Hello Reader,

I hope you're doing okay. I have no idea where this week has disappeared because who on earth sends an email Friday afternoon

Once again, I've been up and down the country getting to know the train system very well. On Monday, my lovely clients at Kellanova invited me to join them at Seramount's Employee Resourcing Group conference, which was great. I took so many things away (a blog is coming). Then, on Wednesday, I spoke in Cardiff at the CIPR Cyrumu Wales #Everything EDI event, which was fantastic. The speakers were wonderful and it was such a vibrant crowd.

I can't tell you how much I love getting out and about meeting clients and new people. If you ever want me to facilitate a workshop, speak at an event or be on a podcast, please reply to this email!

I mentioned in a previous newsletter that we're revamping this newsletter, which includes a name change. The team and I have finally shortlisted two names:

Rebel Unleashed or Inclusive Rebel.

I'd love to hear which one you like. To make this as easy as possible - click on the link above and choose the one you prefer, and it'll register your preference.

I've also been playing around with the tagline: CommsRebel positively disrupting workplaces so you and your colleagues can thrive.

What do you think? Is it too bold? Would it put you off contacting me for work? Let me know Reader, I'd love to know what you think.

That's it for now. I hope you have a great weekend.

Advita

How to lead with inclusion

Inclusive leadership is a critical area of work that impacts culture in most organisations. If your leaders resist inclusive practices, this will have a knock-on impact on overall engagement across the workforce. Disengagement will eventually lead to poor absence, poor performance, and limited innovation, impacting the organisation's profitability.

Research by MIT Professional Education showed that almost 4 in 5 people check out an organisation's culture before applying for an opportunity. And the Boston Consulting Group (BCG) found that the level of inclusiveness directly impacts employees’ happiness and well-being.

In a recent session, I covered what we mean by inclusive leadership, the foundations you need to build, and the traits you need to be an effective inclusive leader (see green flags further below).

Three takeaways from my session

Inclusion has to be embedded into everyday practice. It should never be a standalone pillar or something you practise when you remember.
Using a tool like the 'User Guide of Me' can help you get to know your team better, which will allow you to make equitable decisions that are fair and transparent.
You can’t be a great inclusive leader if you're not a good communicator. Effective communication is a powerful skill, and all leaders should aspire to it.

Practical tips you can use straight away

Define what inclusive leadership means for you and your organisation.
Identify your strengths and learning opportunities through two-way feedback.
Introduce a reverse mentoring programme where leaders can connect with those from different backgrounds.
Undertake the Cultural Intelligence assessment and values exercise. Get in touch if you want me to deliver this for your team. I'm also certified to deliver DISC assessments, which can be powerful when used in conjunction with CQ.

Get in touch with any thoughts or questions on inclusive leadership. I’d love to hear what your organisation is doing to support your leaders.

Understanding bias

We hear opinions, not facts, and most things we see are perspectives, not always the truth. When committed to cultivating a culture of inclusion in our workplace, we must understand our biases and how they affect what we see and hear.

To understand our biases, we need to undertake three key steps. If practised frequently, you’ll start to notice bias in everyday decisions, enabling you to see what needs to change to build a culture of inclusion in your workplace. If you’d like to learn more about bias, check out my book, Building a Culture of Inclusivity.

Inclusive leaders - the green flags

When I host inclusive leadership communication workshops, I often discuss what green flags to look for in an inclusive leader.

Here are a few I share - and you can read more on my blog.

They will take accountability and hold others accountable for their commitments.
They will have a curious mindset, ask questions, and listen actively.
Open and transparent communication is important to them.

Rebel recommendations

Listen: Getting real with employee experience | Eat Sleep Work Repeat

Read: The Imposter Cure: How to stop feeling like a fraud and escape the mind-trap of imposter syndrome | Dr Jessamy Hibberd

Watch: Seven lessons from 20 years as a comms pro | CommsRebel YouTube

Awareness dates

06 April: Laylat al-Qadr* (Muslim)
10 April: Eid al Fitr (Muslim)
13 April: Vaisakhi (Sikh)
21 April: First Day of Riḍván (Baháʼí)
22 April: Stephen Lawrence Day
22 - 30 April: Passover (Jewish)
23 April: St George’s Day (Protestant)
24 April: Palm Sunday (Eastern Orthodox Christian)
9 May - Ascension Day (Christian)
17 May - International Day Against Homophobia, Transphobia and Biphobia (IDAHOBIT)
19 May - Pentecost (Christian)
25 May - George Floyd’s anniversary (US)
26 May - Trinity Sunday (Christian)