The inaugural UnderOne Global Diversity and Inclusion Festival on July 24-25 2024 held at the University of Northampton’s Waterside Campus was a remarkable event that brought together diverse voices from across the globe to advance the crucial work of diversity, equity, and inclusion (DEI). Founded by Lydiah Igweh, this festival was more than just a gathering; it was a powerful testament to what can be achieved when we unite under the shared goal of fostering a world where diversity is celebrated and inclusion is the norm.

Lydiah reflected on the profound sense of purpose that drove the creation of UnderOne. The festival was born from a vision to create a safe space where everyone feels valued, and its mission was clear: to unite diverse voices and ignite meaningful change through innovation, empathy, kindness, and collaboration. This vision came to life over two days filled with inspiring conversations, engaging sessions, and thought-provoking discussions.

The event was supported by headline sponsors Warner Bros. Discovery and diamond sponsor Clyde & Co, along with a host of supporting partners and passionate attendees. The success of this inaugural event has laid the groundwork for a movement that will continue to grow and inspire. The importance of this work cannot be overstated in today’s world, where embracing our differences is key to building a stronger, more cohesive society.

Alan Holmes, Head of Diversity and Inclusion at Clyde & Co, shared his thoughts on the event, stating,

“Clyde & Co. were delighted to sponsor the inaugural UnderOne Festival and Awards this year. Both the festival and awards were a fantastic opportunity to bring together thought leaders and build a united approach to develop more inclusive workplaces and communities. The festival’s energy was palpable and acts as a great springboard for professions in the diversity, equity and inclusion space to continue their great work with the deserved recognition.”

A Snapshot of UnderOne Festival 2024

The festival was packed with over 60 sessions, including keynotes, panels, forums, interactive workshops, wellness activities, and live poetry. It brought together a global community from Finland, Germany, Ireland, Spain, Japan, North America, the UK, and beyond, representing over 15 industry sectors. The event also proudly showcased 25 exhibitors led by underestimated founders, in collaboration with Diversity X VC, highlighting the importance of providing platforms for often-overlooked voices.

More than 350 attendees, both in person and online, engaged with the content, and 98% rated the conference as excellent or very good. Attendees left inspired, with over 95% finding the festival offered content that was useful in their work. With over 50 thought-provoking speakers representing diverse identities and lived experiences, the festival set a high bar for future DEI events.

Insights and Key Takeaways

One of the standout moments of the festival was the keynote delivered by Dr. Asif Sadiq MBE, Chief DEI Officer at Warner Bros. Discovery. Dr. Sadiq emphasised that DEI is not a one-time solution but a continuous journey requiring ongoing commitment and adaptability. He highlighted that change will be a constant in DEI work, and organisations must focus on their “why”—the core purpose driving their initiatives—while staying aligned with their North Star. By grounding efforts in a clear sense of purpose, leaders can embed DEI deeply into organisational culture, ensuring it guides decisions and actions. Dr. Sadiq stressed the importance of maintaining DEI momentum by integrating it with business strategy and remaining authentic.

Asif Sadiq, Chief Global Diversity, Equity & Inclusion Officer at Warner Bros. Discovery, remarked,

“As the headline sponsor of the 2024 UnderOne Festival, we at WBD are proud to support this inspirational platform that champions diversity, equity & inclusion through innovative ideas and connection. Together we are creating a more inclusive future for everyone.”

The festival also featured discussions on bridging DEI with emerging technologies, led by Gori Yahaya, Founder & CEO of Upskill Universe. This forum explored the intersectionality of DEI and tech, emphasising the need for ethical considerations in adopting AI and other innovations. The future outlook for AI in everyday life was discussed, showcasing its role in transforming job recruitment, education, and social media, with both significant benefits and challenges.

Another highlight was the ESG (Environmental, Social, and Governance) forum, led by Leonia Goromba, Global Early Careers & Inclusion Manager at Informa Connect. The discussion focused on aligning DEI with sustainability goals, stressing that corporate social responsibility (CSR) should extend beyond compliance to genuinely support social and environmental objectives. The forum highlighted the importance of aligning DEI efforts with an organisation’s core values and the need for strategic approaches to achieve long-term sustainability goals.

