The 30 Per Cent Club: How It Transformed Diversity & Inclusion in the UK Forever [Interview with Melanie Richards]

Melanie Richards is described as one of the most prominent activists for Gender Equality in UK business

A Founder Member of the 30 Per Cent Club Steering Committee and Vice Chair and Partner at KPMG in the UK

In this rare interview she shares her considerable experience with us.

——————–

Here’s some key messages from this episode:

– How the 30 Per cent Club benefitted from a “Happy Coincidence”

– The importance of targets to increase Diversity within the workplace

– The potential of employee resource groups to drive change in an organisation

Play the episode for more

——————–

Here’s some key takeaways from this episode:

The difference between Targets and Quotas 

“People get very confused, when I advocate the need to publish targets, people think you’re talking about quotas.”

Voluntary Business Led Change

“We can’t diminish the role of government in continuing to shine a light on it and hold people to account in a constructive collaborative way” 

A Data Driven Approach

“I think the benefit of data is that it helps you to unpick the why”

Check out the episode to learn more

——————–

In every episode you will find:

– A specific question for you to answer

– A challenge for you to consider

– An action for you to take

Did you find them in this episode?

Putting these together makes all the difference.

——————-

Here’s some resources so you can go deeper:

The 30 Per Cent Club

The McGregor Smith Review

The Parker Review

The Davies report

The Equality Act (2010) Gender Pay Gap Information

KPMG sets diversity targets across gender, race, disability and sexual orientation

Crafting an identity: an examination of the lived experiences of minority racial and ethnic individuals in the workplace

Use this for your own development

——————–

If you liked this show you will love our newsletter

Get 1 actionable insight in your inbox every Wednesday afternoon

You also get free access to the Element of Inclusion Book Club

Sign Up Here to get started 

——————–

We believe in the importance of sharing.

Share this episode with a friend who can benefit from what you’re learning here.

Check out these related episodes of the show.

How Male Allies Can Support Women for Gender Equality In The Workplace [Book Review]

Invisible Women: Exposing Data Bias in a World Designed for Men [Book Review]

3 Reasons Why Organisations Love Women’s Employee Resource Groups When Talking About Diversity

Make sure you subscribe so you don’t miss any episodes.

——————–

Follow Dr. Jonathan to get Evidence Based Inclusion Insights  7 days a week

Linkedin 

Twitter 

——————–

Got an idea for an episode of the show?

We love requests and ideas from regular members of our audience

Get in touch with Dr. Jonathan via Linkedin 

He would love to hear from you

——————–

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