In this HR Uprising Podcast episode, joining Lucinda is Baljit Kaur, a highly successful business consultant. She also aides organisations in increasing and strengthening diversity in the workplace. Baljit Kaur leads this masterclass on diversity and inclusion, as well as discussing how the current climate created by Covid-19 has affected this topic.
Fortunately, in response to the crisis, we have certainly seen an outpouring of humanity and benevolence in all areas of life. The question now becomes, how do we maintain this new spirit when work resumes? And above all, why weren’t these values more visible all along?
KEY TAKEAWAYS

Many of us are social animals. Therefore, a hidden risk among the new “homeworking" model being adopted by companies is that isolation may be having a detrimental effect on mental health.
Men taking time off from work is regrettably frowned upon, despite gender equality being a huge cause in modern society. Certainly, quarantine is giving fathers a much-needed chance to reconnect with their home life.
Above all, communication channels must be engendered within the framework of every company. Only through non-judgmental inclusivity and understanding can this generation of business be made more diverse.
During this current crisis, the guidance for people of a certain age may result in reinforcing ageism as a form of discrimination/With the current guidance regarding people of a certain age, we may be in danger of reinforcing ageism as a form of discrimination. Ageism is currently one of the only remaining discriminatory acts left to breed in the workplace.
We must encourage intrinsic self-motivation, reflection and thought, in order to encourage attitudes to change. And as a result, a shift in workplace culture.
In order to measure successful inclusion, decide first on the goals you wish to achieve in terms of diversity. After that, understand the root causes of the problems, and then convert these causes into key objectives for your organisation.

BEST MOMENTS

‘Organisations have a responsibility to think about how they can effect change’
‘Ageism seems to be the most acceptable form of discrimination in the workplace’
‘In all that we do, feedback and challenge is really important’
‘We’re mis-recognising talent based on the biases that we hold’
‘Look to take this opportunity to refocus on diversity and inclusion'

VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher  
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/  
 
ABOUT THE GUEST
 
Baljit Kaur has extensive experience in delivering diversity & inclusion solutions on a multi sector basis, including private and public sectors, she works closely with clients through strategic planning to deliver operational changes . She helps companies design a diverse workforce and inclusive cultures achieving excellence in diverse employee attraction, engagement and retention.
She has experience of delivering training, consultancy and equality audits (reviewing policies from a diversity and inclusion perspective) from both an employment and customer service aspect. She has designed and delivered a range of innovative training and consultancy interventions with particular expertise in unconscious bias; dignity at work, inclusive leadership, inclusive recruitment,  and talent management workshops.
Baljit is keen to see organisations anchor diversity in their corporate culture and talent management approaches. In addition, she is a member of a number of practitioner and professional groups including East Midlands Advisory, Conciliation and Arbitration Service (ACAS) and Engage for Success (E4S) providing best practice insights. 
 
Baljit Kaur LinkedIn 
Innate Consultancy
 
 
ABOUT THE HOST
 
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Sof