The Elevator - 17th May 2025 - Wait… I’m the elder now?
“Hello Aunty, we just wanted to…”
Excuse me?
Aunty?
Surely not me?
Now, for context: in many Black communities, calling someone “Aunty” is a sign of respect—a term used for elders.
Elders.
I turned around to see who they were talking to.
But there was no one behind me.
Just Marley still barking at anyone daring to walk past our house.
It hit me.
They meant me.
The girl (!) who still feels 23.
(Why 23? I don’t know—it just feels like my peak brilliance era. Indulge me.)
I laughed, but it stayed with me.
That moment—of being seen differently, of realising that perhaps the baton is no longer being passed to me but from me—sparked a bigger reflection:
How are we showing up across generations in the workplace?
What happens when we shift from mentee to mentor, from “up-and-coming” to “seasoned expert,” or dare I say… “Aunty”?
This scenario got me thinking and here’s what I have concluded:
Intergenerational working isn’t just about age—it’s about respect, humility, and the willingness to learn both ways.
Younger colleagues bring fresh ideas and perspectives, and we bring context, history, and hard-earned wisdom.
There’s power in mutual mentoring—where generations sit side by side, not one above the other.
Whether you’re the one being called “Aunty” or you’re the one doing the calling—there’s space for us all to grow, contribute, and lead.
So…. I am going to give you not one, but TWO actionable tips in the shape of prompts this week:
If you’re further along in your journey, how are you investing in those coming up behind you?
And if you’re just starting out, how are you honouring those who paved the way?
Also… have you had a moment like mine where you suddenly realised how others perceive you?
Hit reply and let me know—I’d love to hear your stories so I don’t feel so alone in this delightful (and slightly shocking!) transition.
The Elevator - 10th May 2025 - When Belonging Isn’t a Given: A Story That Changed My Why
It wasn’t solely because of one major incident. It was the build-up of microaggressions, the subtle (and sometimes not-so-subtle) undermining, the lack of representation in leadership spaces, and the assumption that I was “too sensitive” if I dared to speak up.
I left that role disillusioned.
Angry.
Exhausted.
But that anger, over time, became purpose.
That exit became a turning point.
And that experience shaped the work I do now.
Since that time, this is what I have learned:
Belonging isn’t a “nice to have”—it’s essential.
And when people—especially those from marginalised backgrounds—don’t feel like they belong, they don’t just feel uncomfortable. They start to question their worth, their identity, and even their place in the profession they love.
It doesn’t matter whether you work in a school or an organisation. It is important… no, strike that.
It is ESSENTIAL for ALL leaders to make sure no one on their team ever feels the way I did.
It starts with one conversation.
One relationship.
One intentional act that says, you matter here.
Your one actionable tip for this week is this:
Choose one staff member and intentionally ask them how they’re experiencing the culture in your organisation. Listen without fixing. Thank them for their honesty. Then reflect on what their answer reveals about belonging in your setting.
Be ready to hear things that may shock/challenge/surprise you!
As ever, hit reply and tell me what you discovered….and what you plan to do with what you have learned!
The Elevator - 3rd May 2025 - Not a tick box but an approach… what belonging ACTUALLY means
I would imagine that most of us, at one time, have felt this way.
It’s not a comfortable feeling.
Belonging is a big deal because it’s the foundation for everything else when we think about all things inclusion.
When employees (or students if we are thinking about schools), feel they belong, they are more likely to engage, take risks and support one another.
Without belonging, we can feel invisible, anxious, or disconnected.
A lot is written, spoken and declared about belonging.
Belonging is an approach, not a tick-box.
It is a nuanced concept, because what ‘feels’ like belonging for YOU won’t look the same for ME….and this is how it is meant to be. As a result, it can be tokenistic and utilised as a performative action.
Belonging boosts:
Confidence
Motivation
Wellbeing
Resilience
Belonging isn’t a one-size-fits-all experience — it’s shaped by each person’s background, identity, and needs. To recognise and value these differences, we need to listen actively to employees’ lived experiences, create spaces where diverse voices are genuinely heard, and embed flexible practices that honour individuality. It's about moving from a ‘fitting in’ mindset to one of true acceptance — making sure every employee knows they matter just as they are.
How do we do that?
Here are some ideas that may help
Create spaces where diverse voices are genuinely heard
Employee Resource Groups or Forums: Set up regular groups where employees from different backgrounds can share their experiences, ideas, and concerns — and ensure these voices feed into decision-making, not just “listening exercises”.
Embed flexible practices that honour individuality
Celebrate Differences, Don’t Just Tolerate: Move beyond 'awareness weeks' — weave celebration of different identities, cultures, and traditions into everyday life.
Remember: Belonging turns organisations and schools into communities, not just institutions. It’s not a "nice-to-have" — it’s a must-have.
Your actionable tip for this week is to go back to the list of attributes that belonging encourages:
Confidence
Motivation
Wellbeing
Resilience
Choose ONE of these attributes and think about an action that you could put in place to strengthen belonging in your organisation. It does not need to be complex - in fact, the more simple the action, the more impactful it will be!
The Elevator - 26th April 2025 - Do they see ME??
I don’t know whether it was the music part of it - listening and enjoying it but as you walked around the chairs, having half an eye on which chair you planned to sit on; or the genuine thrill of getting yourself onto a seat and someone having to leave the game when they didn’t make it onto the remaining seats.
One thing I do remember is that when the music stopped, the game was temporarily suspended as each chair was carefully removed.
