Element of Inclusion

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

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Melanie Richards is a Founder Member of the 30 Per Cent Club Steering Committee.

Find out why she’s a prominent leader in Gender Equality in the UK. 

Here are 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 

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Here are 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”

Here are 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

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Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

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The Elements of Inclusion #4

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

  • Why inclusive outcomes are driven by innovation
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  • 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
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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
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  • Why established workplace norms must evolve for inclusion in the modern workplace

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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