Category: Latest Blog

  • Through Writing About Diversity, I’m Fighting for Inclusion – by Cerrie Burnell

    Cerrie Burnell

    As the sun beats down on London Fields and the trees cast leafy shadows, my daughter and I discover a park where every child is joyfully occupied by the wonder and mania of play. Kids fly and flutter in bright eyed swarms and the sense of excitement is so infectious that my little girl screams and bolts away from me, falling in with the pack. Even from the side lines I feel an urge to join them, to swing as high as the branches or throw myself at the hurtling roundabout with a fearless sense of abandon. But I’m an adult, a mummy and it’s not my time, so I linger in the shade and watch the wildness spread until it encompasses every child. The simplicity of this unity is both powerful and touching. I’m all for championing diversity, flagging up our differences and celebrating them with aplomb, but it’s lovely to be reminded that inclusion in its purest form is just about getting along with each other, in a way that’s not selective. In this inner-city playground where the average age is six, any defining labels a child might carry, have lost their significance in the wake of riotous fun.

    I pull the packed roundabout to a halt so my daughter can clamber on and as it swings away, a small girl catches sight of me and starts to scream, “her arm’s missing, I don’t like it.” She yells and at once every bright eye fixes me in a swirling rainbow of irises. I’m not surprised by this reaction. I’ve had one hand all my life and it’s not something that fazes me, because what you must remember is, I was six once too and I was a delicate, imaginative blue-eyed girl, who dreamed of becoming a mermaid. My mum couldn’t keep flowers in the house, because I cried when ever they died. When the horse vanished beneath the quicksand in The Never Ending Story, I screamed so much we had to turn it off. But when it came to my arm I was untouchable, I waved peoples questions away as if they were spring butterflies and happily called out from the top of the slide “I was born like it”. That was the answer they got, no long description, no discussion, no explanation, but an offer of friendship and maybe some chips. I had no idea of the capacity of my own resilience, because it didn’t feel as if I was being resilient, it simply felt like life. People asked me questions, I called out answers, then we made friends and the world swung on. But now that I’m an adult even in a park in Hackney, an area that does diversity with a whole-hearted magnificence, it’s apparent that disability is the last difference to truly be embraced.

    This is the main reason I decided to write a play about a little girl who has one hand. Not to exercise my ambitions in a way that’s cathartic or answers the questions of every child in that park, but to engage with a young audience and show them the many similarities that all children share. Libby, the little girl in the play, is as charming as she is difficult and though her circumstances are particular to her impairment: to realise her dream of becoming a ballerina she must learn to use a prosthetic arm, like most six year olds, she won’t be limited by anyone else’s boundaries and at the heart of it, is a wilful little girl who wants her own way. There isn’t a child on the planet who doesn’t know what that feels like! The wonderful thing about a young audience is that if you connect with them in a way that’s authentic and interactive you’ll keep them on your side and they’ll be happy to follow into a magical land where toys can talk and children can dream.

    Before I can answer the little girl in the park, a single voice pipes up and takes everyone by surprise, “that girl with one hand is my mum.” Loud gasps and the bright eyes focus sharply on my daughter. I want to protect her but before I can act, another child recognises me and a whispering murmur arises as they try to ascertain if this tired, make-up free woman is the same person who bounces around their T.V screens. My daughter sits up straight, one hand on the bar of the roundabout, the other gently pointing toward me, her wrist turned up to the sky, “she’s on T.V, she was born with one hand and she’s my mummy.” My heart is suddenly in my mouth she didn’t need me at all, she was happy to bat away the questions like butterflies. Happy to be resilient in a way that’s so gentle it’s astonishing. The roundabout disbands and the kids shower me with questions about my life and my job. Even disability pales into insignificance beneath the spotlight of celebrity. Don’t misunderstand me, in no way do I consider myself to be a celebrity, but because my career is deemed exciting, interest in my arm wanes and the only thing any of the kids want to know is: How do you get out the back of the telly?

    Pretty soon they all wonder away to play, apart from the little girl who initially screamed when she saw me, she wants to know how can I have a daughter when I don’t have a husband? At this point I distract her with a dandelion clock and take my own child to get an ice cream. That’s the thing about disability, it’s rarely the thing that defines you, and people are never just one story. They are a million different stories all woven into one and by telling Libby’s story, by showing all the wonderful things that complete her, I hope children experience a magical adventure, where having one hand is really not the most interesting thing.

  • It’s who we are – the thread of Diversity that runs through everybody, and connects society – By Bijna Dasani

    Excellence in Diversity Awards

    Equality and diversity is a term used in the United Kingdom to define and champion equality, diversity and human rights as defining values of society. It promotes equality of opportunity for all, giving every individual the chance to achieve their potential, free from prejudice and discrimination.