The festival also emphasised the importance of cultural integration in reshaping organisational culture. Key speakers underscored the role of DEI education and exposure in fostering inclusivity, particularly for homogeneous communities. The establishment of Employee Resource Groups (ERGs) for issues like menopause and mental health was highlighted as vital for promoting open discussions and driving cultural shifts within organisations. Regular diversity dialogue days were encouraged to help employees bring their authentic selves to work, though ongoing efforts are needed to sustain these initiatives.

Breaking Barriers and Championing Inclusivity

One of the most impactful sessions was the bilingual Fireside Chat titled “Breaking Barriers and Championing Inclusivity,” featuring María del Mar Galcerán Gadea, Spain’s first-ever parliamentarian with Down syndrome, and Francisco Gallego, Global Inclusion and Diversity Manager at Expedia Group (Spain). María shared her journey of resilience and advocacy, emphasising that disabled people are not limited by their disabilities but by the limitations placed on them by society. She spoke about how her brother helped her realise her potential by introducing her to his friends and expanding her network. A key takeaway from this discussion was María’s belief that “talent is everywhere, but opportunities are not.” She is deeply committed to creating more inclusive experiences for disabled people in Spain, working to ensure that society removes the barriers that limit their opportunities.

Amplifying Diverse Voices Through Poetry

The collaboration with Apples and Snakes aimed to amplify diverse voices and lived experiences through spoken word. By bringing together poets and industry leaders, the mission was to foster learning, inspire change, and create a more inclusive and human world through the power of creative expression. Lisa Mead, CEO of Apples and Snakes, reflected on the event, saying,

“UnderOne was an amazing event full of energy, warmth, and commitment fuelled by people determined to create a world that is more diverse and inclusive, and a bit more human! I personally loved seeing the reaction that the poets inspired and how through collaborating across industries, we can learn from each other and together make change happen.”

Looking Ahead

As the first UnderOne Global Diversity and Inclusion Festival concludes, the collective voice of our community emphasises the urgent need for action beyond words. Attendees highlighted the importance of implementing concrete DEI strategies with clear, measurable goals and accountability. Authenticity and kindness must underpin our efforts, fostering genuine inclusion and compassion. Strengthening community ties and supporting each other is crucial, as is prioritising well-being to sustain our long-term efforts. Together, we can transform insights into tangible actions, creating a world where diversity, equity, and inclusion are not just ideals, but realities.

A Call to Action

The journey towards a more inclusive world does not end here. We invite you to continue this important work by exploring our manifesto paper, where we delve deeper into the themes and takeaways from the festival. Let’s continue to work together, fostering a world where everyone can thrive, just as they are.

Thank you for being a part of this journey.

Racial equality in the workplace remains a pressing issue, with recent statistics revealing both progress and persistent challenges. In the UK and around the globe, efforts to create inclusive environments are ongoing, yet disparities in employment opportunities, pay, and workplace treatment continue to reflect deeper societal inequities. The murder of George Floyd in May 2020 and the subsequent global protests highlighted systemic racism and intensified the call for racial equality across all sectors, including the workplace.

The State of Racial Equality in the Workplace

According to a 2023 report by the UK Office for National Statistics (ONS), ethnic minorities in the UK are still underrepresented in higher-paying occupations and overrepresented in lower-paying sectors. Black employees, for instance, are less likely to hold senior roles compared to their white counterparts. Additionally, the pay gap between white employees and employees from ethnic minorities remains significant, with Black workers earning an average of 9% less than their white peers.

Globally, the situation is similar. A 2022 study by the International Labour Organisation (ILO) highlighted that racial minorities in many countries face higher unemployment rates and lower wages than the majority population. In the United States, for example, the median weekly earnings of Black and Hispanic workers were reported to be significantly lower than those of white workers.

The Role of Employee Resource Groups (ERGs)

One of the most effective tools for promoting racial equality in the workplace is the establishment and support of Employee Resource Groups (ERGs). These groups, also known as staff networks, are employee-led organisations that focus on fostering a diverse and inclusive workplace. ERGs provide a platform for employees from underrepresented groups to share their experiences, network, and advocate for changes within the organisation.

ERGs play a crucial role in several ways

Advocacy and Awareness

ERGs raise awareness about racial issues within the company and advocate for policies that promote equality and inclusion. They often work closely with management to develop and implement diversity initiatives.

