need. LEARN MORE Career Coaching with Shell - https://passiontocareer.com/ Unlock Your Career Path Book - https://passiontocareer.com/course-book-live/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Shell Mendelson on LinkedIn - https://www.linkedin.com/in/yourpassiontocareer/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

On the outside, the fashion industry paints a picture of inclusivity, but the backstage narrative tells a different story. In this episode of the D&Igest, we’re joined by Jamie Gill. Jamie is the Founder of The Outsider’s Perspective, a not-for-profit organisation that helps people from underrepresented groups break into the fashion industry. He also finds the time to hold a non-exec director seat, he’s on the board of the British Fashion Council and he’s a former CEO of luxury fashion brands. Jamie is a second-generation British-Indian, who grew up knowing he was gay from an early age. Jamie shares with us his fascinating story of how he navigated his early life and career in a society that asked a great deal more from him because of his background. Now, The Outsider’s Perspective, is dedicated to shattering the barriers that keep underrepresented people from entering the fashion and luxury industries.  In this episode, we cover -  The fashion industry’s secret D&I shame. Jamie’s journey as a second-generation British-Indian and as a gay man and the challenges that this brought up. Jamie’s struggle with showing up as his authentic self and how this affected his career. Why it’s so important for people to have figureheads who can inspire them and what happens when they don’t. How organisations can benefit from diverse teams. Why it’s such a challenge to get a foot in the door of the fashion industry. How to get involved with The Outsider’s Perspective. LEARN MORE The Outsider’s Perspective - https://www.theoutsidersperspective.org/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Jamie Gill on LinkedIn - https://www.linkedin.com/in/jamie-gill-64870080 Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

What many of us have been told about autism is all wrong. The ‘autistic traits’ that are seen as typical don’t necessarily define everyone with autism. In this episode, we sit down with Louisa Van Vessem, Creative Business Strategist and Mentor at Ingenious Corner. Louisa shares her journey as a solo parent raising an autistic child while managing her own late-diagnosed autism at the age of 43, along with several other health challenges. And on top of all of this, running her own business. She reflects on the revelation she experienced during the evaluation process for autism, explaining how many aspects of her life suddenly made sense, particularly in how she navigated relationships. Before Louisa ran her own business, she worked in the corporate world. We learn what this environment was like for her as someone with autism, and why working freelance now suits her better. Louisa also speaks to the challenging road she went down in getting her son diagnosed, and we learn about the support (or lack thereof) that’s available to children in schools. Louisa and her son’s autism shows up differently in many ways, and similarly in others. She shares a fascinating, personal story that will challenge the way you view autism. In this episode, we cover -  How would an earlier diagnosis have affected the trajectory of Louisa’s life? How the corporate world enabled Louisa’s masking of her autism. Why Louisa decided working for herself was the right move. The state of support in schools today for children with autism. Are the typical ‘autistic traits’ really that typical? Or is it far more nuanced than we’re made to believe? How distinctly different the ways that Louisa’s and her son's autism shows. The routine that Louisa follows as a solo parent of a child with autism. Why Louisa hasn’t niched down her business. LEARN MORE Ingenious Corner - https://ingeniouscorner.com/ Louisa’s Etsy Store - https://www.etsy.com/uk/shop/ingeniouscodesigns Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Louisa Van Vessem on LinkedIn - https://www.linkedin.com/in/ingeniouscornerco/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Dr. Roxy Manning didn’t initially realise how much race was impacting her experience as a black immigrant in the US, but she faced racism in numerous forms throughout her education - despite her aptitude for learning. The effects racism had on her education were exemplified when she wrote a brilliant paper which awarded Roxy an F, being told that “Black folks can’t write like that”. In this episode, Dr. Roxy Manning shares with us an incredibly transparent look into her background and helps us understand her specialism in non-violent communication. Roxy is a speaker, consultant and psychologist and is the author of two recently