HomeEmployee ExperienceDEI&BDiversity & InclusionAddressing new risks and opportunities in D&I policy

Addressing new risks and opportunities in D&I policy

  • 2 Min Read

Arti Agrawal (Anthony Nolan, University of Sydney) tackles key D&I policy issues today, including the progress made in different sectors

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When strategising to address key D&I policy issues, such as creating equitable workplaces, promoting neurodiversity and tackling unconscious bias, it is worthwhile to consider some of the larger aspects at work. How do D&I policy imperatives differ between sectors? What is the social context that leaders operate in? Has recent disruption hampered organisational progress?

Adding perspective to these burning issues is a truly versatile professional; Arti Agrawal, a multi-award winning scientist, writer, and D&I policy expert. Recently appointed the director of diversity, inclusion and involvement at Anthony Nolan, Arti also holds a senior academic position at the University of Sydney; she has worked on range of measures at the institution, including advocating for women in STEM fields.

In this video piece, Arti details common organisational obstacles that can make or break a D&I policy, namely the barriers to entry; also, whether employee concerns, from career progression to BAME visibility, are effectively dealt with. Arti notes that equity can skew within organisations, for instance towards gender or race, and that the perception of an organisation’s culture plays a huge part in who applies to join.

Arti elaborates on the ‘involvement’ aspect of her new role, discussing the need to include all levels of the workforce in D&I policy; in her words, “diversity and inclusion isn’t something that happens to people, but with people.”

Watch the video to learn insights on:

3.58 – Why professionals define an organisation’s lived values

6.42 – The need for a diversity in point of view

7.21 – Post-pandemic conditions bringing inequity to the fore

9.45 – Building diverse and inclusive cultures through hybrid (remote and co-located) working

11.00 – Failures in unconscious bias training and what should change

12.02 – Opening a dialogue around neurodiversity to promote positive change

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