There were times when the chair may have been moved as the music was still playing, which caused a whole heap of confusion and added tension to what was an already heightened game.
The reason why I am taking you back to your childhood party games is because I was reminded of this game when thinking about how you welcome staff in an inclusive way. I’ve said this before - and I’ll happily say it again - that the word ‘inclusion’ is used liberally in organisations without a clear understanding of what it REALLY means. Onboarding programmes are seen as a process that needs to be done i.e. tick box activities, and they also are seen as something that is overlooked.
Inclusive onboarding could be one the easiest and least costly ways of embedding inclusive practice - but it is often overlooked.
And like the game of musical chairs, you can’t add someone new without stopping the music and adding a chair. Creating a meaningful onboarding experience means slowing down, making adjustments, and including your new employee in the process.
Your new employee is excited about wanting to be a part of the organisation. They have gone through the process of applying for the post and the intensive tasks regarding the interview process. Some of the thoughts that they will be thinking about include the following:
“Am I going to be valued?”
“Do they see ME?”
“How can I make a valuable contribution to this organisation?”
Onboarding can feel very overwhelming, and at times, transactional, and is often missed as a key opportunity to develop inclusive practices. Filling out paperwork, getting up to speed, and attending information sessions can leave new employees feeling tired in their first few weeks. We talk a lot about belonging - but often we do not talk enough about HOW we create a sense of belonging.
So…. this week’s actionable tip is to find out what works in your onboarding process.
Ask these three questions to the last three/five colleagues who have joined your department or organisation.
What was the best part of the onboarding process?
What was the least effective part of the onboarding process?
Did you know how YOU could make a valuable contribution to this department/organisation?
When you have the answers - share your findings with the relevant colleagues and look to make one adjustment. Just one. Repeat as required!
Remember, if we want to talk about creating a sense of belonging, we need to start paying attention to what can be regarded as the small things.
Inclusive onboarding practices are the difference between the best and the rest.
The Elevator - 19th April 2025 - Po-tay-toes, po-tah-toes, to-may-toes, to-mah-toes….
Unconscious bias refers to the automatic, unintentional judgments and stereotypes we hold about people based on characteristics like race, gender, age, or background. These biases are shaped by our experiences, social conditioning, and cultural exposure, often operating beneath our awareness. They influence our decisions and interactions—sometimes in ways that reinforce inequalities—without us realising it.
While unconscious bias is often framed as something we can’t control, the key to reducing its impact is awareness and intentional action. By questioning our assumptions and exposing ourselves to different perspectives, we can disrupt biased thinking and make more inclusive choices.
Unconscious bias has been a popular explanation for workplace inequalities, but I have a real issue with it.
Why?
Because calling it unconscious makes it sound like something beyond our control—an inevitable, unchangeable part of human nature. It subtly removes responsibility, as if saying, “It’s just the way my brain works—I can’t help it.”
But here’s the truth: bias isn’t just unconscious. It’s learned.
It comes from the messages we’ve absorbed over time—our upbringing, experiences, the media we consume, and the systems we operate within. And just like anything learned, it can be unlearned. The problem isn’t whether bias exists (because it does), but whether we actively choose to recognise and challenge it.
Instead of treating bias as an invisible force we can’t control, we should see it as a behaviour—a habit of thinking—that we can disrupt. That’s what real inclusion work is about: not just accepting that bias exists but committing to doing something about it.
This week’s actionable tip is one that you may already be doing, but it has a slight edge….
One of the best ways to challenge bias is to seek disconfirming evidence. Our brains love to take shortcuts, reinforcing what we already believe. So, the next time you make a snap judgment about someone—whether in a meeting, hiring process, or day-to-day interaction—ask yourself:
"What would prove me wrong?"
Deliberately look for information that challenges your assumption. If you assume someone is “not leadership material,” ask: “What have they done that shows leadership potential?” If you assume a candidate “won’t fit the culture,” ask: “What strengths would they bring that we don’t have?”
Challenging bias takes effort, but it’s how we move from awareness to action. Have you ever caught yourself making a biased assumption and then changed your mind?
The Elevator - 12th April 2025 - Idiots abroad or cultural humility? You choose…
1️⃣ Start with the Map
In Race Across the World, teams begin with a map and a route—but the journey is full of unexpected challenges. In DEI, the “map” is your vision and strategy, but flexibility and curiosity are essential for navigating the unknown.
2️⃣ Collaborate to Succeed
Successful teams leverage each other’s strengths and perspectives. In organisations, creating inclusive spaces relies on collaboration, listening, and valuing diverse voices.
3️⃣ Embrace the Uncomfortable
Contestants step out of their comfort zones to thrive in new environments. DEI requires the same courage—to confront biases, address inequities, and learn from discomfort.
4️⃣ Celebrate the Milestones
Every checkpoint is a win! Similarly, progress in DEI, no matter how small, deserves recognition and reflection.
DEI isn’t a straight line—it’s an evolving journey full of lessons, growth, and connection. Just like Race Across the World, it’s not about the fastest finish, but how you travel and who you become along the way.
With all of this in mind, what is your actionable tip this week? To get going on a round-the-world trip? Errr, no!!...
This week, identify where you can create opportunities for cross-team or cross-cultural collaboration—whether through mentorship programmes - long-term or short-term, reverse mentoring, or project-based work—to help employees connect beyond their usual circles.
The Elevator - 5th April 2025 - Knowing what to do when you don’t know what to do…
I remember a time, just a few months ago, when the team I was working alongside faced a sudden, unexpected shift in our project's direction. We were all a bit thrown, to be honest. It would have been easy to stick to the old plan, to push through without pausing and to be honest we were tempted to. But instead, we decided to really listen to each other. We made sure everyone, especially those with different backgrounds and experiences, had a chance to share their thoughts.
