Does your network promote Equality, Diversity and Inclusion?

Future Faces this month is promoting Equality, Diversity, and Inclusion (EDI) and I find the topic so fascinating, writes Yung Lau..

It's multifaceted, as it is embodying values to ensure individuals and organisations are creating environments where everyone feels welcomed, valued, and respected. When was the last time you considered the diversity and inclusivity of your network?

I remember challenging someone who told me they were proud of their diverse network. Although their network had good racial and gender diversity, it was lacking representation from a wide range of people from the industrial sector and people from LGBTQ+ or with disability. They got a little defensive although they acknowledged they would not feel comfortable talking about and navigating someone's disability. In Birmingham the 2021 census shows us that 21 per cent (14.1 million) reported living with a disability with approximately 4.6 per cent of people aged 16-49 years old (in the 2011 census) reported their disabilities limit their day-to-day activities.

At Jacobs, I have been playing an active role in exploring Cultural Intelligence (CQ) and how CQ could play a crucial role in promoting EDI through continuous professional development and enhancing individual's and the organisation's ability to navigate and engage with diverse cultures on a global and regional level. For many, it's obvious that there will be a cultural difference when engaging with global colleagues for America, Australia, Poland, or India, although I recognised that even at a regional level like Greater Birmingham - different cultures impact people's views, assumptions, and bias.

What pops up into your mind when you hear Solihull / Sparkbrook / Erdington / Edgbaston and why?

For some, these words do not mean anything (maybe Edgbaston Cricket)! For me, I instantly think of the affluency and reputation of the places I've heard from others. I have made assumptions of the areas based on what I read and what people have told me although I only know people who have lived in or are from Solihull and Edgbaston.

I came across CQ when I first used the tools Insights, TetraMapping and GlobeSmart although did not fully understand what I was doing or how to translate using CQ, until my Common Purpose Programme which I was awarded with through the Greater Birmingham Young Professional of the Year, Future Faces Champion/Ambassador award. I realised that these tools were giving me the opportunity to reflect on myself and understand how I could:

• Enhance my own awareness and cultural sensitivity - understanding different viewpoints and perspectives from different people.
• Communicate across different cultures more effectively.
• Reduce my own biases, stereotypes, and assumptions; and
• Navigate how to resolve conflicts - fostering a more collaborative and respectful environment.

Within an organisation or workplace, these skills helps teams make better informed decisions by including diverse perspectives and improve cross-organisation collaboration and innovation. An organisation with individuals that embrace CQ could also see better recruitment and retention of a diverse workforce more effectively and allow people from different backgrounds to thrive.

I believe that to improve EDI, we all need to take a conscious effort and make a commitment to improving our CQ to:

• Self-reflect on our own biases and lived experience;
• Expand our network;
• Engage in cross-cultural interaction;
• Empathise and consider situations form others' viewpoint.

We as individuals need to continuously educate ourselves about different cultures, histories, and other's individual lived experience whilst reflection on our own biases and assumptions through our own lived experience, I feel it is important to take the time to self-reflect on our own networks, our own biases, and assumptions, whether that is because of:

• Where we grew up;
• The schools we went to;
• The experience we have been on; or
• The people in our network or workplace.

We should strive to make our networks inclusive and diverse although recognise that no 'one network' could be perfect and can always improve. By empathising with your friends and colleagues, we can become better leaders in navigating different views and making sure we bring together the right people!