Priyaneet Kainth

Can we talk about the experiences of black people? Yes, of course. But this doesn't sound very inclusive. What about other ethnicities? We must not come across as favouring one ethnicity over the other. Let's cover the experiences of all ethnic minorities. —————————————————————— A focused discussion on one ethnicity without bringing in other ethnicities is OK. It is essential to acknowledge and honour the unique experiences, challenges, and contributions of that particular group. By centring the conversation on one ethnicity, we can delve deeper into understanding their culture, history, and perspectives without diluting the discussion with unrelated topics. And provides a platform for members of that ethnicity to share their stories, amplify their voices, and advocate for their needs and rights. Looking forward to speaking at the Black Inclusion Week. #race #equality #dei

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Reporting, post the Black Inclusion Week Health Panel. Massive shoutout to the Surgeon, GP, Psychiatrist, Menopause Advocate and Inclusion Doctor 🤣 Today's health panel was a resounding success, leaving no stone unturned and providing a comprehensive exploration of crucial topics revolving around Black Health. Panellists engaged in dynamic discussions, addressing the importance of Black inclusion and empowerment in healthcare. The event began with spirited panel introductions, with very active audience participation. Throughout the discussion, the panellists highlighted the significance of Black Inclusion Week in fostering awareness and actionable initiatives to dismantle barriers and promote diversity and equality in healthcare. Intersecting with Mental Health awareness week, some of the key themes included the importance of addressing mental health stigma within the Black community, as well as advocating for preventative health measures. Dr T.Ayodele Ajayi FRCPsych provided valuable insights into the impact of cultural stigma on mental health care, stressing the need for culturally sensitive approaches. Panellists also discussed the role of tailored healthcare solutions in addressing the diverse needs of the Black community, as emphasized by Ms (Dr) Rantimi Ayodele. Dr Oluseye Arikawe FRCGP MbChB DRCOG DFFP PGAmed(ed) underscored the importance of empowering individuals to advocate for their health needs effectively and Fay Reid, a menopause champion, brought attention to the intersectional challenges faced by Black women particularly where menopause is concerned, offering practical tips for navigating transitional phases with confidence. Today served as a catalyst for meaningful conversations and empowerment in healthcare, geared towards better physical, mental and healthcare outcomes for the black community. Sharing a sneaky picture of the backroom with Aggie Yemurai Mutuma FCIPD and Habee Hamilton - Unseen footage!!! We are doing it all again tomorrow!!! Not to late to register for the 3 events https://lnkd.in/eQkas5sy #BlackInclusionWeek #BlackHealth #Advocate #TakeASecondOpinion

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"Currently, DEI is all over the place" I've been featured in WM People 📰 talking about our DEI competency framework and the need for transformation and regulation in our space. I talk about: – The issue with self-taught DEI providers – Why HR directors are unsatisfied with current DEI progress – Why my identity does not automatically qualify me to do this work ethically – How the competency framework is solving these challenges You can read more here:

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Forgiveness does NOT negate accountability or justice. If we were to apply forgiveness the way he alludes to with everyone who commits a crime, all prisons would be empty. We have criminal laws and civil laws for a reason. If he's going all 'Christian on the matter, the Bible says in ‭‭Romans 13:1-5 (NLT‬‬): [1] Everyone must submit to governing authorities. For all authority comes from God, and those in positions of authority have been placed there by God. [2] So anyone who rebels against authority is rebelling against what God has instituted, and they will be punished. [3] For the authorities do not strike fear in people who are doing right, but in those who are doing wrong. Would you like to live without fear of the authorities? Do what is right, and they will honor you. [4] The authorities are God’s servants, sent for your good. But if you are doing wrong, of course you should be afraid, for they have the power to punish you. They are God’s servants, sent for the very purpose of punishing those who do what is wrong. [5] So you must submit to them, not only to avoid punishment, but also to keep a clear conscience. If he is to go all 'Christian' on the matter, then the government as the governing authority should punish.

