This document discusses leading a diverse and inclusive workforce. It defines diversity and inclusion, noting that inclusion encourages sharing of multiple perspectives to best analyze challenges and opportunities. An inclusive culture is linked to better financial and business outcomes. Specific protected characteristics are identified, and different models of thinking about disability are presented. Common barriers for disabled employees are listed across environmental, cultural, technological, and organizational areas. Tips for communication emphasize asking open questions, listening to personal experiences and needs, acknowledging what is shared, and making diversity and inclusion a partnership.

1. Leading a diverse and
inclusive workforce

2. Discussion
When you see or hear the words “diversity” and
“inclusion”, what words, images or feelings come
to mind?

3. Protected Characteristics
• Age
• Disability
• Gender reassignment
• Race
• Religion or belief
• Sex
• Sexual orientation
• Marriage and civil partnership
• Pregnancy and maternity

4. Homogeny
One person, usually the
highest paid, drives the
group narrative.
Challenges & opportunities
are seen from a single
perspective.
Homogeny

5. Diversity
More people have a
seat at the table and
see challenges &
opportunities from
multiple angles yet feel
compelled to defer to
majority-held
perspective.
.

6. Inclusion
People see multiple
aspects of a problem and
are encouraged and feel
compelled to share what
they see in order to best
analyse the challenge or
opportunity.
Inclusion

7. Organisations with inclusive cultures are…
• 2 x as likely to meet or exceed financial targets
• 3 x as likely to be high-performing
• 6 x more likely to be innovative and agile
• 8 x more likely to achieve better business outcomes.

8. Diversity
Made Simple
My story – who am I?
Diverse Matters is a
specialist training
consultancy founded by
Disability Advocate
Yasmin Sheikh

9. The 4Bs

10. Three models of disability –
how some people may think about disability
Charity Model Medical Model Social Model

11. Common barriers for disabled employees
Environmental
Cultural / Attitudinal
Technological
Organisational

12. • Ask open questions
• Listen to how people describe themselves and their experiences of
disability / health
• Ask everyone what can make things more inclusive or accessible
for them.
• Ask what you can do and what they’d like others to know or do
• Listen and acknowledge what people share with you – we are all,
always, learning about others
• Be honest if you feel uncertain
• Make it a partnership
Communication