I had the privilege of being a guest speaker, along with Patricia Malidor-Coleman:, Edwin Hoffman ; Magdalena Szumna and Papa Balla Ndong. This was part of SIETAR Europa’s ongoing Diversity, Equity, Inclusion, and Belonging (DEIB) Learning Series. This strategic DEIB training initiative is designed to foster active and actionable approaches to DEIB within the workplace, cultivating a more inclusive and innovative environment. During this session, we delved into important questions. These were my questions and answers.

What are the common barriers to DEIB?

In the UK, in particular, while there has been progress, there are still issues in London where code switching is essential to appear part of the team. We all know the stories where a culturally black person, that is someone who is culturally loud, has to take on another persona as well as a different accent in order to be accepted at work, otherwise it ‘frightens the horses’ . And he also code switches from one accent to another. But it is also true that when a person from the North of England regardless of colour comes to London. They have to lose their accent (Brum, Lancashire, Liverpool, Yorkshire) not to be taken as stupid. Where other accents, such as Scottish don’t seem to matter.

What is an example of a diversity Issue?

A situation where a gay man is with his partner and visits a country for work where being gay is illegal. Does he/ can he take his partner with him? Can they share a room? Can he take his partner to social events, business dinners. Can he mention what he did at the weekend and who with – and if he doesn’t?

Another an example of a diversity Issue?

It is still the case in the Middle East where, for exactly the same job, people’s salaries depend on their nationality. Being European can be an advantage. Recently I put forward several people to deliver training in Abu Dhabi. I was told that one of the best people I suggested was not suitable because she was Arabic. And I was told this by an Indian Female as they know their clients well. And of course Indians recruit Indians (probably from the same village) as they don’t have intercultural issues which to them is more important than the benefits of diversity..

They say Artificial Intelligence ( AI) has the potential to enhance DEIB outcomes with its speed creativity, and potential for scalability. What do you think?

ChatGPT is based on the information from mainly, white, American Males – so EVERYTHING it tells you is biased. This makes DIEB worse.

What are some inclusion moments ideas for meetings?

A best inclusion moment can be sharing food. Get everyone to bring in a local dish and share. And this also includes the diverse requirements of Vegetarians and Vegans. Some people will only eat what they are familiar with and you have to put up with it. Some have religious constraints so be careful with Pig and Cow meat and Halal requirements. There is also the issue of drink: For some people alcohol is forbidden, and others, such as the lifestyle of the Spanish it is an everyday thing. Don’t cop out for fear of offence. It will depend which country you are in And the timing of meals, the use of cutlery, which cutlery, or not, are all opportunities to share experience. Some people might want to say Grace or equivalent.

Diana Ross’ 80th Birthday and DEIB

I wrote an article about Diana Ross’ 80th Birthday and DEIB . There wasn’t enough time. But here’s the article

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Diana Ross was 80 years old on 26th March. Lets see how she has overcome the disadvantages of being in so many underprivileged groups and some of the consequences. ,

I first saw Diana Ross perform with the Supremes in the from row of the theatre in my home town of Wigan, UK in 1965 as part of the ‘Motown Ghost Tour’ so-called because nobody went. I last time I saw Diana Ross perform in I guess 1993 somewhere in a stadium near Boston. In 2022, at the age of 78 she performed Glastonbury Festival at least 10 sell out concerts in the UK, and had a top ten album of new songs. Not bad for a 78 year old.

What’s this got to do with the DEIB (Diversity, Equity, Inclusion, Belonging)? ,

I will be talking about this at SIETAR Event March 27 Unlocking Innovation and Creativity in Teams using DEIB Strategies (Diversity, Equity, Inclusion Belonging) . Register here :https://lnkd.in/dZqPyZsT Listen to SCT’s David Rigby and others (see below)

Being a LGBT Icon

Even in her most unpopular moments Diana Ross has been worships by the LGBT+ community. Her Iconic looks have been copied and parodied by drag queens around the world. And her hit song “I’m coming out” is a very popular gay anthem, deliberately planned or otherwise.

Being Included

Diana is included in the international world of the rich and famous. Not the least because she is internationally rich and famous. But she had to learn how to do it. The Motown finishing school was a good start. Being in the eye of the press for so long means she always has to look her best in public.. She notably failed when she got jailed for drunken driving in Arizona in 2012 and was admitted to a rehab facility for drug and alcohol abuse, in 2002.

