Empowering Change With Integrity and Authenticity

In this episode of The Inclusive Edge, we explore the essential role of integrity, authenticity, and purpose-driven values in diversity, equity, and inclusion (EDI) work. 

Andrea examines recent developments in the UK EDI landscape, focusing on the appointment of Kemi Badenoch as the leader of the Conservative Party and her controversial perspectives on topics like mental health, autism, and white privilege. 

We discuss the implications of her views on representation and inclusion, questioning whether visible diversity alone can bring meaningful change without a commitment to core values that support true equality.

Next, we dive into the guiding principles of integrity, authenticity, and empowerment—and why these values are crucial for fostering inclusive workplaces.  

This short episode challenges listeners to think critically about what genuine representation and progress look like and how organisations can champion diversity through actions rooted in respect for all voices.

Tune in to reflect on how we can shape a future where EDI isn’t just policy but practice, and where representation aligns with a true commitment to inclusivity.

Transcript

Andrea Derbyshire (00:11)
Hello everyone and welcome back to the Inclusive Edge, the power of diversity podcast. The podcast dedicated to helping leaders and HR professionals create fair, diverse, inclusive and dynamic workplaces where everyone thrives. Each episode explores practical strategies for tackling workplace equality challenges to help you to build an inclusive culture. Join us as we learn how to unlock the full potential of your team and create a workplace where every voice is heard. I'm Andrea Derbyshire, your host for today's episode, Empowering Change with Integrity and Authenticity. And today I'll be discussing recent developments in the UK with the appointment of a new leader of the Conservative Party, Kemi Badenoch, and why integrity and authenticity are essential to building true inclusivity. 

Recently, Kemi Badenoch made headlines particularly as a newly elected leader of the Conservative Party, it marks a significant moment as the first black leader of a major UK political party. You may also be aware that Kemi's views that have been expressed publicly about a number of diversity matters have sparked significant debate both online and in communities. Many people think representation is just about numbers and it's not.

Representation, it must be meaningful and it needs to go beyond surface level diversity. Representation is not just about having diverse faces. True representation means that we're ensuring that the perspectives, ideas and experiences of people from diverse backgrounds genuinely influence our decision making processes and outcomes. So meaningful representations about influence, voice and empowerment.

And if we don't have that underpinning the appointments of diverse people, we can risk creating environments that appear from the outside looking in to be inclusive, but in reality, they lack depth and authenticity. Real representation must include people in leadership positions being informed and respecting and listening to different voices and views so that diverse perspectives shape an organization's actions and direction.

As Kemi Badernaut navigates her new role, it's essential to consider the values that underpin leadership in the context of equality, diversity and inclusion. So while Kemi's election as leader is a milestone and we recognise that, we must ask what kind of representation are we really seeing here? Leadership requires more than just somebody occupying a position. It demands a genuine commitment to the values of equality and inclusion.

If a leader is not informed and doesn't have the right values, any representation can become superficial and it will fail to drive the meaningful changes that we need. It's known that Kemi doesn't acknowledge systemic diversity issues and being in a position of power, this perspective, it can diminish crucial discussions. Kemi Badenoch's recent comments on autism sparked a significant backlash.

Kemi stated that a diagnosis of neurodivergent conditions as autism or anxiety can offer economic advantages and protections. And she suggested that children with these diagnoses are receiving additional support and that adults getting protections and adjustments.

However, organisations like the National Autistic Society and Autism Advocates, criticised these statements, arguing that Kemi revealed a fundamental misunderstanding of autism and the significant challenges that we know that neurodivergent people face. The National Autistic Society said that the views were detached from reality and offensive and that they...overlook severe obstacles in education, employment and daily life that people with autism face and need reasonable adjustments to be able to overcome. We know statistics show that only about 30 % of autistic adults are in and that reflects systemic barriers rather than these perceived advantages. So describing legal protections level the playing field and remove barriers. as advantages really does misinterpret the purpose of those rights, which are, as we know, to help to ensure equitable access, opportunities, and employment and participation in society rather than giving people over and above. And Kemi Badenoch was also criticised after endorsing a pamphlet that was published that questioned the legitimacy of an increase in welfare claims for mental health issues in the UK.

and she suggested that the increase didn't have any conceivable clinical explanation. Again, her statements were met with backlash from mental health advocates with the Mental Health Foundation describing it as cruel and outdated. And critics argued that the statement made underestimate some of the real struggles faced by people with mental health challenges and could negatively contribute to stigma against people that have mental health conditions.