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Ladies, we have a very big problem amongst our gender pay gap issue and I would like to get a conversation going on it. This article that infuriated so many women is right. And it is not backwards antiquated thinking to understand that a lot of the reason every one of our moms lived the life they lived was because national childcare was not a priority. This is not meant to exclude women without children but if Feminism is getting to the mindset that women are somehow powerful without moms being supported to avoid the population collapse we got a problem. The lack of national childcare prioritization is already doing a big bleed of energy to our access to education. Some women had to choose childlessness at all economic levels to get money. Every single human being’s blueprint for all relationships they will ever have is first imprinted in the womb. Like it or not, that womb and care of it’s fruit needs to be a global priority. It is fair because every non binary, genderless, socioeconomic, culture, country, skin tone and ability level has a mother. That sacrifice gets to be restored after. Like it or not, people with kids tend to think a lot different about how they spend money, make money and leave the world doing it. By the way, nothing I said is saying that women who don’t have kids are selfish, don’t care about the world we live in or spend money on self absorbed things. But I see a lot of childless feminists that seem to take it that way. The solution is not stop having kids when kids kept women out of schools,networking options and jobs. The men wanted us for children, not playmates and it is high time we understand that even if gendered/ non gender based relationships evolved, society must, like racism—- make reparations to allow for global restorations. We need ALL womanhood reparations for accommodations to make sense to anyone. This arguement to me around this article—-is between childless women pushing the same equality agenda as women with children but it is being debated like an issue with the Patriarchy. This was a very egaitarian view presented but sadly, the risk of being a childless woman is that it is way more easy to fall into what I call the “Lipstick Patriarchy”. The Lipstick patriarchy is just as conditioned into their opportunities to thrive being a sum zero game as the men they say they are batteling. If moms get this reparation then that takes help away from me because I don’t have kids? Well welcome to the main reason so many men and corporations block so many women. Believe it or not, some very successful, professional, visionary, impact driven women love, love, love, the freedom to have experienced life through the important role of engaged motherhood. But we are tired of women not being supported to contribute our motherhood skills into the collective because we honestly see how childish the world is. What do you think? Is there a lipstick patriarchy fight against Moms too?

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Are you looking for a speaker for South Asian Heritage Month? To deliver workshops, panel discussions or a keynote speech? I have two slots available for speaking engagements. Why book me? As the first hijab-wearing, Muslim black belt kickboxer to represent England at the European level my story is about breaking barriers and leading life on your own terms. Imagine if… 💫Your team and colleagues were inspired to be confident, resilient and had the inner drive and motivation to and achieve success for themselves and their business/ organisation. 💫They connected to the power of creating belonging and inclusion in the workplace and how that helps people to step into their full potential and thrive. 1️⃣ My speaking is described as powerful, motivational and impactful. It helps the audience to step up as leaders. 2️⃣ Hear from a diverse perspective that helps colleagues to connect to the power of diversity, belonging and resilience. 3️⃣ I am able to create a space for authenticity and connection which helps the audience have deep insights and create change personally and professionally. To learn more, book a call with me using the link below: https://lnkd.in/eQrxt43S ——————————- #southasianheritagemonth #keynotespeaker #diversityequityandinclusion #diversityandinclusion

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Today, I had an insightful discussion with James Jackson (He/Him/His) and Paul Deemer, hosted by Cath Taylor, focusing a lot on an inclusive approach to creating a culture of wellbeing tailored to individuals in the workforce. In 2023, NHS sickness absence hit a record high, with poor mental health accounting for over a quarter of all absence. Similarly, in councils, poor mental health and wellbeing contributed to 30% of sickness absence among social care staff. Anxiety, stress, depression, and other psychiatric illnesses were commonly reported reasons for sickness. Given the strong correlation between staff wellbeing and patient safety, leaders in health and social care must do better and prioritize fostering a supportive and compassionate environment to retain staff and deliver effective services. The Westminster Insight’s Mental Health and Wellbeing in the Health and Social Care Workforce Conference aimed to provide best practice guidance and effective solutions to support staff mental health and wellbeing. The conference addressed pressing mental health challenges, including burnout, stress, anxiety, and trauma, featuring successful strategies and initiatives from various NHS Trusts, local authorities, and social care providers nationwide. Attendees had the opportunity to participate in insightful discussions, network, and share knowledge. Mental health and physical health are both important, we must ensure we thrive for a healthy and inclusive culture of wellness - BE INTENTIONAL! #wellbeing #inclusivewellbeing