Support and Mentorship

These groups offer support and mentorship opportunities, helping minority employees manage their careers and overcome barriers to advancement.

Community Building

ERGs foster a sense of community and belonging among employees, which can lead to higher job satisfaction and retention rates.

The Importance of Continued Efforts

Despite the presence of ERGs and increased attention to diversity, the journey towards racial equality in the workplace is far from complete. The global outcry following George Floyd’s death underscored the urgency of addressing systemic racism. Employers must continue to prioritise and invest in diversity, equity, and inclusion (DEI) initiatives. This includes regular training on unconscious bias, transparent recruitment and promotion processes, and a commitment to equitable pay.

Furthermore, it is essential for companies to collect and analyse data on their workforce composition and pay structures to identify and address disparities. Regularly reporting this data can hold organisations accountable and drive progress.

Achieving true equality requires sustained effort and commitment from both employers and employees. ERGs play a vital role in this journey, but they must be supported by comprehensive DEI strategies and a genuine commitment to change.

The legacy of George Floyd serves as a powerful reminder of the systemic racism that still exists and the work that remains to be done. As we reflect on the current state of racial equality in the workplace, it is clear that while significant strides have been made, there is still much work to be done. Only through continued dedication to inclusivity and fairness can we hope to create workplaces that truly reflect the diverse societies in which we live.

With Pride Month on the horizon, we highlight why diversity and inclusion are essential components of a successful and innovative workplace. Among the various facets of diversity, amplifying LGBTQ+ voices has become increasingly important. Ensuring that LGBTQ+ employees feel valued, respected, and included not only fosters a positive work environment but also drives business performance and creativity. This article explores the current state of LGBTQ+ inclusion in the workplace, the challenges faced by LGBTQ+ employees, and the strategies companies are adopting to create a more inclusive culture.

The Current Landscape

Despite significant progress in recent years, LGBTQ+ individuals continue to face unique challenges in the workplace. According to a 2023 report by the Human Rights Campaign, nearly half of LGBTQ+ workers remain closeted at work, fearing discrimination or negative repercussions. This highlights the ongoing need for companies to foster an environment where all employees feel safe to express their true selves.

Challenges Faced by LGBTQ+ Employees

LGBTQ+ employees often encounter various forms of discrimination and bias, both overt and subtle. These challenges can manifest in several ways:

• Microaggressions: Small, often unintentional comments or actions that can make LGBTQ+ employees feel marginalised.
• Lack of Representation: A shortage of LGBTQ+ role models and leaders within organisations.
• Fear of Retaliation: Concerns about being overlooked for promotions or facing hostility if they come out.
• Inadequate Policies: Insufficient workplace policies to protect against discrimination based on sexual orientation and gender identity.

The Business Case for LGBTQ+ Inclusion

Research consistently shows that diverse and inclusive workplaces are more innovative and perform better financially. Companies that actively support LGBTQ+ inclusion benefit from higher employee engagement, retention, and productivity. Additionally, they attract a broader talent pool and enhance their reputation among consumers.

Strategies for Promoting LGBTQ+ Inclusion

Many organisations are taking proactive steps to create more inclusive environments for LGBTQ+ employees. Here are some effective strategies:

Comprehensive Anti-Discrimination Policies: Implementing and enforcing policies that explicitly prohibit discrimination based on sexual orientation and gender identity.

Employee Resource Groups (ERGs): Supporting ERGs for LGBTQ+ employees to provide a sense of community and advocacy within the company.

Diversity Training: Offering training programmes to educate all employees about LGBTQ+ issues and unconscious bias.

Inclusive Benefits: Providing benefits that address the needs of LGBTQ+ employees, such as healthcare coverage for same-sex partners and support for gender transition.

Visible Support from Leadership: Encouraging leaders to publicly advocate for LGBTQ+ inclusion and to model inclusive behaviour.

Looking Ahead

The journey towards full LGBTQ+ inclusion in the workplace is ongoing. While progress has been made, there is still much work to be done. Companies must continue to listen to LGBTQ+ voices, address their unique challenges, and create environments where everyone can thrive.

