How To Challenge Perceptions and Maximise the Potential of Black Women in the UK Workplace [Book Review]

Is anyone in your office a Trusted Black Girl?

Today I’m reviewing a book that explains what this means and why you this matters to you

In todays show I discuss several things including:

  • My enthusiasm about this book
  • How this book moves beyond intersectional rhetoric
  • The hidden experiences the book reveals and much much more

Here’s some of what I share in the show:

The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women

I describe how the book explores the nuances of black female experience in the workplace:

“I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that it’s just one of 8 concepts explored in the book , I won’t list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ? Black girl which I think you’ll enjoy reading about”

Black Women are invisible for positive things and hyper visible for negative things

I discuss how the unique black female experience regarding colleagues and leaders:

“Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility”

Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences

I talk about how the black female experience has been ignored by the mainstream:

“The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores.”

SHOWNOTES

Roianne Nedd The Trusted Black Girl

Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace.

Roianne Nedd Website

Cracked Cocoon Book

Roianne Nedd Twitter 

Roianne Nedd Linkedin

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences