Here's how you can assertively advocate for diversity and inclusion in the social impact sector.

1. Know yourself: Everyone has biases, but they can be overcome! These are unconscious ideas that can affect our choices. 2. Fight the bias: By understanding your biases, you can make fairer decisions. There are resources to help you find yours! 3. Be a changemaker: Once you're aware of your biases, you can create a more inclusive space for everyone.

It’s one thing to be able to identify your own biases. There’s a ton of well aged resources out there that can help people identify their own bias. The true value comes in what you do to take action to avoid those biases. If you’re ever in a position to manage or recruit people, as a hiring manager or leader. Pick three actions you’re going to do differently when managing or interviewing people against whom you’ve identified you have a personal bias. Communicate those actions to others so you can hold yourself accountable. Identifying bias is a first step. But sadly it’s often the last step and folks don’t do the work to remove their bias.

To champion diversity and inclusion, start by uncovering your hidden biases. Acknowledge their impact on your decisions. → Engage with tools and activities designed to reveal personal biases and reflect on their influence in your work. → Embrace this journey of self-discovery to transform your mindset and create a genuinely inclusive environment.

Understanding bias involves recognizing the subconscious attitudes or stereotypes that affect our decisions and actions. In the social impact sector, acknowledging these biases is crucial as they can influence hiring practices, resource allocation, and program implementation. By becoming aware of our own biases and actively seeking to counteract them, we create a more equitable and inclusive environment that values diverse perspectives and experiences, ultimately enhancing the effectiveness and reach of our initiatives.

Personal bias can have a significant impact on inclusion and diversity efforts. When individuals hold biases towards certain groups, it can lead to discriminatory behavior and exclusion. This can create barriers for underrepresented individuals to fully participate and contribute in various settings. Recognizing and addressing personal biases is crucial in fostering a more inclusive and diverse environment. Organizations can implement trainings and policies to help individuals become more aware of their biases and work towards mitigating their negative effects.

To effectively advocate for diversity and inclusion in the social impact sector, it’s crucial to first understand your own biases and how they influence your thoughts and actions. Engage in self-reflection and seek out resources and training on implicit bias to recognize and mitigate its effects. This foundational step allows you to approach advocacy with a clear, informed, and empathetic perspective, ensuring that your efforts are genuinely inclusive and equitable.

No setor de impacto social, onde nosso objetivo é promover o bem-estar e a justiça social, é imperativo que a diversidade e a inclusão não sejam apenas valores aspiracionais, mas práticas integradas em todas as nossas ações. Ao nos comprometermos a entender e superar nossos vieses, damos um passo fundamental para garantir que nossas iniciativas beneficiem verdadeiramente a todos, sem exceção.

Na minha experiência, dois recurso podem apoiar na identificação de um viese pessoal: 1. Não agir por impulso. Refletir sobre uma tomada de decição entendendo os por quês dela e como ela irá impactar seus objetivos. 2. Não subestimar segundas opiniões. Muitas vezes qureremos automia e agilidade em uma tomada de decição, mas saber quando ouvir uma segunda opinião é tão importante quanto.

Uma excelente forma de exercitar a identificação desses vieses é fazer alusão a um óculos, assim como essa ferramenta de correção da capacidade de visão, que é um item necessário para evitar confusão, erros de julgamento e até acidentes, assim são os vieses. Porém usar os óculos diariamente exige hábito e escolha diária, assim como a decisão de reaprender a tomar decisões sem o obstáculo dos vieses inconscientes culturais. Em treinamentos e palestras costumo usar figuras de linguagem como essa para facilitar a conexão e compreensão de conceitos ligados a transformação de cultura.

Active listening isn’t just about making space and letting others have voice. It also has to be about truly understanding a perspective different from your own. You can’t truly empathize because you’ve never walked in their shoes. But you can work to understand. Listening and not learning is just space, not improvement. A trick I use to ensure I’m actively listening, is to ask if I can repeat back what I believe I have heard and understood and invite the other person to correct me if I have even a small part of it wrong. If you don’t reconfirm back that you truly have understood their point, you haven’t created room for nuance and, you might be left in no better shape than if you hadn’t listened at all.

Active listening involves more than just inserting 'uh-huhs' at appropriate places while in a conversation with a collegue. It involves actually hearing what your collegues are saying, believing them, and affirming back with their words what you heard. Active listening empowers both the speaker and the listener by being truly involved in a dialogue that can lead to better places. Anytime someone feels actually heard in the workplace is a win.

Time and time again I have seen reconfirmed the significant benefits that diversity of perspectives and lived experiences, the proximity to the realities, bring to a board and an organisation. “We are the sum total of our experiences” Thomas Gilovich. Creating the space and time to allow for robust discussion and debate being key to a successful board. Recently I attended the Governance for Social Impact course at the Centre for Social Impact, UNSW and reminded me again of the importance of Deep-listening and the power of the pause to allow others time to formulate their responses. Just two great tools to ensure we create space and allow individuals to feel safe to bring their highly valuable perspectives and experiences.

Listening actively involves fully concentrating on what is being said, rather than passively hearing the words. It means paying attention not only to the content of the message but also to the emotions behind it, as well as the non-verbal cues such as body language and tone of voice. Actively listening requires setting aside one's own thoughts and opinions, suspending judgment, and providing feedback to ensure understanding. In the context of advocating for diversity and inclusion in the social impact sector, actively listening to the voices of marginalized communities and underrepresented groups is essential. By truly hearing their perspectives and experiences, we can better understand their needs and concerns

One thing I've found helpful is to not just listen to the voiced messages of my audience but to also watch out for those unsaid words through their facial expressions, body language etc. This has helped ease communication and create a trusting relationship needful for accurate response and actions

Actively listening to diverse voices is essential in advocating for diversity and inclusion. This means giving full attention to the experiences and perspectives of others, especially those from marginalized communities. By truly hearing and valuing their input, you can better understand their needs and challenges. Active listening builds trust, fosters collaboration, and ensures that your advocacy efforts are grounded in the real, lived experiences of the people you aim to support. It also helps in creating solutions that are inclusive and effective, addressing the root causes of inequality rather than just the symptoms.

Evolve mais do que ouvir, trata-se de compreender a mensagem que está sendo transmitida. Preste Atenção Completa. Desligue distrações como telefones e evite pensar em sua resposta enquanto a outra pessoa está falando. Mostre interesse através da linguagem corporal, como manter contato visual e acenar com a cabeça. Use Comunicação Não Verbal. Demonstre que está ouvindo através de expressões faciais e gestos apropriados. Mantenha uma postura aberta e receptiva. Ofereça Feedback. Parafraseie o que foi dito para garantir compreensão. Faça perguntas esclarecedoras. Adie o Julgamento. Evite interromper. Dê tempo para a pessoa concluir seu pensamento. Forneça respostas que mostrem que você considera e valoriza o que foi dito.

Ao construir um ambiente seguro para realmente escutar diferentes perspectivas e pontos de vista, abrimos espaço para valorizar todas as vozes, reduzir conflitos e aumentar o engajamento da equipe.

Just few weeks ago, I had misunderstood a classmate. She was solid at her reason for the issue we were talking about but I was only hearing. It took be step back and actually listen to understand her perspective. We all might be victim of this. It doesn’t mean you are wrong, but just look at this from another perspective. Active listening can also save marriages too because a lot of people who claim right if only they can just listen and not be so consumed by what they hear and come up with an answer. I believe that would help.

At its heart, assertiveness whether it’s speaking up for others or yourself is a practiced act. It’s also highly situational. Being assertive sometimes means taking a risk. A risk that for many under represented people who are already battling a lack of opportunity, is scary. And the same for their allies. I think the obligation to enable assertiveness that corrects and stands up against bias, is actually on everyone in the environment. We have to make being assertive a safe act. We have to welcome it. We have to cheer it and thank people who are assertive for their input. To enable more assertive voices in the case for equality and inclusivity, we collectively have to ensure no retribution follows when folks are assertive.

For far too long I sat back and didn't speak up when racist, inappropriate comments were made or so called jokes. Of that now I am deeply remorseful. I have however, finally found my voice. It is not enough to be "anti-racist" or "anti-discrimination". We must have zero tolerance. We must all speak up and call it out, whether it is intentional or not. I like to think that in most cases it absolutely is not intentional however, that does not make it ok. It need not be aggressive but the importance of asserting or reminding gently the impact on others is vital. This is the only way we can truly honour diversity and inclusion and ensure a place where we all feel valued and safe.

Speaking up assertively for diversity and inclusion in the social impact sector involves actively advocating for equitable representation and opportunities for all individuals, regardless of their background, identity, or abilities. This means voicing concerns, sharing perspectives, and challenging discriminatory practices or biases in a constructive and respectful manner. By speaking up, individuals can contribute to creating a more inclusive environment where everyone feels valued, heard, and empowered to contribute their unique talents and perspectives to social impact initiatives.

É fundamental se posicionar e agir pela diversidade e inclusão dentro do setor de impacto social, pois essas práticas são essenciais para a construção de soluções mais justas e eficazes. A diversidade de experiências, perspectivas e habilidades enriquece a compreensão dos desafios sociais e promove a inovação, permitindo que as iniciativas atendam melhor às necessidades variadas das comunidades. A inclusão, por sua vez, garante que todos os indivíduos, independentemente de suas origens, tenham oportunidades iguais de contribuir e beneficiar-se dessas iniciativas. Ao priorizar a diversidade e a inclusão, criamos um ambiente mais equitativo e colaborativo, fortalecendo a capacidade do setor de promover mudanças sociais positivas e duradouras.

Use your voice to challenge discriminatory behaviors, policies, and practices when you encounter them. This includes advocating for inclusive language, calling out biases, and supporting underrepresented groups both publicly and privately. Speaking up also means participating in discussions, panels, and forums where you can influence decision-making processes to prioritize diversity and inclusion. By being vocal, you help create a culture where all voices are heard and respected, and you set an example for others to follow, contributing to a more equitable and inclusive environment.

Ao falar sobre essas situações, você aumenta a conscientização sobre a prevalência e o impacto da discriminação, racismo e preconceito. Isso pode educar aqueles que não estão cientes ou que minimizam esses problemas, ajudando a criar um ambiente mais informado e sensível. Ajuda a reduzir o estigma associado. Quanto mais pessoas falam, mais normal se torna discutir esses problemas. Falar pode ser um ato de empoderamento pessoal, afirmando sua dignidade e direitos. Denunciar e discutir essas experiências pode pressionar organizações a implementar práticas mais inclusivas e levar a mudanças nas regulamentações. Falar ajuda a responsabilizar indivíduos e organizações por suas ações, promovendo um ambiente de justiça e responsabilidade.

With the awareness of these differences we can become ambassadors of diversity and inclusion, speaking up for ourselves and others. A personal example is how I had to speak up through a mail, when I was part of a diverse team, on how there was lack of equity on how the local volunteers were being treated.

1. Educate others: Share info about why it's important in this field. 2. Spread awareness: Organize workshops, newsletters, or discussions. 3. Build community: Help people learn and grow together in a welcoming space.

Start by deepening your understanding of diversity and inclusion issues. Educate yourself about the different dimensions of diversity—such as race, gender, sexuality, ability, and socioeconomic status—and the systemic barriers that affect these groups. Share this knowledge within your organization through workshops, training sessions, and discussions to raise awareness and build a shared commitment to inclusion.

Assertively advocating for diversity and inclusion in the social impact sector involves actively promoting understanding and appreciation of diverse perspectives and experiences. One effective way to do this is through educating others. By engaging in open and honest conversations, providing relevant resources and training, and sharing personal stories and experiences, individuals can help raise awareness about the importance of diversity and inclusion. Educating others about the benefits of diversity, the impact of systemic biases, and the value of creating inclusive environments can empower them to actively support diversity and inclusion initiatives within their organizations and communities.

É importante estabelecer programas de capacitação nas temáticas, uma vez que, eles educam a equipe para valorizar e respeitar todas as diferenças, combatendo preconceitos e promovendo a empatia. As capacitações contínuas ajudam a identificar e eliminar barreiras estruturais e culturais que podem excluir ou marginalizar certos grupos. Ao investir em treinamentos de diversidade e inclusão, as organizações fortalecem suas práticas internas e ampliam sua capacidade de implementar iniciativas que atendam de maneira justa e eficaz às diversas necessidades das comunidades que servem, promovendo um impacto social mais significativo e duradouro.