published books - The Antiracist Heart and How to Have Antiracist Conversations. Roxy’s family emigrated from Trinidad to the US, where her parents became hands-on advocates for change. We learn about Roxy’s work with schools and organisations in teaching non-violent communication as a way of getting across our message with compassion - and as a way of being more compassionate with ourselves. Roxy shares with us the ‘lightbulb moments’ that her clients go through as a result. In this episode, we cover - The fascinating story of Roxy and her family’s journey from Trinidad to the US. The experience of a black immigrant versus a black person born in America. The racism that Roxy faced throughout her education that she was unprepared for. What is ‘non-violent communication’ all about and what drew Roxy into it as a practice? The transformation that Roxy brings schools and organisations through with her teachings. Getting your message across with compassion. The differences between experiencing microaggressions personally, as a witness and as an actor. Roxy’s thoughts on the future of race in the US. LEARN MORE Roxy Manning - https://roxannemanning.com/ How to Have Antiracist Conversations - https://www.penguinrandomhouse.com/books/726362/how-to-have-antiracist-conversations-by-roxy-manning/ The Antiracist Heart - https://www.penguinrandomhouse.com/books/726493/the-antiracist-heart-by-roxy-manning-sarah-peyton/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Roxy Manning on LinkedIn - https://www.linkedin.com/in/roxymanningphd/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Marie-Liesse Calméjane shares with us her powerful journey of resilience, in this episode. Marie-Liesse started her career in communications and marketing at Danone in France. After she moved with her family to Asia, Marie-Liesse’s fourth child was diagnosed achondroplasia, a rare genetic condition which is the most common form of dwarfism. Marie-Liesse gives us a look into her experiences as a parent of four and a parent to a child with dwarfism. We learn about how she found support as an expat and how her son was supported by his schools and siblings. Transitioning into coaching, Marie-Liesse now works with the Resilience Institute, helping companies equip their leaders and teams to navigate life and work. Resilience has become a running theme of Marie-Liesse’s life and now her work. She speaks about the support she found from the non-profit Little People of America and how we should be challenging the misconceptions surrounding dwarfism and what needs to change for a more inclusive future. In this episode, we cover -  How resilience became the theme of Marie-Liesse’s work. How Marie-Liesse found support as an expat mother of four. How Marie-Liesse’s son was supported at school in Singapore. The analogy Little People of America uses to sum up a parent’s experience of having a child with a disability. The true main disabling factor of Marie-Liesse’s son’s disability. What needs to change to give people with dwarfism an equal future? LEARN MORE Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Marie-Liesse Calméjane on LinkedIn - https://www.linkedin.com/in/marie-liesse-calmejane/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Bahaa faced shocking day-to-day risks to his life while living in Syria. Now, he works in the UK for one of the UK’s largest construction companies. In this episode, we speak with Bahaa and discover his fascinating journey. We’re also joined by Hannah Brooke, Head of Partnerships at Renaisi - the organisation that supported Bahaa with finding employment through their ‘Transitions’ programme. We dive deep into Bahaa’s journey of attaining his PhD and his experiences of gaining refugee status after moving to the UK. More many seeking refuge, the immigration process can take one to two years or more. For Bahaa, it took around three months, and he gives insights into what was different for him. We learn about Bahaa’s experience of applying for work in the UK. Bahaa was turned down for 100s of roles before receiving support from Renaisi. Hannah shares with us how Renaisi leverage their pipeline of employers who want to employ differently and the benefits that these organisations experience in return from diverse hiring. In this episode, we cover - The shocking risks that Bahaa faced while living in Syria. Bahaa’s inspiring journey to the UK. The process of gaining refugee status in the UK and how Bahaa’s experience differed from the typical experience. Bahaa’s experience with applying for jobs. How Renaisi supports those seeking sanctuary to find gainful employment. The benefits that diverse hiring has for organisations. How to get involved with Renaisi. LEARN MORE Renaisi - https://renaisi.com/transitions/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Hannah’s