One of our team members, *Sheena, (*not her real name) who is fairly quiet and reserved, shared an idea that completely changed our approach. She drew on her experience from a completely different industry, and it was something none of us had considered. If we hadn’t taken the time to listen, we would have missed out on a truly innovative solution. It was a powerful reminder for me of how much we gain when we embrace diverse perspectives.
That experience also taught me that resilience isn't just about ‘bouncing back’ which is often how resilience is positioned; it's about learning and growing together. And genuine inclusion? It's not just a buzzword. It's about creating spaces where everyone feels safe to share, even when it’s uncomfortable.
Excluding voices means missing out on incredible opportunities, and can really hurt team morale, leading to teams working in isolation/in silos/encouraging group think. We need to build workplaces where everyone feels truly valued. Not superficially valued - fun, flags and festivals - but authentically, all employees feeling seen, heard and valued.
And at the heart of it all is authenticity. When we’re genuine, we build trust. It’s that trust that helps us get through the toughest times.
This week, your actionable tip is to cultivate active listening.
The focus is on really listening. When someone shares their perspective, give them your full attention. Acknowledge their insights and find ways to integrate their feedback into any processes that are applicable. This simple practice validates individuals and enriches strategies to be considered that may be otherwise discarded.
The Elevator - 29th March 2025 - No one batted an eyelid - it was just me freaking out!
With a small population, an ever-changing climate, and an unpredictable natural landscape, the people of Iceland have learned to move with change rather than against it.
As I was wondering how I was going to get to where I needed to be - it was a 15-minute walk but it was now looking distinctly blizzard-like following a beautifully sunny day - there was no panic, no change of behaviour from anyone. I know - it freaked me out! Three things jumped out at me that I wanted to share with you:
Resilience & Adaptability
Icelanders don’t waste energy resisting the inevitable. Whether it’s a sudden shift in weather or an unexpected volcanic eruption, they adjust and move forward. This approach has shaped their culture—one that values preparation, quick thinking, and a willingness to accept what is and make the best of it.
Innovation & Reinvention
Instead of seeing obstaces, Icelanders see opportunities. Their use of geothermal energy is a perfect example—harnessing the power of nature rather than fighting against it. It’s impressive to see how reframing and repurposing a natural resource is benefitting all. (I never entered an indoor space that was not well-heated, not once!!)
Cultural Openness
Despite being a small nation, Iceland is open to learning from the world. They are open to new ideas, new voices and new ways of thinking - they are more concerned with personal character than ethnicity assimilating into their culture than anything else.
How often do we resist change because it feels uncomfortable? What if, instead of seeing change as disruptive, we saw it as an opportunity for growth?
When we think about diversity, equity and inclusion approaches we need to remind ourselves that we need to do the following (and recognise that it’s not easy, otherwise everyone would do it):
Embrace adaptability - change is constant and practicing flexibility enables opportunities to be inclusive
Seek innovation - diversity in thinking enables the ‘out-of-the box’ solutions that you may not have considered
Openness to giving what is required - being equitable does not mean that everyone will get exactly the same input, but ensuring that you are consistent is key
This week’s one actionable tip is this:
Reframe change as an opportunity – instead of seeing change as a disruption, view it as a chance to innovate.
Ask: What new possibilities does this situation create?
Icelanders harness nature’s forces—apply the same principle to challenges in your work or life.
The Elevator - 22nd March 2025 - When I walked in the room they all gasped…..
Bias is part of who we are and where we have been.
The experiences, the knowledge, the feelings, inherited or shared knowledge - all of these aspects help form the biases that we hold.
Not all bias is bad. Some biases help us make quick, safe decisions (e.g., avoiding danger). But when unchecked, biases can reinforce stereotypes, limit opportunities, and create exclusion. The key is awareness and action.
There are different types of bias, but two common ones are:
✅ Affinity Bias – We tend to favour people who are like us.
✅ Confirmation Bias – We look for information that supports what we already believe.
As I progressed in my teaching career, I applied for senior leadership roles in education. I had the qualifications and experience, but something unexpected happened, and it happened more than once.
I’d apply for senior leadership posts. Despite making it through the shortlist, I’d often get to the interview and see the panel’s shock when I walked into the room.
My surname, which was Hopkins at the time, seemed to lead them to expect a white woman. But instead, I was a Black woman in front of them. It was really interesting and, I have to add, a little distressing for me, to witness how quickly assumptions were made—based on something as simple as a name.
It was uncomfortable, but it was also a reminder of how deeply bias can affect decisions. What struck me most was how my qualifications weren’t in question, but the expectation of who I should be based on my name was.
We could get into the whole debate of unconscious bias - but I’m going to save that subject for a separate newsletter.
Bias isn’t something we “fix” once—it’s something we continuously work on. Small, intentional steps can make a big difference!
Your one actionable tip this week is this:
When making a decision—whether it’s hiring, choosing a project lead, or forming an opinion—take a moment to ask yourself:
“What assumptions am I making?”
“Am I considering all perspectives?”
“Would I make the same decision if this person were from a different background?”
This may be something that you may already do, but maybe this week you can mindfully do this - for a day, a couple of days and reflect on what you notice.
What surprises you?
The Elevator - 15th March 2025 - I had to get naked or leave…….