    In reality, there are sects of society that have been left behind, with equality and diversity deficits affecting the majority of us at some point in our lives.

    Although we are in a modern melting pot of technology, transparent communication and the most advanced civil rights to date – so much remains to be accomplished by design; the journey is truly just beginning.

    Encompassing Diversity in business is an essential factor in creating an inclusive brand, key to its’ growth and success.  Technology has enabled greater access to the global business arena therefore without embracing diversity in all areas of life whether geographic, gender, race, socio-economic, age and physical abilities to name a few would be detrimental in many ways.

    Mara Group and Mara Foundation were founded on these principles, our strength and success lie in this inclusive thinking.  The responsibility is upon us to instill these values in our children to live in this world not just tolerating differences but embracing and celebrating them.

    Last quarter, at 6:00am on a crisp Autumn Saturday, we landed at the Maher Centre (Leicester) with around 1,000 delegates from around the country representing various ages, ethnicities and cultures; all eagerly awaiting the arrival of Baba Ram Dev (BRD) – a yoga expert from the Himalayas with a powerful, simple message based in six key principles which he encourages globally; we refer to them as VIRTUE:

    1.) Value (& capitalise on) education,

    2.) Improve and avail healthcare

    3.) Respect (and educate, guide and mentor) youth

    4.) Tackle corruption

    5.) Use social media wisely (which quite nicely inspires this blog!)

    6.) Empower females (economic empowerment)

    Leicester is the largest city of the East Midlands, the tenth greatest in the country and was also dubbed 2012 city of ethnic minority. It’s a place we call home – despite having travelled and lived across the World (between us, over the years).

    It’s a city in which differences of thought, perception and tradition are welcomed, shared and celebrated. The city, where every citizen is welcomed as a truly Global Citizen.

    The BRD session left us feeling invigorated and appreciative of the diversity trajectory this city we call home is – and also mesmerised by the opportunity we have to extend our passion (and the invitation) for Global Citizenship to the rest of the country, and even across the World.

    The human brain utilises just 4% of its capability…in the same way, a World with silo’s is restricted significantly.

    Like Martin Luther King, we ‘have a dream’ of a World without these silos – and our biggest asset is this medium, technology through which we can not only imagine – but realise a World full of optimisation, equality and diversity in the truest sense.

    A World where we can empower others through the world-wide-web; where education can be delivered through virtual lectures; and where diversity is normality.

    Together, we can advocate for a higher level of global awareness amongst every sect of the planet; we can embrace and integrate spiritual, religious, economic and political views on a common platform. The Global Citizenship Platform.

    We invite you to embrace the celebration that is diversity (as the National Diversity Awards lead so well in the UK), and to partake in the phenomenon that is Global Citizenship.

    After all, it’s who we are!

    –          Steve White, The Rushey Mead Foundation – http://www.rusheymeadfoundation.com

    –          Rona Kotecha, Mara Group and Mara Foundation – https://mara.com / http://www.mara-foundation.org

    –          Bijna Dasani, National Diversity Awards Role, Positive Role Model for Age (s/l), 2012  – Twitter: @Biij / http://uk.linkedin.com/in/bijna

  • Include & Allow written and provided by Torron-Lee Dewar

    EiDA Blog Img02 FeatureLondon is a place that houses many creative individuals but their talent often goes unnoticed in a high tech, money minded society. The reason I launched Alliance Dance Unit was because there was never any place like this for me to attend while I was growing up. The only option I had was to roam around with friends on the street to cure boredom. A lot of people moan that there’s a lot of anti-social behaviour on our streets which is true, but the residents that have their cities managed by councilors and MP’s need to state the fact that we need more things for people to engage in. Not just children, but young adults, adults and elderly people too! And not just focusing on one specific “ethnic minority” for god sake that’s why there’s segregation still going on. If you want to engage the community, you have to include EVERYONE and allow EVERYONE to mingle and get to know each other. That is how society progresses and moves forward and not backwards.

    At Alliance Dance Unit we have turned hundreds of un-confident individuals into bold aspiring performing artists in a very short space of time. What we do totally relates to a lot of people of all ages, ethnicities and genders. We break barriers between higher parts of society and lower parts of society and have everyone working together as one big family. Awards are given out at our yearly awards evening for all students that are part of our team and for students that have excelled in the past year. People that attend ADU feel that they are part of something really worthwhile which is what I love.

    In the future I hope to expand Alliance Dance Unit and be able to operate from a studio we can call our own, and be able to run on more than just 2 days a week. We have a lot of people on our waiting list ready to join but we cannot cater to more people at this moment in time which is a shame, so hopefully we can overcome this by sourcing some funding to run our own studio and services.