By fostering an inclusive environment where LGBTQ+ employees feel valued and respected, companies can unlock the full potential of their workforce, drive innovation, and achieve greater success. As we move forward, it is crucial for businesses to continue championing LGBTQ+ inclusion and to create workplaces that celebrate diversity in all its forms.

Join the discussion, ‘Pride in Perspective: Voices of the LGBTQ+ Community’ on 24^th July at the UnderOne Festival.  Get your virtual or in-person tickets HERE.

Our mental well-being has become more crucial in an era of rapid change, intense competition, and constant connectivity. The pressure to excel in our careers, maintain relationships, and keep up with the relentless pace of modern life can take a toll on our mental health.

According to recent studies, around 1 in 6.8 people experience mental health problems in the workplace. This is reported to be with conditions such as anxiety and depression, which affect millions of people worldwide. While the stigma surrounding mental illness is gradually being dismantled, many still hesitate to seek help or openly discuss their struggles.

In light of these challenges, it’s essential to prioritise mental health awareness and cultivate wellness strategies. This involves not only addressing individual needs but also fostering supportive environments within our workplaces, communities, and society at large.

Strategies for Wellness

“Diversity and inclusion play a crucial role in promoting mental well-being,” explains Priyaneet Kainth, Global Diversity, Equity and Inclusion manager at Haleon. “When individuals feel valued, respected, and included, they are more likely to thrive both personally and professionally. By embracing diversity, organisations can create a culture of acceptance that supports mental health.”

Indeed, it is paramount to create an inclusive environment where everyone feels empowered to be their authentic selves. This means recognising and accommodating diverse experiences, perspectives, and needs.

In addition to organisational efforts, personal development and self-care practices are vital for maintaining mental wellness. Seeking guidance from a coach or mentor can provide valuable insights and strategies for managing stress, enhancing resilience, and fostering self-awareness.

“As a coach, I often work with clients to develop coping mechanisms and cultivate a positive mindset,” Chris Pinner of Innerfit says.  “Through coaching, individuals can gain clarity, set meaningful goals, and confidently navigate challenges. It’s about empowering individuals to take charge of their mental health and well-being.”

“I’ve always been a fitness nerd, so when I got my Level 3 Certificate in Personal Training in 2015 it was mainly to learn about the body and physical health. I could never have predicted the journey that would follow and the number of clients who opened up to me about their mental health, stress, anxiety, eating disorders, body dysmorphia, depression, and more. I realised physical fitness is as much about the body as it is the mind. I also realised that even a seemingly small or insignificant amount of movement can have a big impact. So my top tip would be to recognise the power in the ‘little and often’ approach to movement and how even 10-20mins of exercise can help you get your daily DOSE (dopamine, oxytocin, serotonin, and endorphins) of mental health-boosting neurotransmitters”, said Chris.

Furthermore, access to professional support services is essential for those experiencing significant mental health challenges. Organisations like the London Stress Centre offer a range of resources to support individuals in their journey toward recovery and resilience.

“It is important for employers to treat employees as people, not just productivity machines,” states Michael Adu, Founder of London Stress Centre.  “Balancing business goals with human values may require a dedicated individual, but it’s imperative for the mental health of your workforce.”

As we seek to manage the complexities of modern life, it’s crucial to prioritise mental health and well-being for ourselves and others. By fostering inclusive environments, seeking support from coaches and mentors, and accessing professional resources, we can cultivate resilience, enhance our mental wellness, and thrive in an ever-changing world.

Priyaneet concluded, “Your mental health problems do not define who you are. They are a moment in time associated with an experience you are going through. Just remember, whatever you’re going through, difficult times too shall pass!”

Priyaneet Kainth, Chris Pinner, and Michael Adu will share their insights as panellists at the UnderOne Festival, which will take place on July 24th and 25th at the University of Northampton. Get tickets HERE.

To celebrate Staff Network Day, we are highlighting the positive impact Employee Resource Groups have on individuals and organisations worldwide.

What are ERGs?

Employee resource groups (ERGs) are voluntary, employee-driven collectives centred around shared interests, experiences, or underrepresented backgrounds. Formed within workplaces, they serve as pillars of support, diversity champions, and inclusion advocates. ERGs offer a safe space for members to voice concerns, share experiences, and actively contribute to broader company initiatives.

