Delta

In a week marked (marred?) by political leadership shifts on both sides of the Atlantic, I am again confronted with the stronghold of colonialism, imperialism, fascism, racism and sexism on our present lives. In the midst of all this, I turn attention to a source of optimism and hope that I have for our future - particularly, the talented, socially conscious and ambitious young people from across the African continent. Delta was honored to participate in the Orientation for the latest and largest cohort of AfOx Scholars at the University of Oxford. AfOx Scholars comprise a talented and inspiring group of young people - leaders who will shape and redefine the future landscape, not just in Africa but across the world.    With Moe Iwata we facilitated scholars in dialogue to define for themselves the norms and values for their diverse community as they embark on their leadership journey together, ending with a powerful poem to capture the process, performed by Rawz .  I tune into the joy, pride and hope I had for the world that day. There are ambers of light still a-glimmer - the fire is not out.  🔆🔆🔆🔆🔆🔆🔆 Where does your hope spring from? Africa Oxford Initiative Anne Makena, Phd Sepiso Dean Mwamelo #WeMove #GlobalLeadership #InternationalInclusion #Trailblazer #GlobalImpact #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters

In my capacity as an expert member for INSPIREquality (a Europe-wide project building a Centre of Excellence on Inclusive & Intersectional Gender Equality across public & private sectors and geographical regions, I attended a #KnowledgeExchangeEvent in Vienna recently. The theme was “ #Intersectionality - From practice to policy”. It was super energizing to be in a space of deep thinking about intersectionality theory AND pragmatism about what realistic standards one applies for intersectionality policy and practice - I have struggled with this ‘tension’ myself, as an intersectional scholar and’ business psychology consultant. I have several takeaways, particularly INspired (no pun intended!🤣) by the excellent talk given by Prof Patrizia Zanoni 1. An invitation to see intersectionality as a ‘political strategy’ rather than an aim. This framing resonates with my definition of intersectionality.  I defined it as “a critical framework that provides us with the mindset and language for examining interconnections and interdependencies between social categories and systems” (https://lnkd.in/edJ3qXk8 drop me a PM if you would like the full article) 2. Adopt a ‘minimal definition’ of intersectionality in practice and policy development, that has two aspects: a. Goes beyond a single identity approach b. Aims to reduce power inequalities and oppressions If it meets these minimal criteria, it is intersectional (personal note: ‘b’ is waaay trickier than ‘a’) 3. Assess intersectionality in practice as a matter of degree of implementation rather than binary (ie is it present or absent). That is, rather than ask ‘is this intersectional?’, ask ‘to what extent does this go towards meeting the definition of intersectionality in practice?’ and evaluate based on the minimal definition: to what extent does this work to overcome silos? How does this help disrupt power inequalities? 4. Identify the boundary conditions that enable the above and move from ‘best practice’ to building a ‘repertoire of actions’ to choose from (because what works ‘best’ in one context may not work so well in yours). Any errors/omissions from Prof Zanoni’s work are mine! IMHO, these 4 considerations in applying intersectionality in policy and practice are actionable, and, importantly, credible/trustworthy/valid, because Prof Zanoni and her team drew these conclusions following a scientific review of actual intersectionality policies.  I will be applying these principles to our intersectional solutions at Delta - do drop any reflections below! (I was also group rapporteur on “intersectionality & sustainable equality work: pushback and resistance” and will share takeaways from that soon). #GlobalLeadership #InternationalInclusion #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters Rachel Palmen

There is a LOT going on in the world right now, and sometimes it is tough to decide what to focus on as it sometimes feels like foregrounding one thing, means backgrounding others. October is UK Black History Month, and, rather than focus on narrowing, I want to be expansive in working towards Black equity.  The Delta Inclusion Ecosystem© solution is designed based on evidence that everyone has a role to play in creating inclusive cultures. Our approach includes executive coaching for Senior Leaders, peer group and mixed group discussions (e.g. groups of Line Managers working with groups of underrepresented professionals across the business), exploring the latest research, and working collectively to solve practical problems. Here, people of diverse gender, social backgrounds, ethnic, religious and other identities collaborate to design a workplace that Black and all talent thrives.   Let’s be expansive and intersectional about solutions for Black talent. #DELTAinclusionEcosystem #BHM #BLackHistoryMonth #IntersectionalInclusion #GlobalLeadership #InternationalInclusion #Trailblazer #GlobalImpact #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters #InclusionEcosystem

Creating solutions so all talent thrives… telling the story of what I do. I’m an Organisational Psychologist. With my amazing team Delta, I work with CEOs, Business Leaders and Managers to apply behavioural science that supports them to get the best of all their people and be fit for the future. My PhD examined "how leaders who identified as Asian or Black women and men navigated their leadership identities, using the framework of intersectionality." You can read the abstract here at Cranfield University’s e-library: https://lnkd.in/ejRRzCWX (and you could also download all 382 pages of it 😂 – or ask me about it!) (In telling my story I notice I over-utilise the word ‘really’ 🙃. Oops! I promise to do better! 🙂. Do you have a ‘filler word’ too?) #OrganisationalPsychology #InternationalInclusion #Trailblazer #GlobalImpact #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters #IntersectionalIdentities #OrganizationalPsychology

For over ten years, I have had the privilege of working with hundreds of senior executives and business leaders – in particular, CEOs and Chief HR Officers, and Partners of global professional services firms - to help them lead high performing cultures where all talent thrives. People with power are integral to shaping our collective experience of work. To stick, change needs to occur at both the ‘personal’ and the ‘process’ levels and leaders have an outsize impact for change at both levels. Inspired by the many privileged conversations I have had with, and observed about, ‘leadership’, I have a few thought nuggets (and occasional ‘subversive sparks’) that I’ll be sharing. What’s your take? Delta #DearCEO #LeadershipStereotypes #GlobalLeadership #InternationalInclusion #Trailblazer #GlobalImpact #WomenInLeadership #LeadershipExcellence #DiversifyingLeadership #AuthenticLeadership #IntersectionalityMatters