One of the biggest challenges in diversity, equity, and inclusion—and in life—is our struggle with feeling comfortable in uncomfortable situations. We like certainty, predictability, and control. But growth happens when we lean into discomfort rather than resist it.
During my recent trip to Iceland, I faced an unexpected moment of discomfort. At the hotel spa, I discovered that showering without a swimsuit prior to using the spa, was the norm. I had a choice: resist the cultural norm or embrace the experience.
I chose to adapt. And you know what? It was fine.
But it could have been a different story if I had:
Focused on how uncomfortable I felt instead of why the rule existed
Assumed everyone was judging me (they weren’t!)
Let my discomfort override my ability to adapt
This is growth mindset in action—the belief that we can stretch, learn, and adapt when faced with challenges. Instead of seeing obstacles as barriers, we reframe them as opportunities to shift our thinking.
So here’s my challenge for you this week:
Identify one area at work that challenges you.
Ask yourself: Am I resisting because it’s unfamiliar, or is there an opportunity to grow?
What small step can you take to move forward with a more open mindset?
Let me know what resonates with you—I’d love to hear your thoughts!
The Elevator - 8th March 2025 - Here’s the truth about trying to find diverse candidates for your organisation…
Part of the problem is that it is no longer acceptable to just ‘shrug your shoulders’ and say that there aren’t any diverse candidates.
There are.
YOU have to seek them out.
But many organisations still struggle to reflect the communities they serve. While diversity is improving at entry level, leadership pipelines remain unrepresentative. Gender imbalances persist in key sectors, and retaining diverse talent is more crucial than ever. With increasing scrutiny on hiring and promotion practices, true inclusion means fostering growth at every level.
If you are reading this, you are more than aware of the challenges of inclusive recruitment and in trying to ‘get it right’, it is easy to ‘get it wrong’.
What does getting it wrong look like?
Recruiting to a quota - getting a particular number of candidates with a specific diversity trait to apply for a vacant post and/or appointing a candidate with a diversity trait so that the metrics show your inclusivity
Having zero understanding of the needs of your employees that may require reasonable adjustments and showing your frustration
Looking for a wide range of candidates from diverse backgrounds in the same place that you always use and then complaining that you “just cannot find any candidates”
Recognise any of these?
Remember, with ongoing workforce shifts, retaining diverse talent and fostering inclusivity is more critical than ever and all organisations are facing greater pressure to evaluate their recruitment and promotion practices to address systemic barriers to diversity.
So what can you do?
Here’s an actionable tip that you can use to start the ball rolling in becoming more inclusive when thinking about your recruitment practices.
When reviewing your vacant posts adverts, use these two online resources www.textio.com and Gender Decoder to ensure any prospective candidates are not deterred from applying for posts. It will enable you to identify any biases that may be hidden.
Creating a truly inclusive workforce means moving beyond representation—it’s about fostering environments where diverse talent can thrive at every level.
Hope that this is helpful for you - let me know what resonates!
The Elevator - 1st March 2025 - This week I did a thing and the tech actually worked!!!
You can watch it here: https://streamyard.com/zkxgkpuw724y
Inclusion is important to me and is a strong part of who I am and what I do.
Why?
Ten years ago, I was the founding Head of a brand new Free School, based in north-west London. I spent the first nine months of my new role, thinking, dreaming, creating. I thought long and hard about what I was going to do to ensure that my staff team were going to be seen, heard, valued. That they would always feel safe to speak. And I also wanted and craved diversity in my staff team because I have always valued new perspectives.
It was also super important to me as we were a school for children and young people with special educational needs and disabilities and I wanted that modelled all day, every day.
How could we be welcoming diversity in the children and young people that we served when we weren't in the staff that were working with them?
So when I speak of a more engaged workplace, what does that actually mean?
Well, the definition is, according to Bing, the following:
“A work environment where employees feel a strong sense of commitment, enthusiasm and connection to their work and the organisation, actively contributing to its success by going beyond their basic job duties and demonstrating passion for their roles.”
Now I believe that this should be standard practice, but you and I know that it is not always the case, for a variety of reasons.
Some employees - and this includes you, whether you are a leader or not - do not always feel engaged or have the opportunity to feel seen, be heard or valued for what they bring and one of things that I discuss is what happens when this is the case.
The biggest challenge that I believe the word ‘inclusion’ conjures up is the idea that we are all one ‘big happy family’.
That is not what I am saying.
But what I am saying is that while we will always have differences, and I discuss this with reference to my own family, there is more that UNITES us than DIVIDES us.
And it’s how we can - as we have in my own family - become ‘psychologically invested’.
Being psychologically invested enables employees to:
Feel motivated, valued, empowered to contribute meaningfully
Take the initiative, go the extra mile, share ideas and actively participate
Improve their performance and company culture
This happened for me when I led my new school.
We started with 36 pupils and 20 staff and by the time I left five years later, we were oversubscribed and 140 staff were employed at the school.
So - here is your actionable tip for you this week.
Make a cup of your favourite beverage and watch the LinkedIn Live session - here’s the link again:
There are LOADS of gems there for you - inclusive language, cultural intelligence and inclusive recruitment practices.
Would love to know which parts of the session were especially helpful so that I can tailor my content for my next one in four weeks time.
I really hope that this is helpful for you - let me know what resonates!
The Elevator - 22nd February 2025 - Are you an A, B or C?
Whichever descriptor you find yourself in, there’s no right or wrong answer - but the reality is that there may be a more culturally acceptable way of working in your workplace.
By culturally acceptable, this means that there is an ‘unspoken, preferred and agreed’ way of getting tasks completed.