It is very key to share knowledge as it helps spread the information of the objective thereby making the advocacy for inclusion more effective. I've found very helpful peer to peer education as a tool for advocacy to achieve any positive change.

Take proactive steps to educate your colleagues, peers, and community members about the importance of diversity and inclusion. This can include organizing workshops, training sessions, or informal discussions to raise awareness about systemic inequalities, unconscious bias, and the benefits of a diverse workforce and inclusive practices. Share resources, data, and personal stories to illustrate the impact of diversity on organizational success and societal progress. Education not only builds empathy and understanding but also fosters a collective commitment to driving meaningful change in the social impact sector and beyond.

Abrir o diálogo sobre discriminação e racismo promove a cooperação entre diferentes grupos e indivíduos na busca por soluções comuns. Diálogos construtivos podem construir pontes de compreensão e solidariedade. Compartilhar conhecimento fortalece as comunidades marginalizadas, proporcionando-lhes ferramentas e informações para defender seus direitos.

Education can then create the needed awareness that can build and sustain a community that respects diversity and inclusion. This can be designed in the form of campaigns; and participatory as much as possible.

I agree. This is especially important in terms of engagement. When you are able to assemble multiple stakeholders to solve a problem, you increase the odds that you’re not only going to succeed in addressing the problem but the experience allows those involved to build familiarity, comfort and trust among one another. Eventually, if repeated with the same or many of those same stakeholders, you’ll create memories, build momentum and develop muscle memory on what it takes to make meaningful impact on a community.

Wide collaboration should also apply within the organization. You wouldn't call a company diverse just because they have one team dedicated to diversity, would you? To leverage the full potential, a central management team should develop ideas and initiatives, but there also need to be diversity 'advocates' across departments who carry these ideas further, ensure participation in initiatives - resulting in an organization full of aware, inclusive allies.

Forge partnerships and alliances with a diverse range of stakeholders, including individuals, organizations, and communities committed to diversity and inclusion. By collaborating across different sectors and backgrounds, you can leverage collective strengths, resources, and perspectives to amplify your advocacy efforts. Seek out opportunities to join networks, coalitions, or working groups dedicated to advancing diversity and inclusion in the social impact sector. Engage in joint initiatives, projects, and campaigns that promote equitable practices and create inclusive spaces for all. Through collaborative efforts, you can drive systemic change, influence policies, and inspire broader societal impact towards a more just and inclusive world

Trabalhe com organizações de advocacy para promover mudanças legislativas e políticas que combatam a discriminação e o racismo. Use seu conhecimento para influenciar políticas públicas e práticas empresariais. Desenvolva materiais educativos, como guias, folhetos, podcasts ou cursos online, que expliquem os conceitos de discriminação, racismo e inclusão. Colabore com educadores e especialistas para garantir a precisão e a eficácia do conteúdo. Utilize plataformas de mídia social para compartilhar artigos, vídeos e outros recursos. Participe de campanhas e movimentos online que promovem a diversidade e a inclusão. Organize ou participe de eventos comunitários, como debates e rodas de conversa, para discutir e refletir. Voluntarie-se.

In designing these campaigns, there can be collaborations with different organizations to contribute to its development and intended impact therefore meeting campaign objectives and outcomes.

I have always embraced the philosophy of “cura personalis”, “care for the whole person”. If you lead with that as your guiding principle, your team will see that everyone matters.

The biggest impact on diversity in the workplace you can make is prioritizing the hiring and the retention of a diverse workforce. This means making sure diverse candidates are included in the hiring process, ensuring diverse employees are set up for success and have a proper support system, and prioritizing the retention of these employees. At the same time, you must assert up and down the company food chain - management to sole contributors - that doing all of this is critical and vital to being a competive company.

Demonstrate your commitment to diversity and inclusion through your actions, decisions, and behaviors. Actively promote equity and fairness in all aspects of your work, whether it’s hiring practices, project assignments, or team interactions. Encourage and support the development of diverse talent within your organization or community by providing mentorship, sponsorship, and opportunities for growth. Foster an inclusive culture by valuing and respecting diverse perspectives, celebrating differences, and creating space for everyone to contribute their unique strengths.

