The D&Igest: Diversity & Inclusion at work – Details, episodes & analysis

There’s a huge talent pool out there that’s largely untapped. In this episode, I sit down with Emma Freivogel, the Founder & CEO of Radical Recruit and Co-Founder at B-Radical to learn more.

Emma moved from Australia to London 11 years ago, and since then, she’s built Radical Recruit as the UK's only charitable recruiter for businesses that want to level the playing field for radical people and communities.

We dive deep into the process that Radical Recruit goes through in hiring people who’ve suffered adverse life experiences, such as prison leavers. Emma gives her view on the business case of hiring people from these backgrounds and how they’re convincing organisations.

Emma shares some incredible stories of the lives that Radical Recruit has changed. From the challenge Emma faced with putting together a CV for someone who had spent the last 10 years in prison, to the financier who was let go after 26 years as a result of a retrospective DBS check and is now running a business and making more money than ever.

The lack of available support for prison leavers is causing people from these backgrounds to go right back to where they started. Emma’s mission is to change this, to decrease homelessness and help businesses reap the benefits of this unique form of recruitment.

Covered in this episode - 

• The benefits of hiring people from diverse backgrounds.

• The issues with the lack of support for prison leavers.

• How Emma put together a CV for someone who had spent the last ten years in prison.

• The story of a financier who was let go after 26 years after a retrospective DBS check.

• Discovering what people are good at when they have no confidence in their skills.

• How Radical Recruit is able to derisk the hiring process for organisations.

• What is the response from organisations after hiring through Radical Recruit?

• How to get involved with hiring more radically.

  
  

LEARN MORE

Radical Recruit - https://radicalrecruit.co.uk/Diversely - https://www.diversely.io/Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Emma Freivogel on LinkedIn - https://www.linkedin.com/in/emmafreivogel/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

83% of people experiencing an accessibility problem on your website will leave. So why are so many websites still not tailored to people with disabilities?

Ross Linnett is the CEO and Founder of Recite Me - an inclusion tool that allows websites to be used more easily by people with dyslexia, visual impairment, and numerous other accessibility needs.

Ross learned of his dyslexia at university when he realised something was holding him back from getting the grades he deserved. After benefiting from a piece of life-changing accessibility software, Ross was driven to campaign for companies to be held accountable for adopting accessibility standards on their websites.

In this episode, Ross shares his story and we dive deep into the accessibility issues causing people to bounce from websites and purchase elsewhere. We learn about what has changed so far in website accessibility standards and the work that still needs to be done. And we speak about the challenges that children with dyslexia are facing and how the education system can contribute to them.

Covered in this episode - 

• The accessibility challenges that are causing people to leave websites and buy elsewhere.

• How software can transform the lives of people with dyslexia.

• The historic standards that websites still follow today that are causing accessibility issues.

• Rethinking dyslexia - why companies need to understand it better.

• The state of laws around website accessibility.

• How dyslexia can affect schooling.

• Advice for parents of neurodivergent children.

  
  

LEARN MORE

Recite Me - https://reciteme.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Ross Linnett on LinkedIn - https://www.linkedin.com/in/rosslinnett/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

On the outside, the fashion industry paints a picture of inclusivity, but the backstage narrative tells a different story.

In this episode of the D&Igest, we’re joined by Jamie Gill. Jamie is the Founder of The Outsider’s Perspective, a not-for-profit organisation that helps people from underrepresented groups break into the fashion industry. He also finds the time to hold a non-exec director seat, he’s on the board of the British Fashion Council and he’s a former CEO of luxury fashion brands.

Jamie is a second-generation British-Indian, who grew up knowing he was gay from an early age. Jamie shares with us his fascinating story of how he navigated his early life and career in a society that asked a great deal more from him because of his background.

Now, The Outsider’s Perspective, is dedicated to shattering the barriers that keep underrepresented people from entering the fashion and luxury industries. 

In this episode, we cover - 

• The fashion industry’s secret D&I shame.

