Roy Gluckman

Decoding the Diversity, Equity and Inclusion Puzzle to Enhance your Organisational Culture

Diversity, Equity and Inclusion (DEI) is the understanding that the organisational cannot be separate from the societal; that the professional cannot be separate from the personal. As such, Diversity, Equity and Inclusion is the moment of pause and reflection where we ask:

“Do the current behaviours and structures within our organisation still positively serve us?”

If yes, great! If not, DEI empowers us to address and develop behaviours and structures that aim to meet the call for change we see in society and the call for greater humanity and an equity of employee experience in our workplaces.

This is wonderful for a kick-off event. It asks us to pause, reflect and introspect on where we are at as individuals, and as an institution on our DEI journey. This is a ‘software update’. Looking at how DEI has evolved in terms of language and why, more than ever, DEI is so important for us all.

Learning Outcomes:

• Updated language, literacy and awareness on DEI, its importance and how it shows up in organisations
• Greater comfort to engage in tough DEI conversations around belonging
• Excited and energized for upcoming DEI conversations

What is 'Belonging', really?

The need to belong is a powerful driver of behaviour. We all want to belong. We crave it. We pray for it. We even change for it. The conversation around Diversity, Inclusion and Equity has evolved to include the idea of ‘Belonging’.

But have we taken the time to truly understand what it means to belong? In this keynote, I address what belonging is, why and how it drives behaviour within our organisations and we can understand how our organisational spaces can assist or frustrate us in achieving more belonging for more people. I give tips on how and why we need to create more belonging.

Learning Outcomes:

• Understand what we mean by ‘belonging’ within our organisation and why it is important for employees and the employee experience
• To better understand the role of our organisational spaces (either physical or virtual) in creating belonging, inclusion or exclusion
• Tips and tricks on how to create more belonging for more people

Diversity, Equity, Inclusion and Belonging in a Hybrid/Remote Working World

The world of work has shifted. We do not have the time or resources to have as many in-person events, training and casual interactions as before, but we now also have a workforce that has different wants and needs: to have flexibility in working from wherever they want.

The impact of this is that our ability to build quality relationships, shift behaviour and culture, and provide equal access to opportunities and resources becomes constrained. How then do we ensure we achieve a sense of inclusion and belonging? How do we shift behaviours and build trust among different people? These challenges, along with solution are discussed in this keynote

Learning Outcomes:

• Unpacking the challenges, and opportunities of hybrid and remote work to diversity, inclusion, equity and belonging
• How we can still drive behaviour and culture change in hybrid and remote working spaces

Unpacking Psychological Safety: To Feel Safe is to Thrive

Psychological safety exists within relationships. Relationships take time, effort and vulnerability to create, three things that are missing from our organisational spaces today. In this talk, I unpack the characteristics and benefits of psychologically safe spaces and relationships on how people show up and thrive within organisations. In this keynote, I discuss various models of trust within relationships, I look at privilege and the trust deficit that exists within relationships and provide solutions on how we can build safer relationships within organisations

Learning Outcomes:

• Better understanding of what psychological (un)safety means, who feels it within organisation, why they feel it, and the effect thereof on culture and talent
• Look at privilege, along with various models on why quality relationship building is critical for organisational success
• Tips on how to build psychologically safe relationships

Inclusions is a Wellness Issue

Inclusion is not only about belonging, access to resources and opportunities, and the employee experience. It is also about wellness, both physical and psychological. In this keynote I unpack my Exclusion Pyramid model to build the argument as to why inclusion/exclusion is a wellness issue, in that it impacts on a person’s psychological, emotional and physical wellbeing, thus impacting how they show up in relationships, and show up within teams and organisations.

I unpack why the above is the case, what the effect of exclusion is, as well as how we can begin shifting conversations around inclusion and belonging to account for the emotional and psychological impacts on people.

Learning Outcomes:

• Expanded definitions and understanding of the effects of inclusion/exclusion on people without our teams and organisations
• Greater understanding of how and why the call for inclusion is so important, and how we can achieve greater inclusion within our workplaces

Inclusive Decision-Making: Unconscious Bias in Decision-making

This talk focusses primary on those who make people decisions (i.e. recruitment, promotions, dismissals etc.). This extends to leaders, people managers and HR business partners. This talk looks at unconscious bias and unpacks how bias affects objective (and fair) decision-making within our organisations. This talk explains how bias is merely the things and people we find to be safe, familiar, valuable and likeable (SFVL) and explores where this comes from. It invites the participant to understand their SFVL decision-making matrix and to see how this drive the decisions they make and how it limits the objectivity of those decisions.

Learning Outcomes:

• Greater understanding of what ‘unconscious bias’ is and how it shows up in our lives.
• Understanding how the decisions we make within organisations affect the outcomes we get, and why inclusive decision making is so important to create an inclusive culture.
• Tool on how to make more inclusive people decisions.

Betraying Masculinity: A Critical Look at Socially-valued Masculinity

This webinar invites men to introspect and reflect on what it means to be a man. I explore the research around ‘socially-valued’ masculinity and provide a critique of the 4 pillars of masculinity and how the commitment to these tenets exclude and preclude men from accessing important (mental) health services and the breadth of the emotional spectrum.

I look at the idea of ‘betraying’ masculinity and the social and economic costs of “sub-ordinate” masculinity and invite men to look at what elements of ‘socially-valued’ masculinity we have internalised and practice and the actual internal costs on our physical and mental health, our relationships and our families.

Learning Outcomes:

• Men and women to engage critically on what masculinity really means and how all of us perpetuate stereotypes of the ‘good’ or ‘bad’ man.
• Men to being redefining masculinity for themselves.