Nina's Notes

What is your aim? Is it to report some numbers, or to gather evidence to make change? -?Anthony Horrigan ,?Spktral

I'm a big fan of data. It is a good thing we are in Pay Gap season in the UK.

I see data as an engine of change. When I worked on the BBC 's 50:50 Equality Project we used data to effect change and it was pretty simple: count your data, share it with others to identify action and then make the change (i.e. Count, Share, Change). So you can see what Anthony shared above, during the first Ethnicity Pay Gap Summit at Lloyd's of London, was one that resonated with me.

As I outlined in this post , he used the following analogy to hammer home the difference between knowing something and using that knowledge to take action: “You can report it’s raining but unless you take a taxi then you’ll get wet.”

Some forms of data, including pay gap, are not necessarily as easy to interpret. Our Summit host Mark Lomas, Chartered FCIPD explained that if you’re all in and taking action, then you have to be ready for your pay gap data to get worse before it gets better.

Why? If you’re getting new talent into the pipeline and retaining them at all levels then it will - at some point - widen your pay gap. However, in the long-term there should be impact. So when it a worse data picture a good thing? When you're taking action knowing that it will create positive change for the long-term – and that change sticks.

Overall, the action-orientated message of the Summit, which was convened by #EthnicityPayGap Campaign founder Dianne Greyson , will stay with me – especially that reminder from Mark that sometimes things have to get worse before they get better.

So let's all have faith in our actions having the impact we're hoping for – in the long-term. If you want to share your thoughts, do feel free to comment or drop me a line .

The Long Game

The work of DEI is never done. Without continued vigilance, even organizations in the sustainable stage can slide backward. - Ella F Washington ?

So when thinking about the long game what should that look like? Where do you start? Dr. Asif Sadiq MBE recently posted a Harvard Business Review piece on the five stages of DEI maturity, which is worth highlighting. In the article , author Ella F Washington's five stages start with an organisation simply being conscious of the need for action around diversity, equity and inclusion:

1. Aware: The process of being intentional about DEI begins with a trigger, such as a lawsuit or a global moment.
2. Compliant: Companies meet industry and government DEI requirements. Ella suggested at this stage many organisations will think "we do DEI because we have to."
3. Tactical: Organisations have moved beyond meeting the rules imposed on them and are fully engaged in executing their own DEI initiatives often grassroots led.
4. Integrated: Companies in this stage can truly say, “DEI is part of everything we do.” They have connected top-down and bottom-up efforts.
5. Sustainable: DEI efforts pass stress tests such as economic challenges and leaders have a mindset of continuous improvement.

?Work perks

As I outlined in this post , I was recently asked a question: "What workplace perk have you loved that you think more companies should offer?"

My instant thought was free tea, coffee and fruit! Be interested in hearing your thoughts on perks you love.

After reflecting further on the question, it made me think of research from Workhuman and Gallup , which outlines how perks (and/or recognition) can help instill workplace cultures that make us feel valued, which ultimately "provides the fuel for high performance."

The research speaks to the idea that organisations need to have "strategic employee recognition", where that recognition "is fulfilling, authentic, equitable, embedded in company culture, and personalised to the individual". The authors conclude that recognition "is critical for cultivating an environment where both employees and the business thrive."

Workhuman also shared some interesting facts and figures in their guide for International Women's Day and Women's History Month (how could I not mention IWD in March!). Some of their stats that they quotes have made me reflect, so I thought it was worth a flag here:?

• 41% of women work from home, compared to 28% of men, which can impact women’s sense of belonging at work.
• Women lose 5% of income with every child, and men gain 6% for every child they have.
• Celebrating life events in the workplace leads to a 23% increase in employees’ mental health.

Inspire Inclusion

Even if I receive these threats, words hurt and depress me, at the same time it allows me to know where I need to improve in my work - attitude change - that's why I keep doing what I do. – Kasha

One of the themes for IWD is around inspiring inclusion. In February, for LGBT History Month, I felt truly inspired by the words of Kasha. As I outlined , Kasha's story as a LGBTQI+ campaigner was powerful. As were all the stories shared in the “Where Love Is Illegal” photography exhibition that was displayed at Clifford Chance in London throughout February.

You can see more of Kasha’s portrait and story, alongside many more testimonies from others in regions where being from a LGBTI community is discriminated against, online .

In Kasha’s testimonial she continued: “It hurts, but it doesn't really put me down. One day it will change. I am happy to be part of the foundation for future generations to build on."

Inspire self-investment

“We can change the environment but we also need to think about how we do things differently.” - Sharon Thomas

When we think of Inspiring Inclusion, then Sharon exudes it. As I mentioned on LinkedIn , she spoke recently at an HSBC event hosted by Sarah Griffin . The environment Sharon is referring to in the above quote is an organisation’s workplace.