• Jamie’s journey as a second-generation British-Indian and as a gay man and the challenges that this brought up.

• Jamie’s struggle with showing up as his authentic self and how this affected his career.

• Why it’s so important for people to have figureheads who can inspire them and what happens when they don’t.

• How organisations can benefit from diverse teams.

• Why it’s such a challenge to get a foot in the door of the fashion industry.

• How to get involved with The Outsider’s Perspective.

LEARN MORE

The Outsider’s Perspective - https://www.theoutsidersperspective.org/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Jamie Gill on LinkedIn - https://www.linkedin.com/in/jamie-gill-64870080

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

What many of us have been told about autism is all wrong. The ‘autistic traits’ that are seen as typical don’t necessarily define everyone with autism.

In this episode, we sit down with Louisa Van Vessem, Creative Business Strategist and Mentor at Ingenious Corner. Louisa shares her journey as a solo parent raising an autistic child while managing her own late-diagnosed autism at the age of 43, along with several other health challenges. And on top of all of this, running her own business.

She reflects on the revelation she experienced during the evaluation process for autism, explaining how many aspects of her life suddenly made sense, particularly in how she navigated relationships. Before Louisa ran her own business, she worked in the corporate world. We learn what this environment was like for her as someone with autism, and why working freelance now suits her better.

Louisa also speaks to the challenging road she went down in getting her son diagnosed, and we learn about the support (or lack thereof) that’s available to children in schools. Louisa and her son’s autism shows up differently in many ways, and similarly in others. She shares a fascinating, personal story that will challenge the way you view autism.

In this episode, we cover - 

• How would an earlier diagnosis have affected the trajectory of Louisa’s life?
• How the corporate world enabled Louisa’s masking of her autism.
• Why Louisa decided working for herself was the right move.
• The state of support in schools today for children with autism.
• Are the typical ‘autistic traits’ really that typical? Or is it far more nuanced than we’re made to believe?
• How distinctly different the ways that Louisa’s and her son's autism shows.
• The routine that Louisa follows as a solo parent of a child with autism.
• Why Louisa hasn’t niched down her business.

LEARN MORE

Ingenious Corner - https://ingeniouscorner.com/

Louisa’s Etsy Store - https://www.etsy.com/uk/shop/ingeniouscodesigns

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Louisa Van Vessem on LinkedIn - https://www.linkedin.com/in/ingeniouscornerco/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Dr. Roxy Manning didn’t initially realise how much race was impacting her experience as a black immigrant in the US, but she faced racism in numerous forms throughout her education - despite her aptitude for learning. The effects racism had on her education were exemplified when she wrote a brilliant paper which awarded Roxy an F, being told that “Black folks can’t write like that”.

In this episode, Dr. Roxy Manning shares with us an incredibly transparent look into her background and helps us understand her specialism in non-violent communication. Roxy is a speaker, consultant and psychologist and is the author of two recently published books - The Antiracist Heart and How to Have Antiracist Conversations.

Roxy’s family emigrated from Trinidad to the US, where her parents became hands-on advocates for change. We learn about Roxy’s work with schools and organisations in teaching non-violent communication as a way of getting across our message with compassion - and as a way of being more compassionate with ourselves. Roxy shares with us the ‘lightbulb moments’ that her clients go through as a result.

In this episode, we cover -

• The fascinating story of Roxy and her family’s journey from Trinidad to the US.
• The experience of a black immigrant versus a black person born in America.
• The racism that Roxy faced throughout her education that she was unprepared for.
• What is ‘non-violent communication’ all about and what drew Roxy into it as a practice?
• The transformation that Roxy brings schools and organisations through with her teachings.
• Getting your message across with compassion.
• The differences between experiencing microaggressions personally, as a witness and as an actor.
• Roxy’s thoughts on the future of race in the US.

