Nina's Notes

Time Rich or Time Poor?

I sometimes get asked "how do you manage it? Doing the work but also showing up to support so many?" As I've said previously, it would be possible if I did not have the best support in my husband. If you're looking for a gender parity role model then he's it. From changing his job to add more flexibility to our family life to doing more than his fair share of the housework! Without his support, I could not do what I do.

So why mention this now, recently the UK's Office for National Statistics published their latest data on Time use in the UK . It highlighted that we have a gender time gap. Women continue to spend more time doing unpaid work which included activities such as cooking, cleaning, gardening, volunteering and caring for adults and children. In this post on LinkedIn , I picked out some of those time gaps, with the gap widest in household with children under 18.

Perhaps not unsurprising? It reminded me of a Forbes piece on LinkedIn too, which explored how we can use tools when we feel we're in "time poverty". It's worth a read .

When I see stats like the gender time gap, it reminds me to be thankful for the support of my husband, the grandparents and our extended support network.

Could not do anything with you, including supporting those seeking to drive change through events to raise awareness of moments such as World Day for Cultural Diversity , IDAHOBIT and the Europe In Action Conference . All took place in May, alongside Mental Health Awareness Week and Global Accessibility Awareness Day .

As you'll see throughout this month's newsletter, a lot more activity was happening with this backdrop. Through each one, I've had the opportunity to expand my knowledge. Hopefully, there's lots of ideas in here to spark inspiration. As always, I would love to hear your ideas too. So please do share your thoughts, comment or drop me a line .

Perhaps not unsurprising?

That question feels like it may be the running theme for this month's round-up. I recently posted a poll on LinkedIn to ask what factor would make you stay or leave a job. Culture and career progression came out joint top with both receiving 36% of the 119 respondents votes. Line manager was second at 24%, while the day-to-day work itself received just 4%.

The poll was based on the top reasons according to the latest update of the Why Women Leave research by Encompass Equality . The survey responses of 1,000 men were compared to the analysis of 4,000 women in the main report that was published last July. The report, authored by Joy Burnford and Edward Haigh suggests that women are slightly more likely than men to leave their employer, but not by much.

For both women and men, the top factors for remaining in a role were similar: culture, prospects for career progression, support from line managers and the day-to-day work itself. Factors that were more important for women than men also emerged: Flexibility from both a time and location perspective, childcare, the availability and/or extent of special leave, and amount of work.

So perhaps not unsurprising? For further context and background, you can see my post after the launch of the main report and you can download the report and update for free.

Supporting people managers

Again, was I surprised at the outcomes of Legal Core's Think Tank held at Clifford Chance to mark the second anniversary of a legal collaboration on race and ethnicity?

I recently shared the 8-page summary report of that Think Tank, which looked at a central question: "How might firms support people managers in creating inclusive environments in which diverse teams can thrive?"

More than 20 law firms came together to consider that question. They alighted on four areas where taking action could really to support managers:

• Review of appraisal processes: do current processes set competencies that allow all to thrive?
• Build psychological safety: are firms providing people tools to speak up / feel included so they can be their best selves at work?
• Create a web of learning: could firms consider different ways to help managers understand what underrepresented group want or need?
• Support authenticity: how do firms encourage all to share their stories and lived experiences so people can be their true selves and feel included?

Even if you’re not in the legal sector the report may spark some ideas or reinforce that your organisation is already moving in the right direction.

Leading by example

"If your sense is it is safe to do so in your?workplace, it’s absolutely worth it to be able to be your authentic self?at work." - Anna Thwaites , Clifford Chance partner

To celebrate Pride Month, it was a pleasure share a post about Anna being featured in Financial News as one of their wonderful people featured for?Pride of Finance list . I know Anna's thoughts are relevant to so many - for the LGBTQ+ community, allies and beyond.

Having the ability to be your authentic self at work ultimately comes down to whether we feel we are in a culture of understanding and inclusivity. Perhaps then, not a surprise that safety is something that a lot of my colleagues in the HR and DEI space are discussing at this moment. How do we create that? Well, a good start is to have role models, like Anna, who inspire. Who demonstrate that it is safe to be yourself. Through that leadership by example we can help many be their best selves at work that will ultimately lead to best team, innovation and us doing our best work.

What could you achieve in 70 years?

Someone I know who creates a space for authenticity at work is Theresa Shearer. As I shared on LinkedIn , I had the privilege of joining Theresa for the 70th anniversary celebrations of the charity she is CEO for - Enable .

The story of Enable is a wonderful one, so I want to retell it here. In 1954, five sets of parents of children who had learning disabilities met in Glasgow to share their experiences and support each other. Those parents reached out to more parents through a newspaper advertisement. Roll on 70 years and Enable empowers people to stand up for their rights. It work contributes to Scotland’s social care economy which is estimated to be ￡5.1bn and supports 13,000 people to live independently.

To achieve this Enable has needed driven and passionate leaders, which Theresa is the latest. As the celebration dinner, Professor Eleanor Shaw OBE said: “Theresa is not just a charity leader - she is a business leader. We shouldn’t people put people in boxes.”

What Can We Do?

“If you can stand to wait, the moment will pass.”

Of the above quote, one colleague said to me that’s a learning for life. As explained in this post , that was one of the thoughts in the final scenes of “For Black Boys Who Have Considered Suicide When The Hue Gets Too Heavy”, which is showing at The Garrick in London at the moment.

I was privileged to see For Black Boys thanks to Clifford Chance ’s REACH affinity network holding its first theatre evening. Through the play our 50-strong contingent were given insights into the different perspectives and diversity of experience of young Black men.

There was so much to consider and understand, with the performance covering topics including social mobility, trauma, colourism, masculinity, sexuality, health taboos and much more.