    To anyone that’s thinking about starting a new idea but isn’t sure about launching it, I’d say just do it once you’ve done a little research because if now isn’t a good time then when is ? The journey might be long and tedious but if you try and have fun along the way then you can’t lose, and you’ll meet some great new contacts.

    It’s taken me since September 2013 up until now just to have our planning accepted by Hounslow council to grant permission for our dance/arts studio, around 7 months of stressful phone calls back and forth, people trying to stop our applications and abrupt customer service is all what we’ve had to put up with these past few months which has now caused another delay in our funding which was ready at the time. But you just have to put your armour on and fight your way through the no’s and what if’s. You also gain a lot of experience while doing so by learning how to deal with extremely difficult people and seeing for yourself how bizarre some companies operate.

    Sometimes it’s hard not to lose heart while you’re in the process and sometimes you might think forget this I want to give it all up! But just imagine how great you’ll feel when you’ve proved all of the people that said no to you wrong.

    You can stay engaged with our progress at:

    www.facebook.com/alliancedanceunit

    Twitter: @ADUOFFICIAL

    Twitter: @TorronLeeDewar

    www.alliancedanceunit.co.uk

    Thank you for reading and enjoy the journey!

  • You Can’t Trust Women!

    Sage Blue

    Close your eyes for a moment and imagine a successful leader. What does that leader look like, dress like and sound like?

    Think about it!

    Did you imagine a black woman? A short or overweight man with a beard? A person under the age of 27 years? Or did you imagine a tall white man, with a good head of greying hair, wearing a dark suit, shirt and tie? Our unconscious biases fool us into believing things that just simply are not true. One such belief for many people is that leaders look like a certain type of person and that they have a particular gender.

    If I had used the word ‘gender’ in the title of this post more than likely you would have still assumed this piece was about women; if I had used the word race then you would have thought black people. Why? because these words have strong sticky unconscious associations. Gender = Women and Race = Ethnic minorities of colour. Allow me to clarify, this is in fact a post about women and leadership in the changing workplace and that we can no longer be trusted not to notice and not to care that the workplace has inequalities. These inequalities are not because men don’t want women to succeed. Rather, it’s due to the unconscious tendency most people have to favour those who are most like themselves and to create and maintain structures that support the majority. Until recent times the more you differed from those in power or authority the less likely you were to benefit from the phenomenon. However, gender equality and gender leadership has gained a lot of attention recently in boardrooms in the developed economies across the world. The topic has rarely been out of the business press for the past 12months

    Within developed economies since the 1950s the number of women in the labour force has been increasing such that women now, on average, form around 48% of employees in developed economies and about 66% of women, compared to 80% of men, are economically active. (RBS Group 2013).  Not long ago, the issue of diversity was compliance-based and the domain of HR departments. However, the increase in delivery of business within global world markets and the challenging recession has driven a strategic interest in diversity and inclusion. Business analysts are now closely watching the economic influence of women. ‘Growth trends indicate women as a global group will eventually represent a market larger than India and China combined. According to The Boston Consulting Group, ‘men currently generate income of about US$25 trillion worldwide, which is more than twice the total for women. But income growth over the near term is expected to be dominated by women, who already control more than 65 per cent of the worldwide total.’  Following a review of Boardrooms across the UK in 2011, by Lord Davies. He stated that ‘the boardroom is where strategic decisions are made, governance applied and risk overseen. It is therefore imperative that boards are made up of competent high calibre individuals who together offer a mix of skills, experiences and backgrounds.’ He set a target for the boards of FTSE 100 companies, that they aim for a minimum of 25% female representation by 2015.  With growth trends and national government recommendations in mind, women can no longer be trusted not to feel more empowered and optimistic about changes that are occurring in the workplace. Although women have always been as ambitious as men you cannot trust women to sit quietly by and wait to be noticed, to accept lower pay for doing the same work as a male colleague and to wait to be invited into leadership positions. There is a quiet revolution and emerging tipping point occurring across organisations and it’s taking the form of a cultural shift, and the National Diversity Awards are playing a part in influencing that debate by showcasing and promoting successful diverse talent.

    Diversity and Inclusion can be a powerful and competitive business advantage since it equips companies to think about their products and services as well as innovate for their diverse customer base. Diversity and inclusion has been proven to help increase creativity, innovation and productivity. Groups with a differing range of perspectives outperform groups of like-minded experts. Evidence is emerging that strongly suggests that companies with women CEOs and gender mixed boards often outperform sector peers operating results and stock price gains. Put more simply – Gender diversity and inclusion is good for business and therefore good for the economy and the communities within which we live.

    Sue Liburd

    Managing Director, Sage Blue

    Nominator of great Talent for the National Diversity Awards