LEARN MORE

Roxy Manning - https://roxannemanning.com/

How to Have Antiracist Conversations -

https://www.penguinrandomhouse.com/books/726362/how-to-have-antiracist-conversations-by-roxy-manning/

The Antiracist Heart -

https://www.penguinrandomhouse.com/books/726493/the-antiracist-heart-by-roxy-manning-sarah-peyton/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Roxy Manning on LinkedIn - https://www.linkedin.com/in/roxymanningphd/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Marie-Liesse Calméjane shares with us her powerful journey of resilience, in this episode. Marie-Liesse started her career in communications and marketing at Danone in France. After she moved with her family to Asia, Marie-Liesse’s fourth child was diagnosed achondroplasia, a rare genetic condition which is the most common form of dwarfism.

Marie-Liesse gives us a look into her experiences as a parent of four and a parent to a child with dwarfism. We learn about how she found support as an expat and how her son was supported by his schools and siblings.

Transitioning into coaching, Marie-Liesse now works with the Resilience Institute, helping companies equip their leaders and teams to navigate life and work. Resilience has become a running theme of Marie-Liesse’s life and now her work.

She speaks about the support she found from the non-profit Little People of America and how we should be challenging the misconceptions surrounding dwarfism and what needs to change for a more inclusive future.

In this episode, we cover - 

• How resilience became the theme of Marie-Liesse’s work.

• How Marie-Liesse found support as an expat mother of four.

• How Marie-Liesse’s son was supported at school in Singapore.

• The analogy Little People of America uses to sum up a parent’s experience of having a child with a disability.

• The true main disabling factor of Marie-Liesse’s son’s disability.

• What needs to change to give people with dwarfism an equal future?

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Marie-Liesse Calméjane on LinkedIn - https://www.linkedin.com/in/marie-liesse-calmejane/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Bahaa faced shocking day-to-day risks to his life while living in Syria. Now, he works in the UK for one of the UK’s largest construction companies. In this episode, we speak with Bahaa and discover his fascinating journey.

We’re also joined by Hannah Brooke, Head of Partnerships at Renaisi - the organisation that supported Bahaa with finding employment through their ‘Transitions’ programme.

We dive deep into Bahaa’s journey of attaining his PhD and his experiences of gaining refugee status after moving to the UK. More many seeking refuge, the immigration process can take one to two years or more. For Bahaa, it took around three months, and

he gives insights into what was different for him.

We learn about Bahaa’s experience of applying for work in the UK. Bahaa was turned down for 100s of roles before receiving support from Renaisi. Hannah shares with us how Renaisi leverage their pipeline of employers who want to employ differently and the benefits that these organisations experience in return from diverse hiring.

In this episode, we cover -

• The shocking risks that Bahaa faced while living in Syria.
• Bahaa’s inspiring journey to the UK.
• The process of gaining refugee status in the UK and how Bahaa’s experience
• differed from the typical experience.
• Bahaa’s experience with applying for jobs.
• How Renaisi supports those seeking sanctuary to find gainful employment.
• The benefits that diverse hiring has for organisations.
• How to get involved with Renaisi.

LEARN MORE

Renaisi - https://renaisi.com/transitions/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Hannah’s email - h.brooke@renaisi.com

Hannah Brooke on LinkedIn - https://www.linkedin.com/in/hannah-brooke-20961718/

Helen McGuire on LinkedIn - https://www.linkedin.com/in/helenmcguireme/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

Creating an inclusive environment takes continuous work. Heeral Gudka, Founder of Convergent, joins us in this episode to talk about her pragmatic approach to EDI. Heeral helps businesses implement long-lasting, strategic EDI initiatives. We dive deep into how this looks in action, and how Heeral ensures that these initiatives stick.

D&I professionals are quitting and D&I roles are being cut from some organisations. Heeral tells us why in this episode. Convincing leaders to take D&I seriously and getting buy-in from teams formed from lasting motivations is a challenge. We speak about how to get that buy-in, and why some organisations experiencing a fading interest in creating an inclusive environment.