She talked to the importance of firm’s implementing diversity, equity and inclusion initiatives to drive cultural change that supports people to do their best work and how this needs to go hand in hand with us thinking how we can do things differently.

That idea of utilising our personal agency is something Sharon and those at the Black Counsel Forum are seeking to support Black lawyers to embrace so they can have control over their own careers.

The Forum has impressively grown exponentially in the last three years to support hundreds of Black lawyers - providing role models, sponsorship, networking and that all important sense of agency.

The next Black Counsel Forum residential is in September and you can find out more on their website .

A central question, as Sharon explained at the event will be: “How do we self-invest more to navigate this difficult terrain?”

What Can We Do?

Speak Up

When you join a new organisation the 'terrain' can often be a challenge to navigate. Many of us will be looking to impress, and that may lead to a lack of us speaking up.

It is something we look to address at Clifford Chance, and so during February's induction for our new cohort of trainees talked to the importance of speaking up as one of the firm's core values within Our Code .

When I think of speaking up it’s more than calling out inappropriate behaviour (though this is super important and crucial). It’s also:

• Asking questions and being curious to raise our self-awareness so we can better connect with our colleagues.
• Communicating our own values and opinions to help further drive connection with others.
• Networking to build our support circles and communities. Without sharing our stories it is harder to find those we have affinity with and who can be there for you.

All of that connects back to Sharon's point. Through speaking up we can self-invest.

We need to get better at encouraging people to go beyond their comfort zone to start hearing about others and taking an active interest in different cultures and faiths.” -?Riaz Pirmohamed

Hear others

This above quote from Riaz was a?Property Week ?article following a recent?Real Estate Balance ?event to launch their Next Gen survey that was hosted by?Clifford Chance ?in London.

To start hearing others we need to be curious and ask questions we do not, frankly, know the answers to when it comes to someone else's lived experience. In this post , I reshared some powerful questions from?Paul C. Modu MRICS ?when we should all consider – and hear the answers to – as we strive to foster inclusive cultures at work:

• Do you care about me?
• If you care, have you demonstrated it?
• Have you spoken to me, shown you attended awareness raising event (and shared that), become/shown you’re an ally?

Hints & Tips

Think UFO

How do you deal with people’s perceptions - especially when you feel you’re being treated differently?

As I explain in this post , 严瑾Jinny Yan shared the idea of thinking 'UFO' at?Clifford Chance ’s Lunar New Year event. UFO stands for:

• Understand: Why are they treating you differently?
• Fear: Ask yourself what are they fearful of?
• Own your passion: With it you will show your confidence.

Having a technique like this to help reframe ourselves – and give us back our confidence – is so important when we do feel challenged. For me, I go back to Count, Share, Change – yes, I do literally use it for everything! It can work in a similar way to UFO:

• Count: Understand what the challenge is.
• Share: Ask myself what are the solutions.
• Change: Action the solutions.

?I'd be interested to hear how you help yourself to reframe and overcome challenges. Perhaps drop a comment on LinkedIn or drop me a line .

Upcoming events & opportunities

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

• Everyone Matters , in partnership with HSBC Asset Management , are holding their first 2024 event on 18 April. As Pat Sharman posted it is around the theme of "how we can think more creatively on diversity, inclusion, and the environment". Someone you know may be on the panel… you can find out more and register here .
• The search for the 2024 Kindness & Leadership, 50 Leading Lights UK in association with?KPMG ?and 50 Leading Lights Asia Pacific in association with?Asia Square ?is now underway! Deadline is 20 March, and you can find out more in Pinky Lilani 's LinkedIn post .
• A little promotion for The Guardian 's Positive Action Scheme, which I was on more than two decades ago!!! As Joseph Harker outlines in his post , the scheme has been truly beneficial for many in journalist. The deadline for applications is 24 March.
• On 26 March, it is the d&i Leaders (Diversity and Inclusion Leaders) Empowering Employee Networks online conference, where I am pleased to be speaking alongside Carlos Conceicao and Emily Hier who recently reposted details about the event.
• A super early Save the Date from Next 100 Years: Women In Law for their awards in November, which will be held at Clifford Chance in London. Award nominations open in June.

Final Thought

“It’s about connection and conversation” – Leticia Acheampong

A final thought from Leticia, which I posted about when she joined our team, how to we connect?

• Leaders being ambassadors for change
• People managers being ambassadors for change
• Colleagues at all points in an organisation being ambassadors for change

The top line - we can all be ambassadors for change.

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 .