email - h.brooke@renaisi.com Hannah Brooke on LinkedIn - https://www.linkedin.com/in/hannah-brooke-20961718/ Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Creating an inclusive environment takes continuous work. Heeral Gudka, Founder of Convergent, joins us in this episode to talk about her pragmatic approach to EDI. Heeral helps businesses implement long-lasting, strategic EDI initiatives. We dive deep into how this looks in action, and how Heeral ensures that these initiatives stick. D&I professionals are quitting and D&I roles are being cut from some organisations. Heeral tells us why in this episode. Convincing leaders to take D&I seriously and getting buy-in from teams formed from lasting motivations is a challenge. We speak about how to get that buy-in, and why some organisations experiencing a fading interest in creating an inclusive environment. Heeral tells us that she keeps her characteristics out of D&I conversations and doesn’t specialise in training for any one particular characteristic or within a specific field. She tells us why she belives getting too specific is less effective.  She gives us a behind-the-scenes look at which kinds of organisations are seeking her help, and who in these organisations are spearheading D&I strategies as well as the spark that pushes them to reach out and take that next step. Heeral also shares with us how businesses can get started on this journey and make it a positive one. In this episode, we cover -  How and why we need to implement strategic D&I initiatives. How we can get the buy-in of leaders. Why are people quitting D&I positions or being laid off? Why Heeral doesn’t specialise in a particular industry or characteristic. Which types of companies are reaching out to get started with D&I strategy and what are their main concerns? How businesses can get started with D&I and have a positive journey. Why does bias training have a bad reputation? LEARN MORE Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Heeral Gudka on LinkedIn - https://www.linkedin.com/in/heeralgudka/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

For ADHD Awareness Month, we’re speaking with musician, international public speaker and neurodiversity advocate, J Grange. In episode 49, we spoke with J Grange’s dad. In this episode, we hear the other half of his incredible story, from J’s perspective. J struggled throughout his childhood with being misunderstood and not being supported at school. He shares with us his story of the challenge of navigating school with undiagnosed ADHD which led him to feel isolated and suicidal. Since being diagnosed with ADHD, J has experienced a meteoric rise in his music career and is now a figurehead for neurodiversity globally. J takes his experiences into schools to raise awareness and to improve understanding amongst teachers and help children feel supported. J also shares the story of the one teacher who did make him feel supported, the person who brought him back from the brink, and he lays out how teachers should be supporting neurodivergent children. In this episode, we cover - How J Grange went from a challenging childhood to speaking with the UN at 19. J’s view on ADHD as a disability vs. a superpower. How the lack of understanding and support in school manifested for J. The challenges with obtaining an ADHD diagnosis… … and the stigma and challenges that J struggled with after being diagnosed. The moment J decided that things needed to change. How teachers and parents should be supporting children with ADHD. LEARN MORE J Grange - https://jgrangeofficial.com/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT J Grange on LinkedIn - https://www.linkedin.com/in/j-grange-373a2b1a7/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

11th October is National Coming Out Day in the US. That’s why in this episode, in a first for The D&Igest, we’re joined by two guests - John Volturo and Peter Gandolfo -  Partner and Executive Coaches at Evolution.  Evolution offers executive coaching, facilitation and training. Mainly working with startups and tech companies, Evolution supports LGBTQ+ workers and helps organisations recognise the role they play in creating a more inclusive environment. John and Peter share the pivotal moments in their lives that led them to pursue careers in DEI coaching. They reflect on how becoming parents influenced their career paths and the profound impact it had on their perspectives.  