Belonging

Belonging. Being international meant not being local. Being including in white society meant not belong in black society. She was far more successful outside USA, particularly in UK and Japan. Hasn’t had a hit in USA for years. ‘Proper’ black singers, like Aretha Franklin, Beyonce, Rihanna have loud voices and sing soul and gospel. She doesn’t. Ella Fitzgerald paved the way, she could scat sing but didn’t do it too often so as not to frighten the horses. Diana Ross is just not included when black folk talk about good singers. I wonder if she is concerned.

So, Happy Birthday Diana Ross. Congratulations on the determination in overcoming the many barriers which could have stopped you moving from The Brewster Projects in black Detroit to the superstar you still are and still loved by millions of fans which I am just one.

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Register here:https://lnkd.in/dZqPyZsT for SIETAR Event March 27 Unlocking Innovation and Creativity in Teams using DEIB Strategies (Diversity, Equity, Inclusion Belonging) . Listen to SCT’s David Rigby and others

Join us on March 27th, from 18:00 to 19:15 CET, for an exploration of “Unlocking Innovation and Creativity in Teams Using DEIB Strategies” as part of SIETAR Europa’s ongoing Diversity, Equity, Inclusion, and Belonging (DEIB) Learning Series. This strategic DEIB training initiative is designed to foster active and actionable approaches to DEIB within the workplace, cultivating a more inclusive and innovative environment.

The DEIB Learning Series aims to deepen our understanding and integration of DEIB contributions within the intercultural workspace, aligning with our commitment to creating a safe, supportive, and respectful environment for all members of our community. In our dedication to advancing knowledge and addressing DEIB challenges, we are pleased to present guest speakers who will share their expertise:

• David Rigby: Executive Business Coach & Consultant, Managing Director of Smart Coaching Training
• Patricia Malidor-Coleman: Author, Speaker, Certified Life & Career Transition Coach, Founder of Globaliscious R retreats
• Edwin Hoffman PhD: Lecturer, Trainer, developer of the TOPOI -model and together with Arjan Verdooren the author of Diversity Competence. “Cultures don’t meet, people do”
• Magdalena Szumna: Founder of indigo, Diversity Competence & Intercultural Trainer
• The session will be moderated by Papa Balla Ndong, DEIB AI Strategist.

These experts will provide actionable strategies to drive change and promote a more inclusive and equitable world.
During this session, we will delve into important questions such as:

• What does DEIB look like in the workplace, especially concerning AI such as ChatGPT?
• What are the common barriers to DEIB?
• What does the TOPOI model entail?
• And more…

This is a unique opportunity to reflect on psychological safety, wellness, Spiral Dynamics vertical development, soft skills, leadership, and DEIB.

Please register via the Link below Register here:https://lnkd.in/dZqPyZsT

We look forward to your participation and collaboration!

hashtag#SIETAR hashtag#CULTURE hashtag#LEADERSHIP

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd

Cognitive Interculturality is the most important skill for Diversity

“We are going to look at Why Cognitive Interculturality is the most important skill for Diversity But first – what is it ?”

This topic was recently presented by David Rigby at Toastmasters Madrid – watch it here

Have you ever wondered why you can talk to some people more easily than others? This because some people think the same way as you , others think differently .
All people sit somewhere on the line between introvert and extrovert. Some people work with their emotions others are much more logical . Every one is a combination of all but some are more prevalent.

C-me Cognitive Profiling showing types and Communication Preferences

Most people think Diversity about differences you can see – race/ethnicity, sex/gender, age and perhaps sexuality and neurodiversity. These are the ones which get the most publicity and are measured. But there are many other types of diversity – religion, class, education, country of origin, country of birth/residence, nationality, wealth, which part of the country, accent/

Stereotypes

There are stereotypes.  Spanish people are like this – turn up late etc, are emotional  and outgoing.   Dutch are not emotional and direct and on time. That means they behave according to particular colours.  Hofstede has  analysed countries according to 5 criteria.   But the reality is most people in a country do not behave according to the international perception of their culture.

Cognitive Interculturality – one more thing to consider

The most successful teams are the ones where the members think differently- that is cognitively diverse,  And where the individuals are expert at communicating with each other – and that’s Cognitive Interculturality. It’s one more very important thing to think about on top of the usual intercultural topics. Read more here .

Smart Coaching & Training works with 20 associates, in four continents speaking 12 languages and raised and working in a wide range of cultures. See our associates here.

Written by David Rigby © 2024 Smart Coaching & Training Ltd