Dr. Marie-Claude Gervais will share how the nature of workplace discrimination has changed over the past decade or two, reflecting changes in the legislation at the upcoming Increase Your Influence & Impact event by The Rising Network, November 2019

To successfully engage with ethnic minorities, brands need to step away from stereotypes and demonstrate authentic representation, both within their workplaces and marketing campaigns.

The final ‘myth’ we will discuss in this series is the idea that Diversity & Inclusion is about ‘other people’, about ‘exotic birds’ out there! The clue should be in the name but it is worth reiterating that the point is inclusion, not exclusion; that diversity is not an attribute of single individuals but of social groups. So it’s about all of us.

As Sir Tim Berners-Lee, the inventor of the WorldWideWeb, argues: ‘We need diversity of thought to face the new challenges.’ Diversity of thought is indeed essential, and it is at the heart of what drives productivity creativity, innovation and performance.

Leaders have much to gain by acknowledging the impact of intersectional discrimination on the career prospects of ethnic minority women, and making concerted efforts to hire from this group.

One of the major stumbling blocks in relation to Diversity & Inclusion is the failure to distinguish between individual and institutional discrimination, and between intentional and unintentional discrimination.