We learn about the challenges that gay men face in workplaces. The feelings of isolation and the challenges with being defined as 'the gay guy' in the office. These issues are clearly still prevalent in the US today, with around 50% of LGBTQ+ people still not comfortable with coming out at work. John and Peter also share their thoughts on National Coming Out Day and what it means to them. In this episode, we cover -  How Evolution helps organisations do better at DEI. The moment that gave them the push towards working in DEI. Finding the right co-founder. The challenges that LGBTQ+ people are facing in workplaces. Why are around 50% of LGBTQ+ people not out at work? What does National Coming Out Day mean to John and Peter? LEARN MORE Evolution - https://evolution.team/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Dyslexia affects one in five people. So why aren’t we talking about it more? In this episode, Joan Bohan, Founder of Dyslexia, Inc. chats with us about her story and how her organisation is raising awareness of how businesses can leverage dyslexia as an opportunity. Joan emigrated from the US to France 30 years ago. After her son was diagnosed with dyslexia, she founded Project “Dysnie” during her tenure at The Walt Disney Company - a project which sought to empower people with dyslexia. The attitudes around dyslexia and neurodivergence were very different in France from how they are today. Joan shares with us the challenges that her son faced with getting the right support during school.  Dyslexia can offer opportunity - if organisations choose to leverage it. Joan explains how and speaks about the unique advantages and outlooks that someone with dyslexia may have. The way that Joan reacted to her son’s diagnosis, and the way that she is changing the conversation around dyslexia is nothing short of inspirational. In this episode, we cover -  How have attitudes around dyslexia and neurodivergence changed? Are things going in the right direction? How the framing around spelling errors has an impact on people with dyslexia. The strengths and advantages that someone with dyslexia has. How businesses can leverage dyslexia. Advice on getting the conversation started in the workplace. Why holding children with dyslexia back a grade in school doesn’t help. How ChatGPT can help people with dyslexia. LEARN MORE Dyslexia, Inc. - https://www.dyslexia-inc.com/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Joan Bohan on LinkedIn - https://www.linkedin.com/in/joan-bohan-profile/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

We are bombarded with all sorts of micro and macro messaging, daily. Often that messaging is giving us inaccurate expectations of what is expected of us both in and out of work - and it’s not doing us any good. Even those who are ‘successful on paper’ are suffering. In this episode, we speak with relationship & sexuality expert and author of Not Tonight, Honey, Courtney Boyer. Courtney helps people with their sex lives and those who are experiencing a disconnect with their bodies. Many women come to Courtney believing that they may be asexual. But what she often finds is that there are other factors at play, causing a lack of sexual desire. Courtney gives us her insights into what those factors are. We speak about gender and the differences between the issues that men and women come to her with. Courtney also speaks on pleasure and sensuality, and how while these are often linked with sex, they are something that we should all be connecting with in our everyday lives. And finally, Courtney gives us insights into what she is aiming to achieve with her book and the moment that led her to write it. In this episode, we cover -  How Courtney is helping people with their sex lives and disconnections with their bodies. The differences between what women and men are asking Courtney. Why success ‘on paper’ often doesn’t relate to happiness. How gender inequalities can affect the state of our sex lives. The dangers of inaccurate expectations - even the more positive ones. The true meaning of sensuality and why we all need to be making time for it. How we can raise children to be more emotionally aware. The moment that drove Courtney to write Not Tonight, Honey. LEARN MORE Courtney Boyer Coaching - https://www.courtneyboyercoaching.com/ Not Tonight, Honey (book) - https://www.amazon.co.uk/Not-Tonight-Honey-women-actually/dp/B0C2S6B66L/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Courtney Boyer on LinkedIn - https://www.linkedin.com/in/courtneyboyercoaching/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

