Spotlight on Diversity and Inclusion
D&I means accepting our differences
Rumaanah Fada
Content Strategy Manager
Lloyds Banking Group
Diversity and inclusion (D&I) can mean something different to everyone. That’s why we shouldn’t approach these issues with an iron fist.
It’s important that people are able to speak freely about their own views and experiences – without being afraid of putting a foot wrong. Because of the myriad of views based on lived experiences and social conditioning – striving for inclusion isn’t necessarily about everyone agreeing all the time, but more about bridging the knowledge gap and being sensitive whilst having these conversations. It's about learning how to be respectful of everyone’s right to exist in harmony, without excluding anyone.
Whilst inflexible approaches to D&I can be criticised, rigidness to change is problematic too. Some people hide behind the words ‘we’ve always done things this way’ and ‘people seem to have a problem with everything nowadays’ as empty excuses for inappropriate behaviour. And some may even say ‘leave that stuff at home’ and ‘let’s just get the job done’. The thing is, whilst some traits can be hidden – I can’t hide the fact that I’m a woman. I can’t hide my skin colour which can be stark against a sea of white faces, and I can’t hide my religion – the symbol of which I wear literally on my head – and nor should I have to. But I also can’t hide from the conscious and unconscious bias that these obvious traits subject me to. That’s why we all have to do better. We have to do better to make those with both apparent as well as hidden traits that make them different, feel comfortable. That’s why Lloyds Banking Group’s (LBG) initiative around ‘Bringing your whole self to work’ is so important – because organisations are only as good as their people, and taking care of people is critical.
How people are different is what makes them special – and diverse perspectives help elevate organisations to find creative solutions. In our business area in Scottish Widows, we formed the colleague-led inclusion board to provide a platform where these insightful views are shared. The board is focused on driving measurable change through set objectives and tracking key results in line with LBG’s wider diversity and inclusion targets. There are three steps to this: ‘Awareness’, ‘Advocacy’ and ‘Action’. First, we educate to raise awareness around matters relating to diversity and inclusion. That awareness and understanding then aims to achieve advocacy and true allyship. Finally, by people truly understanding and embracing diversity and inclusion, we can take action and drive real change around the things that matter. Although there are no instant solutions and there is still much left to do, taking action is worthwhile and progress is being made at Scottish Widows.
The colleague-led inclusion board gives a voice to the things that matter, and a forum to determine how to successfully drive change. An individual voice is important – and a collective voice amplifies what’s important.