Baidenock also shared opinions on colonialism and diversity that people consider divisive. She argued that certain views on colonial history were too negative and criticized diversity initiatives as divisive rather than inclusive. And critics have argued that Baidenock's dismissal of systemic racism and her comments regarding white privilege could undermine changes that equality, diversity and inclusion advocates strive for.

So I'd be interested to hear listeners' thoughts around some of the statements that have been made by Kemi and your views about that. So why do integrity and authenticity matter in EDI? Let's delve a little bit deeper into why integrity and authenticity are crucial in EDI work. Because when we collaborate with organizations, we can often find that there seems to be a disconnect between what is being said and what is being done in reality.

So for example, it's common for organisations to have an equality, diversity and inclusion strategy and an EDI policy on paper, yet they're found to fail to practice implementing inclusivity on a daily basis. And leaders may declare that diversity is a priority, but the decisions that happen in day to day in the boardroom don't always reflect that commitment and that statement. So this reality gap can erode trust.

and it can make people feel that inclusion is not a top priority and that leaders are not actually being authentic in what they say and it's a tick box exercise or it's a performative exercise. Integrity and equality, diversity and inclusion means that we're staying true to the principles of equality, when it's uncomfortable. So supporting diversity is easy when everyone agrees with what you're saying, but true integrity involves challenging people with deep seated and ingrained

biases and traditional practices. It's about being willing to have those difficult conversations and do that difficult work knowing that it will ultimately lead to greater fairness in the long run. Similarly, authenticity requires understanding that inclusive practices don't always look identical across a number of organisations. So what works for one company may not work in another.

and that's why we need to have tailored, authentic approaches. If you have authenticity, it will manifest in everything that you do during the employment life cycle, from your recruitment and selection practice through to leaving the organisation. So when an organisation is genuinely inclusive, it will become a place where everyone can thrive and where they can bring their whole selves to work and where differences are genuinely valued. So now that we've reflected on the current landscape,

I want to talk a little bit about Andrea Jane Consultancy and the values that guide us. So my consultancy is founded on principles focused on meaningful, sustainable change. We believe that diversity isn't just about numbers or checklists and inclusion is more than just inviting people to the table. It's about ensuring that their voices are genuinely listened to and heard and make a difference. So as we continue our journey towards a more inclusive future,

I want to leave you listeners with a call to action. Whether you're a leader, an employee or an advocate, ask yourself how can I bring more integrity and authenticity into my own approach to inclusion. And remember it's not about perfection and it's certainly not about ticking boxes. Real inclusion comes from a commitment to constant learning, growth and willingness to be uncomfortable when addressing real issues.

And we're here to partner with organisations on this journey and provide guidance and support to help you to build environments where diversity is embraced in both your policy and practice. And we'll keep pushing for EDI to be mainstreamed into everything you do as the golden thread because we believe that that change should be felt in every employee's day-to-day experience, not just read in a company's annual report or statement once a year.

So thank you for tuning into the Inclusive Edge. I hope today's episode has given you some deeper insight into why true representation is important and why we're passionate about integrity, authenticity, and meaningful change in the world of EDI and our values at Andrea Jane Consultancy. If you enjoyed this episode, don't forget to subscribe. And if you've got a topic you'd like for us to explore in a future episode, please drop me a message.

Stay connected for more conversations, insights and strategies for creating inclusive empowered spaces for all. If you're ready to bring meaningful change to your organisation, we'd love to be a part of that journey with you. Thank you for listening to the inclusive edge, the power of diversity. I'm your host Andrea Derbyshire and I look forward to continuing this journey with you. Until next time, stay committed to inclusion.

Stay on the inclusive edge and keep driving positive change into your workplaces.