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It was great to work with PepTalk on this and join some of the best of the best who share their wisdom. Content should be planting seeds for us all to grow, this is what #peptalk do very well. Link here - https://lnkd.in/dQvcraC4

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REAL LIFE BLACK FEMALE ENTRENEURSHIP 💯Being a black, female business owner, I am always searching for new ways to collaborate and build relationships. 💯 🔵 Where to Look Communications was founded in 2018 and since then I've honed my services recently to focus on supporting organisations to build neurodivergent accessible cultures to harness the immense talent pool available within the Autistic and ADHD population. 🔵 Despite the glossy polished posts on Social Media platforms, did you know that under 1% of venture capital investment in the UK went to Black entrepreneurs over the last 10 years, highlighting the systematic barriers Black businesses face when securing financing. 🔵The proportion of Black entrepreneurs in the UK and the US population that are entrepreneurs far outweighs entrepreneurship representation in other ethnic groups. 🔵 A report by 10X10 and Google found that 88% of Black founders financed their companies using their own money or by receiving funding from family and friends, to account for the lack of VC capital. This trend flows across both the US and UK. 🔵 Black female entrepreneurs experienced the poorest outcome — receiving just 0.02% of funding overall. 🙌That is why I’m so excited to be on a journey of 1000 Black Voices to share, collaborate, and innovate. 🙌 Last night I joined the inimitable Dr Elizabeth Shaw and a cohort of some amazing black, female founders all working hard to build businesses that make a positive impact on society and deliver powerful change. This is just week one and already so many learnings, insights, and support. Looking forward to seeing everyone again in May. Amaka Ndirika Dr Elizabeth Shaw Caramel Soldier The photo is of me and a wonderful Portuguese entrepreneur, Vera (she’s not on LinkedIn but I’m working on persuading her to join!). She started a cleaning business a few years ago, and now employs a small team of operatives and is planning to expand. I have no doubt that she’ll succeed. #neurodivergenceatwork #blackfemaleentrepreneurs #autismacceptance

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Would you, or someone you know benefit from a mentoring session with me? Social Mobility Day is this Thursday, the 13th of June Created by Making The Leap , the aim of this day is to improve awareness of what social mobility is, why it is important, and how organisations can take action It’s really important to me that Social Mobility Day creates action and impact beyond the day itself 🙌 That’s why I’m excited to offer a number of free 1-1 mentoring sessions to anyone who thinks that they will benefit from them, especially those who identify with Social Mobility Day So why am I being so explicit? Over the years people have taken the initiative to message me on here and ask for some time for coaching or mentoring, which is great However, I’m also very aware that some people may not reach out unless personally invited, so here is my personal invite to you 😉 Whether you’re just starting out, considering a career change, or simply seeking advice or a general catch up, Id love to hear from you If you’re unsure if this is for you or if you’ll have anything to say, trust me – you do, and your voice matters Spaces are limited, so sign up early to secure your spot Link to book in the comments 🔗 Feel free to share with anyone outside of LinkedIn 🙌 #SocialMobilityDay #Mentoring #DiversityAndInclusion #CareerGrowth #passiton

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46% of working parents are concerned about their children’s mental health, costing UK employers £8bn annually due to impact on performance, taking time off work or leaving their roles. The latest report from Deloitte considers the interplay between the mental health of children and young people and its influence on their working parents. Read the full report: https://lnkd.in/eD6Xdjdf #workplacewellbeing #workplacementalhealth #workingparents

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Diversity, equality and inclusion is a form of reverse racism. There you have it… Wearing a suit doesn’t make you any more credible or any less racist or transphobic (not just based on what is said here, but in many other interviews). But… I know there are many that will agree with the narrative being platformed in this clip and many will be leaders who will be encouraged by this type of dog whistling. Clip 1