Heeral tells us that she keeps her characteristics out of D&I conversations and doesn’t specialise in training for any one particular characteristic or within a specific field. She tells us why she belives getting too specific is less effective. 

She gives us a behind-the-scenes look at which kinds of organisations are seeking her help, and who in these organisations are spearheading D&I strategies as well as the spark that pushes them to reach out and take that next step. Heeral also shares with us how businesses can get started on this journey and make it a positive one.

In this episode, we cover - 

• How and why we need to implement strategic D&I initiatives.
• How we can get the buy-in of leaders.
• Why are people quitting D&I positions or being laid off?
• Why Heeral doesn’t specialise in a particular industry or characteristic.
• Which types of companies are reaching out to get started with D&I strategy and what are their main concerns?
• How businesses can get started with D&I and have a positive journey.
• Why does bias training have a bad reputation?

LEARN MORE

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Heeral Gudka on LinkedIn - https://www.linkedin.com/in/heeralgudka/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

For ADHD Awareness Month, we’re speaking with musician, international public speaker and neurodiversity advocate, J Grange. In episode 49, we spoke with J Grange’s dad. In this episode, we hear the other half of his incredible story, from J’s perspective.

J struggled throughout his childhood with being misunderstood and not being supported at school. He shares with us his story of the challenge of navigating school with undiagnosed ADHD which led him to feel isolated and suicidal.

Since being diagnosed with ADHD, J has experienced a meteoric rise in his music career and is now a figurehead for neurodiversity globally. J takes his experiences into schools to raise awareness and to improve understanding amongst teachers and help children feel supported.

J also shares the story of the one teacher who did make him feel supported, the person who brought him back from the brink, and he lays out how teachers should be supporting neurodivergent children.

In this episode, we cover -

• How J Grange went from a challenging childhood to speaking with the UN at 19.
• J’s view on ADHD as a disability vs. a superpower.
• How the lack of understanding and support in school manifested for J.
• The challenges with obtaining an ADHD diagnosis…
• … and the stigma and challenges that J struggled with after being diagnosed.
• The moment J decided that things needed to change.
• How teachers and parents should be supporting children with ADHD.

LEARN MORE

J Grange - https://jgrangeofficial.com/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

J Grange on LinkedIn - https://www.linkedin.com/in/j-grange-373a2b1a7/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts -

https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648

11th October is National Coming Out Day in the US. That’s why in this episode, in a first for The D&Igest, we’re joined by two guests - John Volturo and Peter Gandolfo -  Partner and Executive Coaches at Evolution. 

Evolution offers executive coaching, facilitation and training. Mainly working with startups and tech companies, Evolution supports LGBTQ+ workers and helps organisations recognise the role they play in creating a more inclusive environment.

John and Peter share the pivotal moments in their lives that led them to pursue careers in DEI coaching. They reflect on how becoming parents influenced their career paths and the profound impact it had on their perspectives. 

We learn about the challenges that gay men face in workplaces. The feelings of isolation and the challenges with being defined as 'the gay guy' in the office. These issues are clearly still prevalent in the US today, with around 50% of LGBTQ+ people still not comfortable with coming out at work.

John and Peter also share their thoughts on National Coming Out Day and what it means to them.

In this episode, we cover - 

• How Evolution helps organisations do better at DEI.
• The moment that gave them the push towards working in DEI.
• Finding the right co-founder.
• The challenges that LGBTQ+ people are facing in workplaces.
• Why are around 50% of LGBTQ+ people not out at work?
• What does National Coming Out Day mean to John and Peter?

LEARN MORE

Evolution - https://evolution.team/

Diversely - https://www.diversely.io/

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

CONNECT

Diversely on LinkedIn - https://www.linkedin.com/company/diverselyio/

LISTEN

Spotify - https://open.spotify.com/show/0FRssDsAUpx1WCbxDfvFoG

Apple Podcasts - https://podcasts.apple.com/gb/podcast/the-d-igest-a-diversely-podcast/id1607041648