But the reality is that we are not all the same.
We are wonderfully complex and unique.
There is no compulsion to do things the same way.
However, when there is difference, as human beings we can perceive difference as weaker, strange, or ‘other’.
This can lead to employees not feeling included or that they belong, which turns into increased attrition, stress from work colleagues as they try to manage the changing landscape, and stress from leaders as they try to work together but don’t recognise how to be inclusive. Now you're not getting the best from your teams, losing productivity, losing revenue, increased absenteeism, and mental health challenges - the list goes on and on.
And all of this comes down to the fact that people are different but our perception of what is culturally acceptable can skew our thinking and our understanding.
Cultural intelligence (CQ) aims to challenge this.
It’s been around for a while, but increasingly organisations are recognising, alongside diversity, equity, inclusion and belonging, that a more evidence-based research approach is required to unpack how to get the best from teams and to acknowledge why we do what we do. It can be broken down into four key areas:
CQ Drive - your interest and confidence in working well in culturally diverse settings
CQ Knowledge - your knowledge about how similar or how different cultures operate
CQ Strategy - your understanding of how cultural experiences impact your thought processes
CQ Action - your capability of being able to adapt your behaviour to be culturally intelligent
Three things to think about when considering how cultural intelligence (CQ) works:
You can have high CQ or low CQ - you can’t have bad CQ
Everyone - and I mean EVERYONE - can improve their CQ
Having a high CQ doesn’t mean that you’re perfect, it means that you know your own cultural identity and that you are willing to learn about others without feeling threatened
So….one actionable tip for you this week as you become more familiar with the concept of CQ:
When working in teams this week, ask some of your team members who have different cultural backgrounds what words, expressions, or nonverbal behaviours a leader should avoid using when communicating with people in their cultures.
It will definitely improve your CQ score!
The Elevator - 15th February 2025 - He said I looked “chocolatey”
Here’s a quote that I feel is at the centre of the question I pose:
“Language is the key to the heart of the people”
Ahmed Deedat
Language enables us to express our wants and needs. We are able to successfully communicate. We are able to share and express our emotions. Humour, solidarity, division - you name it, there’s a word for it.
I’m a Black British woman with Ghanaian heritage. My son, who has dual heritage—Black British and White British—was a confident little talker from an early age. By sixteen months, he was already speaking in sentences, and by eighteen months, he loved describing everything around him.
One way we reinforced his understanding was through colours. At the time, I drove a black Fiat Panda, so he would say, “Mummy, black car,” to describe what he saw, even though the concept of driving wasn’t fully in his understanding yet.
But what really stuck with me was how he described me. He would say, “Mummy, you are chocolatey.” Now, while chocolatey is a descriptive word, it’s not necessarily how I’d choose to describe myself! Could I have taken offence? Possibly. But he was not even two years old—he was simply using the words he had to describe me in a way that made sense to him.
And this is where inclusive language comes in. It’s about finding ways to describe and communicate with each other that are respectful, accurate, and meaningful—without making someone feel embarrassed or uncomfortable.
If we look at history, we can see why inclusive language matters so much. But let’s take a step back and focus just on language itself. Language:
Evolves over time.
Shapes people and culture.
Is a key part of identity.
Holds power—political, personal, and social.
When we understand this, we realise that the words we use every day aren’t just words—they shape experiences, relationships, and the way people feel about themselves. That’s why inclusive language isn’t just a trend; it’s a tool for creating environments where everyone feels seen and valued.
So - to answer today’s question - what’s the big deal about inclusive language - here are three key takeaways about inclusive language that you can apply to YOUR thinking:
✅ It helps us communicate positively.
✅ It strengthens our sense of belonging.
✅ Challenging non-inclusive language deepens our understanding of both.
What are your thoughts? Have you ever had to rethink how you describe something—or someone?
The Elevator - 8th February 2025 - Welcome to your new weekly edition of The Elevator
This week, let’s get back to basics.
Let’s think about WHY we need to start or continue with our journey into diversity, equity and inclusion and ‘WIIFM’ - What’s In It For Me - a question that you or your colleagues may ask.
The man across the pond (who looks a little orange) has been making headlines with his views on DEI. You might be thinking—what does that have to do with us in the UK?
Well, history tells us that what happens in the US rarely stays contained in the US. With so many global companies, the ripple effects are often felt quickly. By disregarding diversity traits like disability, gender, religion, sexual orientation, and ethnicity, the message is clear: previous positive discrimination laws should be scrapped. And we’re already seeing the impact—several big-name companies are pulling back on their DEI commitments.
People come in a remarkable array of differences, and an inclusive work environment that embraces this diversity fosters greater engagement, productivity, profitability, and innovation. Embracing variety and diversity isn't always simple; it demands unique leadership skills and a deep understanding of people and perspectives beyond one's own experiences.
In other words, you need to recognise and acknowledge the differences before coming together to be stronger. If your employees feel heard and seen, engagement, profitability, productivity and innovation is a given.
It’s not easy, which is why it’s easier to ignore it, or to attempt to be seen to be addressing it. This results in many hours wasted in investigations, appeals, recruitment costs, interviews, onboarding - and the list goes on.
So - this week’s actionable tip is a gift from me to you, regardless of where you are on your DEI journey.
If you are not sure HOW to get employees to feel more seen and heard, my FREE 3 Day Challenge called 'DEI Ignite' - The Mastery of Inclusion, gets you started.