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in the inspiring words of the infamous poet known as Vanilla Ice… Stop! Collaborate and Listen you’d have to be living under a rock not to know that June is Pride month across the UK and many companies are doing incredible work every day to ensure their colleagues who identify as LGBTQ+ are made to feel included. Allyship in its truest sense 🙏 And then there are those who Rainbow Wash. You know who you are. So today and while our political parties are scrambling to get your votes, and particularly when the Trans community is taking a hit from the powers who should be protecting them, I really encourage you to - 🌈 STOP Ask yourself why you’re promoting Pride this month. Who are you actually supporting within your organisations and more importantly how? Because for those of us in the LGBTQ+ community, the places we work and the culture of the company you are promoting to the world, can make us or break us. 🌈 COLLABORATE spend significant time with your LGBTQ+ colleagues and work with them to identify the needs which will benefit both the individual and the company. Don’t half arse it. Show up and do the work and don’t expect them to do it for you. 🌈 LISTEN when people feel safe to share their experiences they go above and beyond. Invite them into the conversations and don’t make decisions on their behalf because ‘you have a gay friend’. You’re not them, let them speak. If you have no known LGBTQ+ colleagues, chances are they either don’t feel safe to be themselves or your organisation isn’t giving the right message to recruit the diversity into it. If your genuine intention is to be inclusive then let’s have a chat and I’m happy to help. Definition: Rainbow washing is when companies signal support for the LGBTQ+ community, like adding rainbow colors to their marketing materials during Pride Month, without actually doing substantive work that helps members in the community.

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📣 Attention Business Leaders, Heads of HR and anyone with a passion for belonging in the workplace 📣 💡 83% of ND women don't have a mentor 💡 This is just one of the findings from research that discusses the experiences of Neurodivergent Women in the Workplace! Unida consulting, Diversita.co.uk and I recently collaborated to interview over 40 neurodivergent individuals and survey over 100 more with a key focus on the experiences of ND women. The final report is due early autumn and will provide a unique insight into the experiences of neurodivergent women in the workplace. While neurodiversity is gaining traction, research often overlooks the unique experiences of women. This study addresses that gap, providing crucial insights to help create more inclusive employment experiences To arrange a meeting to discuss the final report and findings, please register your interest on the link here - https://lnkd.in/eP3r7fGH Sandra Guzman Giulia G. Nathalie Mawdsley Marc Crawley #neurodiversity #womeninleadership #workplaceinclusion #research

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It’s a week for very powerful, thought-provoking events! Congratulations and thank you to Kiley Henley MSc. and a very inspiring panel this morning at IoD Jersey’s event on social mobility. Insightful and impactful personal stories and some fresh ideas and suggestions for employers - for whom there are business, social and moral imperatives to take meaningful action for change. My 3 key takeaways: - “Opportunities are not equal” in Jersey. Unless you have a champion or advocate to help you open doors, social class and residency status can seem like insurmountable barriers to opportunity in our workplaces for many (both at the beginning and through the course of their working lives). - Our system - including immigration and education - have baked in barriers and biases that prevent social mobility and create second class citizens. We need to be far bolder and braver in our policy making. - There was a huge, positive energy in the room to really do something about this! And this gives me real hope that, with influential business groups like the IOD leading the charge and if we can involve more employers in the conversation, businesses can and will become increasingly proactive in enhancing opportunity for all. #socialmobility #education #immigration #inclusiveworkplaces #equity #leadership #hope Jersey Community Relations Trust Robert Ward Lucy Stephenson Selina Zenonos (she/her/hers) 🇯🇪🇵🇹 Daniel Read Conor Roche Dr Julie Luscombe/ People Like Me Coaching and Training Consultancy Simon Nash Alexandra Ruddy

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Across all parties in the up coming UK election, there is a strong emphasis on inclusion by enhancing skills and productivity through training and upskilling, particularly in green and digital sectors. This focus on education and workforce development is crucial for fostering an inclusive business environment where diverse talent can thrive. However, while each party prioritises these goals, it's clear that they approach them from very different angles and with varied agendas. This divergence raises an important question: are these commitments to inclusion and upskilling genuine steps towards positive change, or merely lip service? As we try and navigate these political promises, it's essential for us to critically assess the tangible actions and outcomes that will follow. Only then can we ensure that these initiatives truly benefit the diverse talent pool and lead to sustainable growth in our workforce. What are your thoughts on the differing approaches? How do you think these strategies will play out in practice? #Inclusion #Upskilling #UKElection #WorkforceDevelopment #election2024

