What You Can Learn From The Trusted Black Girl In Your Office [Interview with Roianne Nedd]

Roianne Nedd is an author and Amplifier of women’s voices.

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

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Here’s some key messages from this episode:

– How Women of Colour become invisible in the workplace

– The role of employee resource groups in amplifying voices

– Two Types of Bias: Unconscious & Actual

Play the episode for more

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Here’s some key takeaways from this episode:

Women of Colour are Invisible Within the Workplace

“I notice women of colour are almost invisible, when it comes to promotion conversations they become invisible, when it comes to development they become invisible”

Employee Resource Groups Need to Prepare their Members 

“A BAME network that only gives you access to people that look who look like you does not adequately prepare you to manage and navigate those conversations”

Ongoing Assessment of Your Leadership Potential is Required for your Development

 “The most deep research project I did was into myself, so I spent a year looking at my own leadership capabilities, skills, interests and then testing myself on how I could improve my leadership style and how I could harness my different traits and preferences to be a better leader.”

Check out the episode to learn more

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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.

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Here’s some resources so you can go deeper:

Roianne Nedd Linkedin

Roianne Nedd Twitter 

Cracked Cocoon Book

Use this for your own development

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Check out these related episodes of the show.

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

Why Having a Babyface Helps Black Leaders in the Workplace [Research Breakdown]

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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
  • 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