The three areas that the challenge covers are:
Inclusive Language
Cultural Intelligence
Inclusive Recruitment Practices
It goes into each area - one per day - and gives you:
Additional expertise in each area
Solutions to some common questions
Increased confidence in dealing with challenges
Receive all three recordings and a helpful workbook to help you get started on your DEI journey - ensuring that you put in place one, actionable tip each day!
CLICK TO ACCESS THE MASTERY OF INCLUSION - https://elevateandignite.co.uk/3daychallenge
Do let me know how you get on with the Challenge - and there’s a chance to go deeper if you would like to.
The Elevator - 16th January 2025 - Is it too late to say Happy New Year?
Good question, well let me tell you what you'll get out of this newsletter.
The Elevator – will give you, the reader, an understanding of diversity, equity and inclusion (DEI) from my perspective as a Black female former leader. I’ll throw in some practical tips that you can use immediately where you are and I'll share stories, and strategies that make this work doable, valuable, and meaningful to help you 'get it right'.
I’ll also throw in some stuff about me and, no doubt, Marley, my dog. He is amazing and I learn loads from him! He believes that HE is in charge – and to an extent, he is correct.
So, what does “getting it right” actually mean?
It’s more than just ticking boxes. It’s about building spaces where everyone feels they truly belong.
I would love to know what you think and what you would want me to talk about – so please let me know!
Elevation Coaching and Consulting Ltd focuses on helping people and organisations get serious (and be more impactful and effective!) about diversity, equity, inclusion, and belonging.
Let’s get into it….
What 2024 showed me/made me laugh about.
Lots of people do this – review the year that has just passed – and its important.
Good to know the things that you want to start, stop, continue or amend.
My highlights include the following:
Marley, my dog, started 2024 refusing to travel in the car. He used to and then, inexplicably he wouldn’t. I spent the first three/four months thinking of creative ways (ok I bribed him with his favourite foods) get him in. Nothing worked. I eventually got the help of a behaviourist and progress was made ie he did get in with less food, but it would be late spring before he could enter the car without food and more importantly, willingly. I’ll never know why he wouldn’t get in but it showed me the importance of knowing what my why was, and the ways in which I could help him to want to be in the car. I couldn’t see the reason, but the outcomes were clear. I’ve reflected on the similarities between Marley’s refusal and maybe specific members of staff and their denial of understanding how diversity, equity, inclusion and belonging can positively impact your organisation.
I embarked on a book writing course last year and it was pleasantly challenging! I was doing this alongside finishing my master’s in psychology, so learning to jump between the differing styles of writing was a challenge! The book was on derogatory and non-inclusive language in schools – a MicroBook – and I intend to move forward with this during 2025. As a result of the course I now want to write a book – a real one!! Watch this space!
Cars – it’s been a painful journey for me as my son got through two cars after passing his test earlier in the year. It’s been a lesson for him (and me) in thinking about quality over haste and being focused on exactly what you want. I still can’t believe that my little boy can drive! (He’s 30, so not so little!)
The biggest and most impactful, personal and professional event of 2024 for me was completing my MSc in Psychology (Conversion) from the Open University. Two years of challenge, hard work, late nights and ultimately pride and confidence in getting it done! It was hard, but I loved doing it. I hope to graduate in March 2025 as I missed the window for attending the graduation ceremonies in 2024. My DEI work will increasingly contain more psychological approaches to my work – more on this in future editions of my newsletter.
I do like to talk – and this has been the year where keynote speaking – predominantly on inclusion - has become another established part of what offer at Elevation Coaching and Consulting. I recorded my Showreel with the amazing Joe Frederick at Soapbox Video, culminating in my delivering my first international keynote address at a conference at Dwight School Seoul in South Korea! Very exciting! Looking forward to doing more speaking internationally in 2025.
I also became a Cultural Intelligence Centre (CQ) Certified facilitator, and this is becoming a key part of the work that I do.
What am I currently into?
I am currently undertaking a deeper understanding of introducing psychological approaches into my work. This includes social and cultural factors, humanistic factors and behaviourist factors. These help to effect long-lasting change regarding all things diversity, equity and inclusion.
You are no doubt hearing of organisations reducing their commitment to diversity, equity and inclusion in light of the ‘noise’ coming from the US. For me, it is noise.
It doesn’t matter what we call diversity, equity and inclusion – the ‘labels’ may change, the change in US politics and the characters that appear (and indeed disappear) will happen and here in the UK some will push back, some won’t, and a large number won’t know what to do.
I am interested in human behaviour and cultural competency (Cultural Intelligence) - CQ – and will be continuing these themes in my work.
What am I currently doing?
I am delivering a number of online sessions as part of Teach First’s onboarding programme for coaches.
I’ll be in London at the end of the month delivering an inclusion keynote at a NPQH training day and an online version for overseas delegates early in February.
I’m looking forward to delivering support and training at my schools that I provide consultancy for in Glasgow and Edgbaston during February – and I will be delivering an online training session for the Boarding Schools Association on Inclusive Recruitment Practices.
Marley Magic.
Marley had a great Christmas, but he’s picked up bout of kennel cough.
Kennel cough, for the non-dog owners amongst you, is the dog equivalent of having a cold and cough combined. A dog coughing is weird and doesn’t sound too great, so he’s having to slow down (as much as a dog can slow down) which is weird! Apart from that he is fine – still barking at cats and eating anything he can find on the streets – the joys of dog ownership! 😊
There will be more Marley Magic in the next newsletter, I promise!
Things to do before you finish reading!
Have a listen here to one of the questions that I answered during the ‘Ask Me Anything’ webinar that took place in December 2024. Did you miss it? No problem – email info@elevationcc.co.uk if you want the entire recording for free and we’ll send it to you!