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Happy Friday everyone! My #Glimmermoment or #WinOfTheWeek has to be attending the CONNECT HR UK Leadership Summit and the subsequent People Management magazine article. It made me reflect on my #CareerJourney but especially the amazing #inclusivemanagers I've been blessed to have. In 2020, following maternity leave and redundancy, I started a new job, in a new team, a new organisation and a new sector. I was low in confidence, self esteem and second guessed my knowledge, skills and capability to deliver in a role I knew I could do. That's where Manal Sadik came in- she believed in me, challenged me, shared the stage with me and championed me at every opportunity. So, it was understandable that I cried through my 3 month notice period when I made the difficult decision to leave the most inclusive manager I've ever had and the most supportive team ever! However, little did I know that I would go on to be managed by an equally inclusive, supportive and caring manager at Comic Relief. I say all this to say that, when I look at my accomplishments I am very much aware that my ability to show up and believe in myself has been stirred up by the phenomenal managers who have and do believe in me and push me to be better......every day! Whether that's through my practice, as an emerging leader or as a person. I guess this is a post expressing my gratitude to the amazing managers I've had but also a plea to all managers to show up for your direct reports, ask them about their career aspirations, their wellbeing, how they like to be managed but most importantly - encourage them. You'd be surprised by what they go on to do from having you show up for them! Anyways enough of my waffling on this fine Friday- You can read the full People Management magazine article here: https://lnkd.in/eCy_qEKW #ProfessionalDevelopment #InclusiveLeadership #DiversityEquityInclusionBelonging #InclusiveCulture

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Early start to speak at the start of the event for Learning and Development and HR professionals with Forum Events & Media Group this morning in Heathrow. Interesting conversations after which show me got what I say gets people thinking differently about neurodiversity in the workplace. With the most important takeaway being the way we discuss reasonable adjustments. #neurodiversity #NeurodiversityAwareness #ProfessionalSpeaker Descriptive Text: The image captures Matt Gupwell from Think Neurodiversity, standing and presenting in front of a seated audience at an event. He is dressed in a beige blazer and jeans, exuding a professional yet approachable appearance. Behind him is a large projection screen displaying a slide with his image and a message about understanding individuals before labelling them, emphasising the importance of removing disadvantages. A banner at the top announces, "Kickstarting Day 1 we have Matt Gupwell from Think Neurodiversity," indicating the start of the event. The audience is attentively engaged with Matt's presentation.

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It was really lovely to see so many of you attend our recent webinar on neurodiversity. I hope everyone enjoyed it as much as I did- although, let’s be honest, I love any opportunity to talk about something I'm passionate about!   During the session, we explored the complexities and nuances of neurodivergence, focusing on the unique strengths that neurodivergent individuals bring. More importantly, we discussed how we can all contribute to creating spaces that truly celebrate and respect these differences, ensuring that every individual feels valued and supported in being their authentic selves.   For those who missed it or for anyone who would like to revisit the insights discussed, please feel free to reach out and I am more than happy to share the recording of the session.   As a brief recap, these were the key takeaways from the session:   1. Educate yourself and others: Start by deepening your understanding of neurodiversity to effectively support neurodivergent individuals in every space. Awareness is the first step toward change, and by increasing collective knowledge, we can combat stereotypes and foster a more inclusive environment.   2. Advocate for inclusive practices: Promote and implement inclusive practices in your environments, understanding that inclusion benefits us all. Speak up about the importance of these practices not just for compliance but as a fundamental aspect of equity and respect.   3. Implement personalised accommodations: Recognise that accommodations are not one-size-fits-all. Work to provide personalised support that considers individual needs and preferences.    4. Foster a culture of openness: Encourage an atmosphere where differences are respected and where neurodivergent individuals can comfortably share their experiences and what support they may need. This involves training all employees on neurodiversity and creating clear channels for feedback and support.   5. Celebrate neurodivergent strengths: Embrace and honour the unique contributions of neurodivergent individuals. Recognising their abilities enhances their sense of belonging and self-worth, affirming their intrinsic value.   I love having these kinds of important conversations and exploring more ways to support neurodiversity. So, if you have any ideas for future sessions or feedback on how we can keep improving our discussions, please do get in touch.   #NeurodiversityAwareness #EmpowerNeurodivergence Sandra Innes Penna Stafford Long

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