As the marketing lead of an inclusive fashion brand, I'm committed to addressing the lack of inclusivity in the industry. Adults 5ft & under have been overlooked for too long. My approach involves deliberate choices to ensure they are catered for. Our first photo shoot highlighted the industry's gap & the challenge of finding models who represent our customers. We’re investing time & resources into finding true representation. By treating everyone with respect & fairness, implementing inclusive practices, I aim to create a ripple effect. My goal is to inspire other brands to recognise & address the diverse needs of all consumers. Inclusivity is a principle that guides my actions, ensuring every woman feels seen, respected, & valued.

Líderes que defendem ativamente a diversidade e inclusão estabelecem um padrão de comportamento que influencia positivamente toda a organização, promovendo práticas justas e equitativas. Ao demonstrar um compromisso genuíno com esses valores, líderes exemplares incentivam a participação de pessoas de todas as origens e perspectivas, enriquecendo o processo de tomada de decisão e a inovação. Todo esse posicionamento, ajuda a criar uma cultura organizacional que reconhece e celebra as diferenças, aumentando a moral e o engajamento da equipe, e garantindo que as iniciativas de impacto social sejam mais abrangentes e eficazes na promoção de mudanças duradouras.

Deve ser um aprendizado Constante: Mantenha-se atualizado sobre novas pesquisas, tendências e práticas em diversidade e inclusão. Reflexão: Regularmente reflita sobre suas ações e busque maneiras de melhorar. Flexibilidade: Esteja disposto a adaptar suas abordagens conforme aprende mais e o contexto social evolui. Inovação: Busque novas formas de promover a inclusão e combater a discriminação. Ser um exemplo positivo como modelo e ativista contra discriminação e preconceito requer autenticidade, empatia, e uma dedicação constante à educação e ação

Under-represented groups are often overlooked for opportunities and less visible, think of ways to actively open doors, sponsor, give stretch opportunities and give a voice in the room to these groups.

The first step is always to understand the communities you are seeking to work with and the reasons why they are underrepresented in the first place. Learning from those with lived experience is vitally important.

Have you been wanting to do something purposeful, something to make a difference in the world but don’t know what? I say just get started and you will find your way! The first time I dared to put my “head above the parapet”. It was scary! After 30 years in corporate property I decided it was time to pursue a portfolio #NonExecutiveDirector career and to carve out a significant space to “give back”, to make a difference, to create positive social impact. I didn’t know exactly what that would look like, or how, but I did know that growing up in housing commission had shaped me. I don’t know where this journey will take me but I am glad I finally got started! What will you do? What is your purpose? What impact would you like to make?

I’ve learned through the last several years that perhaps the words “psychological safety” have become misused or misinterpreted. With each human being so unique, and ever changing, how can we truly understand what the total person fully needs to feel safe. Perhaps instead we should talk about a retribution free environment at work. Where speaking up or having a diverse perspective isn’t punished. It’s welcomed. As a mother and professional, I’m not sure that I can ever make another human feel totally safe. So instead of promising or claiming that, focus on no retribution for differences of thought or someone speaking up about a problem. Perhaps focus on the positive; no retribution, and thus encouraging courage rather than vulnerability.

Identifique Privilégios: Reconheça e entenda os privilégios que você pode ter e como eles impactam sua perspectiva e oportunidades. Use Privilégios para o Bem: Utilize seus privilégios para amplificar vozes marginalizadas e apoiar causas justas. Esteja aberto a feedback e críticas construtivas de outras pessoas. Construa amizades e redes com pessoas de diferentes origens e experiências. Pratique empatia genuína ao entender as histórias e desafios únicos de cada indivíduo. Busque parcerias autênticas com organizações e indivíduos comprometidos com a diversidade e inclusão.

Collating data and cases on causes and effects to help change mindset towards diversity and inclusion is very important. When people are made to understand the consequences of maintaining a mindset that is harmful to others through statistics and collated cases, it becomes easy to shift their minds from that belief and for them to embrace a change