Sign up for a free 30-minute ‘Listening and Learning’ call to enable you to get started on your diversity, equity and inclusion journey.
If there is anything that you want to ask, check out, ponder or rant about – get in touch!
And if we've yet to meet on LinkedIn I've love to connect with you there. Drop me a message and say Hi.
Thanks for reading and I’ll see you next time!
Audrey
The Elevator - 6th December 2024 - Are you diversifying or decolonising the curriculum?
If you are reading this, this is great – thank you. There’s a lot of things to click, watch, listen and read, so the fact that you have chosen to select this newsletter is humbling!
So, what's The Elevator all about?
Good question, well let me tell you what you'll get out of this newsletter.
The Elevator – will give you, the reader, an understanding of diversity, equity and inclusion (DEI) from my perspective as a Black female former school leader. I’ll throw in some practical tips that you can use immediately where you are and I'll share stories, and strategies that make this work doable, valuable, and meaningful to help you 'get it right'.
I’ll also throw in some stuff about me and, no doubt, Marley, my dog. He is amazing and I learn loads from him!
So, what does “getting it right” actually mean?
It’s more than just ticking boxes. It’s about building spaces where everyone feels they truly belong.
I would love to know what you think and what you would want me to talk about – so please let me know!
Elevation Coaching and Consulting Ltd focuses on helping people and organizations get serious (and effective!) about diversity, equity, inclusion, and belonging.
Let’s get into it….
Diverifying the curriculum.
How to get started on your DEI journey
There is a difference – a REAL difference between diversifying the curriculum and decolonising the curriculum.
After the murder of George Floyd, there was a rush to dismantle current school curricula in a bid to….to….. to what, exactly? And I believe this is part of the issue that causes concerns and keeps people doing what they are doing.
It’s hard – but it’s not insurmountable.
What am I currently into?
Like many people, I love a good podcast.
One that has been and is a definitive part of my 2024 is ‘Diary of A CEO’, hosted by Steven Bartlett.
I find Steven’s guests fascinating and I always learn more about the world having listened and reflected on the content, which is varied, challenging at times but always so authentic and real-world relevant.
The episode that captured my attention was with Professor Brian Keating who is a cosmologist and experimental physicist at the University of California San Diego.
As part of the conversation about the connections between God, the universe and science, Brian states that “the human mind doesn’t like ambiguity….the human mind hates that.” He then quotes an old Yiddish expression: “He who stands in the middle of the road gets hit by both sides of the traffic.”
It struck me as I listened, that this may be why diversity, equity and inclusion is a challenging area to ‘encounter’ – because it requires a nuanced view that is not consistent, because WE are not consistent.
We all have differing life experiences, biases, privilege, opportunities.
While this is true, there are also many aspects of our lives that are similar, and recognition of difference is important in order to strengthen our understanding of equity and inclusion.
I plan to develop my thinking in this area in a blog – watch this space!
What I am doing.
I am delivering INSET in Suffolk at the beginning of 2025 and working with Teach First delivering online training throughout January 2025. I am also looking forward to working with the BSA in February 2025, supporting their member schools with inclusive recruitment practices for school leaders.
There’s still time to get your free recording of my ‘Ask Me Anything’ session – a chance to get the answers that you always wanted to ask about diversity, equity and inclusion but not necessarily in public for fear of ‘getting it wrong’.
It’s worth a watch!
Get your copy below ⬇️
Marley Magic.
Marley is my dog – he is 3 and a half – the half is extremely important 😊!
He is brilliant and infuriating in equal measure – but more brilliant!!!
Here’s a little extract from my blog…..
“In the days following ‘DogParkGate’, I was reflecting on the feelings that it generated within me – and the feelings shocked me. I was not expecting to feel so hurt, so rejected. Interestingly, I could accept that the dog owners didn’t want to talk to me – and I recognised, as I have done all my life, that my ethnicity – I am a black British female - may have played a part. I was FAR more upset that my dog had been rejected! Marley looks different to many dogs in our area and often generates reactions which are overwhelmingly positive (he’s a lovely looking dog – ok ok – I am biased 😉) but it felt that his difference was not required. I know it sounds silly, and there could be some really clear and understandable reasons why the situation played out as it did…….”
I had a real epiphany regarding my understanding of belonging and it brought me up short, and it’s this that I keep in my mind when I speak and support organisations with this concept that seems, on face value, easy to implement and harder to measure.
To read the blog in its entirety, click here:
Two things to do before you finish reading!
Sign up for a free 30-minute learning call to enable you to get started on your diversity, equity and inclusion journey.
If we haven’t already, I'd love to connect with you on LinkedIn...
If there is anything that you want to ask, check out, ponder or rant about – get in touch!
Thanks for reading and I’ll see you next time!
Audrey
The Elevator - 25th November 2024 - Important date for your diary
What am I currently into?
My education and leadership background has led me to enjoy all things analytical and while this is a little bit nerdy, it helps with being able to understand trends and where to direct your efforts.
One of the services that I offer is ‘The Pantelis P.L.A.N.’
‘The Pantelis P.L.A.N.’ is a framework that stands for the following key words: Purposeful, Learn, Act and Nurturing. It’s a comprehensive and practical approach for organisations that are committed to advancing diversity, equity and inclusion.
Want to learn more?
I’ll be holding an ‘AMA’ session – ‘Ask Me Anything’ - just for my email subscribers on THURSDAY 5th DECEMBER 2024 between 1600 and 1700 GMT. Bring your questions and your queries. - A snippet of this recording will be available in the next edition of The Elevotor.