So much to reflect on and learn from. So what can we do? I suggest heading to the theatre more often. Seriously though, reading (though great) is not the only form of learning. From theatre performances, films to TV dramas, there is a lot of content out there if you're preferred way to consume content is not reading.

“Supported people are the best candidates and employees.”

As part of Enable's 70th anniversary celebration that I mentioned earlier, Enable partnered with Inclusion Europe to hold a conference called Europe In Action.

Those eight words above felt to me to sum up the 1.5 hour workshop I ran with Enable Works’ Ashley Ryan .

Through the session we trotted through definitions of Equality, Equity, Diversity & Inclusion, explored different ideas around how employers, candidates and employees can all use clear lines of communications to manage each other’s expectations, how you can use change theory to drive inclusion…and much more!!

At the end of the session I asked participants to share their top takeaway. That’s when those eight words were written: “Supported people are the best candidates and employees.”

Perhaps again not unsurprising? But as I posted , I wondered after session, therefore, if we over complicate things when we think about inclusion. However, the takeaways of others spotlight how “supporting people” is complex:

• EDI is an ongoing process and constantly changes within the community.
• Clarity of information is key.- Put yourself in other’s shoes.
• Don’t be afraid to speak up.
• Always ways to improve.Get these things moving and we can all support each other better. But it can be hard for individuals and organisations alike.

One participant’s takeaway reflects on this: “It’s easier to be more inclusive than you think!” Being MORE inclusive doesn’t mean we’ve nailed it. It means we’re taking action in the right direction.

Hints and Tips

Catch it, Check it, Change it

I love tools that simplify what we should perhaps already know. Catch It, Check It, Change it is a key framework executive coach Louisa Elder recently shared during a Career Conversation on Imposterism (aka Imposter Syndrome) that was hosted by Clifford Chance's RISE social mobility network.

The tool works like this:

• Catch it: Learn to recognise your triggers - what are the warning signs? Try and identify what’s happening, use gentle questions and support yourself.
• Check it: Change your perspective. Collect objective evidence of your capability to deliver well. Write it down and say it out loud.
• Change it: e.g. Accept praise without excuses, stop comparing yourself to others, actively speak up in meetings, accept you’re already enough, prepare yourself for the activity.

But before you get to using the tool, Louisa invited us to consider a big question: Is this really imposterism or is this lack of confidence?

Louisa shared this definition of Imposter Syndrome from the Oxford Dictionary to help frame our thinking: “The persistent inability to believe that one's success is deserved or has been legitimately achieved as a result of one's own efforts or skills.”

Sound like you? You’re not alone. Up to 70% of people will experience at least one episode of Imposterism in their lives, according to a 2011 study. So hopefully a useful tool to share.

Serious Lego Play

“Every model is perfect.” - Stephanie Wheeler

I recently shared this statement around every model being perfect from Stephanie. She was talking about Lego towers we were building as part of a Serious Lego Play session delivered by Client Talk for BT Group led by Alexa Segal .

My tower was just a couple of blocks, while others had built tall constructions. I was heartened to hear every model was perfect at this point. Stephanie with Claire Rason were just warming us up.

They were using creative thinking through Lego to help us explore ideas around conflict. One question was “why do people engage in DEI?”

What I created with my Lego pieces to answer that question surprised me. I’d expected to create something happy and positive. Instead I created a little man in a prison! Though it did have a flag and flower on top to signify breaking through (See image). Why did that model appear through my hands?

As I reflected, it made me think about the fact that many of us working in inclusion (whether full-time or as a side hustle) do so following a sense of having overcome a barrier. I wonder if that’s what my hands were thinking?

My personal engagement with DEI came from wanting to give voice to those who didn’t feel heard. The upshot of the session on conflict was gave some tangible takeaways for those in the room, which I share here:

• Recognise “this is where I am”
• Understand “this is where you are”
• Consider “how do we move forward addressing both our needs?”

Upcoming Events & Opportunities

Here's a quick rundown of some events and opportunities I've posted about or reacted to over the last month:

• Robert Thompson recently shared a new BBC's new talent database for freelancers to come join them. You can find all the details here.
• Clifford Chance 's Enable UK Network are holding an event called The Power of Different on Tuesday 9 July, where Lucy Martin and Claire Farrington are to talk candidly about diversity, equality, inclusion, mental toughness, resilience and post traumatic growth. The events is open to Clifford Chance colleagues and clients to register .
• Samantha McLeish reminded us that is the 20th anniversary of the Legal Walk . The Law Society's The Disabled Solicitors Network (DSN) is taking part in the London Legal Walk, and we would love for you to join them. More detail's in Sam's post and you can register here .
• Clifford Chance are proud to be Gold Sponsors of this year's Black Counsel Forum 2024 conference which being held Friday 27th - Saturday 28th September 2024 at De Vere Beaumont Estate, Windsor. If you are eligible to attend, you may wish to buy a ticket or two or more!
• Your early reminder to Save the Date from Next 100 Years for their awards in November, which will be held at Clifford Chance in London. Award nominations opened in June.

Final Thought

Positive Repetitive Reinforcement

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As I look back at the musings from this month's newsletter there is a theme. Much of what I've heard through my experiences of the last few weeks has not been surprising. However, it has been reinforcing and in a positive way. It reminds us that many of us know what we need to do, and often it is about being reminded about that.

The more we repeat and reinforce with each other the actions that need to be taken to more we move the dial. It is an incremental way of changing cultures but, for me, it is important that the moves forward are well-paced as that means they will sustain.

So let's keep reminding and reinforcing – on repeat – the actions we need to take and sharing those with one another.

After all, it's only together, we can!

Thank you for reading this month's Nina's Notes . I hope it’s been useful. Please do drop me a line with any thoughts and you can follow me on LinkedIn .