Why are ERGs important?

Employee Resource Groups (ERGs) are pivotal in nurturing diversity, inclusion, and a sense of belonging in organisations worldwide. Research underscores their positive influence on employee engagement, retention, and overall company performance. Prioritising the establishment and growth of ERGs leads to a more collaborative, innovative, and productive work environment. By championing ERGs, companies enhance cultural representation, elevate employee satisfaction, and foster stronger workplace communities.

A striking 61% of professionals affirm that ERGs contribute to their professional development. This statistic underscores ERGs’ significance in supporting career growth and advancement. These voluntary, employee-led groups provide valuable networking opportunities, mentorship, skill-building workshops, and a supportive community, enhancing professionals’ learning and development within the workplace.

Moreover, 48% of companies have established ERGs to bolster diversity and inclusion initiatives. This proactive step signals a commitment to fostering an inclusive culture where every employee feels valued and supported, thus cultivating a more diverse and equitable workplace environment.

 

Join the Discussion

Join a dynamic panel titled ‘Empowering Diversity and Inclusion Champions: Unlocking the Power of ERGs’ on 24^th July at the UnderOne Festival.  Georgina Warren, Global Diversity, Equity, and Inclusion Director at IHG Hotels and Resorts will join Francisco Gallego, Global Inclusion and Diversity Manager at Expedia Group, and Chika Okeke, Head of Diversity, Equity and Inclusion at Essenta, for a thought-provoking discussion.  Get tickets to the festival here.

 

Awards

Do you know an ERG worthy of an award? Nominations are now open for the Trailblazing ERG Award at the UnderOne Diversity & Inclusion Awards. If you know of an ERG making a significant impact, nominate them today!

Better be quick, as nominations close on 3rd June. Let’s celebrate the trailblazers propelling positive change in our workplaces.

As the business landscape continues to evolve, leaders are recognising the undeniable value of fostering inclusive environments within their organisations. Research indicates that organisations embracing inclusivity are experiencing significant benefits, ranging from increased innovation revenue to enhanced profitability. In fact, inclusive organisations are found to be 73% more likely to reap the rewards of innovation revenue, 70% more likely to expand into new markets, and up to 50% more likely to make sound decisions.

But what is ‘inclusive leadership’? 

Inclusive leadership promotes diversity, equity, and inclusion within an organisation. It involves creating a supportive and welcoming environment where all individuals, regardless of their background or identity, feel valued, respected, and empowered to contribute their unique perspectives and talents. Inclusive leaders prioritise listening to diverse voices, fostering collaboration, and championing fairness and equality in decision-making. They recognise the importance of diversity in driving innovation, creativity, and organisational success, and actively work to break down barriers and biases that may hinder inclusion. Overall, inclusive leadership involves creating a culture where everyone feels a sense of belonging and is encouraged to thrive.

 We reached out to the expert speakers who will present at the upcoming UnderOne Festival this summer, to get their insights on fostering a culture of inclusive leadership.

Dr Noemie Hermeking, Diversity and Inclusion Officer at Fortschritt Bayern in Germany, said:

“As an anthropologist, I have extensively researched Indigenous communities in North America. A Menominee man once said to me that “leaders are on the bottom and never on top “, meaning leadership is about serving your community and not self-gratification.  I think this applies quite well to inclusive leadership. As leaders we should ask what employees necessitate to work in a healthy and respectful environment where they can thrive and feel that they belong.”

“Inclusive leadership is about taking the time to know your own strengths and weaknesses and those of all your team members to leverage and develop them in thoughtful, equitable and effective ways. Be curious by asking questions and compassionate by truly listening. Be courageous enough and have the difficult conversations and remain committed to removing barriers and driving progress even when it’s hard. Call out problematic behaviours and call in those you aren’t hearing from so their voice matters. Treat every individual as such because there is no one-size-fits-all approach to inclusive, impactful leadership”, said Sybil Taunton, Head of Quality, Equity & Inclusion at the Royal Institute of Chartered Surveyors.

Creating an inclusive workplace requires more than just good intentions; it requires active listening and empathy. Claire Thomas, Chief Diversity & Inclusion Officer at Hitachi Vantara, emphasised the importance of truly understanding the needs of others when they come to you for assistance.