The NHS is the largest employer in the UK. Therefore it’s essential that it stays ahead when it comes to providing a working environment that’s inclusive and equitable. Paul Deemer is the Head of D&I at NHS Employers, and in this episode, we dive deep into how the NHS approaches D&I and his journey into the space. Paul shares the story of how he got into D&I, how D&I has changed over the past 20 years and how the Equality Act affected D&I across the UK. We speak about how things have improved, but also where there is still plenty of room for improvement.  We get insights into what the NHS is doing well in terms of D&I, and which issues it’s still tackling. Paul shares details on the staff survey that the NHS offers to all of its 1.3 million+ staff every year. We find out what data is tracked and how this data is used to improve the lives of NHS staff across the country. In this episode, we cover -  How does the UK’s biggest employer, the NHS, approach D&I? How has D&I changed over the past 20 years? What did the Equality Act 2010 actually mean for D&I? The NHS’s staff survey and how they use the data. What are the NHS’s current strengths and weaknesses from a D&I perspective? How did Paul get involved in D&I 20 years ago? Where do the biggest issues still lie? LEARN MORE Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Paul Deemer on LinkedIn - https://www.linkedin.com/in/paul-deemer-85803a5 Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

1 in 5 people is neurodivergent. So why is it so hard for so many people to get diagnosed? In this episode, we speak with Gary Grange about his work with The ADHD Foundation Neurodiversity Charity and his journey with his neurodivergent son. Gary’s son began to exhibit challenging behaviours at school during his teenage years caused by his ADHD and dyspraxia. Gary and his wife sought out a diagnosis for their son, but as many parents do, they faced an uphill battle. Their son was labelled as a ‘bad kid’ by the schools, and GPs didn’t recognise his conditions. Things began to change drastically once they eventually got a diagnosis. Gary speaks openly about the challenges that his family went through during this time. He also speaks about the major positive turnaround that his son has gone through since then. We get insights into how individuals and businesses can better support neurodivergent people. And you’ll find out where to learn more about neurodivergence. In this episode, we cover -  The challenges that many in the UK face with getting diagnoses for neurodivergent conditions. The profound story of Gary’s journey with his son’s ADHD and dyspraxia. The behaviours that children with ADHD and dyspraxia exhibit and the differences between girls and boys.  What the media gets wrong about neurodivergence. Advice for individuals and businesses on how to better support neurodivergent people. How you can find out more about neurodivergence. LEARN MORE ADHD Foundation - https://www.adhdfoundation.org.uk/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Gary Grange on LinkedIn - https://www.linkedin.com/in/gary-grange-273a497/ Gary’s Email -  Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Is D&I made too complicated? Isn’t it just about being kind, compassionate and accepting of the fact that people have different experiences? In this episode, we speak with award-winning LGBT+ change agent, Shaun Dellenty. He has been in the education sector since 1996 and is also a speaker, author, present and more. Despite his impressive list of credentials, Shaun sums up his role as ‘encouraging people to be the kindest, most compassionate version of themselves’. Shaun shares with us his story of how he got to where he is today. We learn about the response that Shaun received when he came out as the first gay male primary teacher in the UK in 2009 and how things have changed since then. Shaun suffered severe prejudice throughout school and in his home environment that led him to completely check out of education and almost, in his words, check out of the world. Shaun shares the captivating stories of how he ended up taking professional acting roles; the reunion of Shaun and an individual who bullied him in school; and how Shaun’s career has exploded, leading him to give training programs all over the world. We learn about how Shaun helps schools and organisations understand how they can better support LGBT+ students and colleagues. Many of these organisations are at the very start of their journey - and we talk about why that’s no bad thing. In this episode, we cover - Are we overcomplicating D&I? The response Shaun received when he came out as the first gay male primary teacher in the UK in 2009. Why Doctor Who became Shaun’s only source of escapism as a young person. The story of Shaun reuniting with a school bully and the conversation that ensued. Guidance and support for people going through the same issues. How Shaun’s career exploded into what it is today. Recognising your own biases and moving past them. How things have improved and the dangers that LGBT+ people still face. LEARN MORE Shaun Dellenty - https://shaundellenty.com/ Diversely - https://www.diversely.io/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ CONNECT Shaun Dellenty on LinkedIn - https://www.linkedin.com/in/shaundellenty/ Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/ LISTEN Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648