The answer to the question we all want to know.
How to create an effective and measurable EDI strategy?
An effective EDI strategy doesn’t need to be complicated. It just needs to work—and it needs to work for your school or organisation.
So, where do you start?
Get Real About Where You Are
You can’t move forward if you don’t know where you’re starting from.
Take an honest look at your current culture, policies, and practices.
Ask yourself (and your team):
Who feels included here?
Who doesn’t?
What’s missing?
And remember, if you’re cringing as you answer these questions, you’re already on the right track.
Growth starts with discomfort.
Listen Before You Leap
An EDI strategy without input from your community is like baking a cake without checking if anyone’s allergic to nuts. (Hint: it won’t go down well.)
Listen to your staff, students, and families. Create safe spaces for open dialogue. Use surveys, focus groups, or even just one-to-one chats.
The aim is to understand what people really need, not what you think they need.
An effective EDI strategy isn’t just about ticking boxes or avoiding bad press.
It’s about creating a culture where everyone feels seen, heard, and valued.
And when you get that right?
The results are transformational—for your people, your organisation, and the wider community.
Things To Do Before You Stop Reading This Newsletter
Sign up for a free 30-minute learning call to enable you to get started on your diversity, equity and inclusion journey – Book a FREE call with me.
If we haven’t already, I'd love to connect with you on LinkedIn...Let's connect.
If there's anything else you want to chat about, please get in touch. I love chatting all things EDI.
Otherwise, until December, thanks for reading and I’ll see you soon!
Audrey
The Elevator - 5th November 2024 - Elevate your DEI Journey
I’ve wanted to put together a newsletter for a while, but I’ve procrastinated/fudged/delayed its production for the best part of a year.
I have now become so annoyed with myself that I am taking the advice of Nike and ‘JUST DO IT’ has become my mantra.
So here we are.
What's The Elevator all about?
Good question, well let me tell you what you'll get out of this newsletter.
The Elevator – will give you, the reader, an understanding of diversity, equity and inclusion (DEI) from my perspective. I’ll throw in some practical tips that you can use immediately where you are and I'll share stories, and strategies that make this work doable, valuable, and meaningful to help you 'get it right'.
I’ll also throw in some stuff about me and, no doubt, Marley, my dog. He is amazing and I learn loads from him!
So, what does “getting it right” actually mean?
It’s more than just ticking boxes. It’s about building spaces where everyone feels they truly belong. We’ll explore exactly what that means.
I would love to know what you think and what you would want me to talk about – so please let me know!
I’m eager to serve you well….and will give you exclusive access to help you navigate the complex and sometimes bewildering world of diversity, equity and inclusion.
Elevation Coaching and Consulting Ltd focuses on helping people and organizations get serious (and effective!) about diversity, equity, inclusion, and belonging.
Let’s get into it….
How to get started on your DEI journey
Well, it doesn’t matter what type of organisation you are… if you are aware that you want to make your organisation more inclusive or address any inconsistencies or that your employees are TELLING YOU that there are concerns, you need to look at what you are doing.
The first thing to think about is to look at the evidence that you have.
😊 Do you have staff survey results? What are they telling you?
😊 1:1 meetings? Performance management reviews? What are the themes across the board from these sessions?
😊 When was the last time you looked at your diversity, equity and inclusion policies? How effective are they?
If you’re reading these questions and you can’t answer them easily, or you can’t answer them at all, then gather together the information that you DO have and book a FREE call with me. I can point you in the right direction if you want to get moving.
Gather whatever evidence you have.
Starting small is better than thinking that you have to have a fully-blown strategy. A fully blown strategy happens towards the end of a process.
What am I currently into?
My education and leadership background has led me to enjoy all things analytical and while this is a little bit nerdy, it helps with being able to understand trends and where to direct your efforts.
One of the services that I offer is ‘The Pantelis P.L.A.N.’
‘The Pantelis P.L.A.N.’ is a framework that stands for the following key words: Purposeful, Learn, Act and Nurturing. It’s a comprehensive and practical approach for organisations that are committed to advancing diversity, equity and inclusion.
The answer to the question we all want to know.
What does it mean to be 'woke'?
"Woke" originally meant being alert to social injustices, particularly around racial issues. Over time, it's evolved into a broader term for awareness of inequalities in gender, sexuality, and environmental issues. Today, it's often polarising—praised for promoting inclusivity or criticised as overemphasizing identity politics. Fundamentally, it encourages questioning social norms to build fairer societies.
Are YOU woke? Does it offend you? Have you been accused of being woke?
Are YOU woke?
Does it offend you?
Have you been accused of being woke?
Shouldn’t we ALL be woke?? It’s a bit like being politically correct – you get labelled for minding what you say….
Personally, I’d rather be woke than not, but weaponising language seems to be the ‘in’ thing.
If someone calls me woke, I treat it as a badge of honour – people that are accusatory of others being woke are happy to be non-inclusive, or potentially ableist or racist.
Now you have a clearer idea of what being woke is, the next time you hear someone mis-using the word, why don’t you put them straight and correct them?
Things To Do Before You Stop Reading!
Sign up for a free 30-minute learning call to enable you to get started on your diversity, equity and inclusion journey – Book a FREE call
If we haven’t already, I'd love to connect with you on LinkedIn...Let's connect
If there is anything that you want to ask, check out, ponder or rant about – get in touch!
Thanks for reading and I’ll see you next time!
Audrey