“When someone has the courage to come to you with a challenge or request for help, do not assume you know what that person may need. Give them your full attention, listen without judgment, and ask them what help or support would be most useful,” she said.

As you reflect on your own leadership style, do you rate yourself as an inclusive leader? Do you actively listen to the needs of your team members, champion diversity, and create an environment where everyone feels valued and respected? Join us at the UnderOne Festival on July 24th-25th at the University of Northampton, where we’ll come together to learn, share experiences, and inspire one another to become better, more inclusive leaders. See you there!

Get your tickets HERE.

In today’s interconnected world, cultural intelligence (CQ) is a vital skill that transcends boundaries, fosters understanding, and bridges gaps between people of diverse backgrounds. But what exactly is cultural intelligence, and why is it so important? 

Cultural Intelligence expert, Founder and CEO of Prabhaav Global, Ritika Wadhwa, explains… 

“Culture is defined as a set of behaviours we identify with – the ideas, customs and social behaviour of a particular people or society. We often take this for granted, however, until we encounter a different culture and the contrast brings it to our attention. This is where cultural intelligence comes into play”, said Ritika. 

Cultural intelligence refers to the ability to effectively navigate and work across different cultures. It goes beyond mere tolerance or awareness of cultural differences and involves the capacity to adapt, communicate, and collaborate with individuals from various cultural backgrounds. Just as intelligence quotient (IQ) measures cognitive abilities and emotional intelligence (EQ) assesses emotional awareness, CQ assesses one’s ability to function effectively in culturally diverse environments. 

 At its core, cultural intelligence encompasses four key capabilities: 

1. CQ Drive: This refers to the motivation and interest in engaging with diverse cultures. Individuals with high CQ Drive are curious, open-minded, and eager to learn about different customs, traditions, and perspectives. 

1. CQ Knowledge: This involves understanding the cultural norms, values, and practices of different groups. It requires awareness of cultural nuances, communication styles, and social etiquette to navigate interactions effectively. 

1. CQ Strategy: This entails the ability to adapt one’s behaviour and communication style in cross-cultural situations. Individuals with high CQ Strategy are flexible, adaptable, and able to adjust their approach based on the cultural context. 

1. CQ Action: This refers to the capability to interact and collaborate with individuals from diverse cultures. It involves effective communication, empathy, and conflict-resolution skills to build rapport and establish meaningful connections. 

 Developing cultural intelligence is essential in today’s globalized world, where multicultural teams, international partnerships, and cross-border collaborations are increasingly common. Whether in business, education, healthcare, or social settings, individuals with high CQ are better equipped to navigate cultural differences, build trust, and foster productive relationships. 

 So, how can you enhance your cultural intelligence? Here are a few tips to get started: 

Educate Yourself: Take the initiative to learn about different cultures, religions, and traditions. Read books, watch documentaries, and engage in cultural exchange programs to broaden your understanding. 

Seek Experiences: Immerse yourself in diverse environments and interact with people from different backgrounds. Travel, volunteer, or participate in multicultural events to gain firsthand exposure to different cultures. 

Practice Empathy: Put yourself in others’ shoes and strive to understand their perspectives, values, and experiences. Cultivate empathy and respect for cultural differences, and approach interactions with an open mind and a willingness to learn. 

Communicate Effectively: Be mindful of cultural nuances in communication, such as body language, tone of voice, and nonverbal cues. Practice active listening, ask clarifying questions, and adapt your communication style to resonate with diverse audiences. 

Embrace Diversity: Celebrate diversity and recognize the value of different perspectives and contributions. Create inclusive environments where individuals feel valued, respected, and empowered to express their unique identities. 

 Explaining the significance of how cultural intelligence can unlock potential, Ritika said, “The most important charge of a people leader is to unlock the potential of their people. How can this happen unless people are understood for who they really are and what they can bring to the table because of their unique experiences and perspectives?  Unless we maximise the human experience, we fail to optimise human performance.” 

 Ready to enhance your cultural intelligence and unlock the power of diversity? Join Ritika Wadhwa’s workshop, “Cultural Intelligence: A Cornerstone of Global DEI Excellence’, at the upcoming UnderOne Festival on July 24th and 25th, 2024, at the University of Northampton. Get your tickets here now.