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Cultivating a Culture of Belonging
Join us as we explore Chelsea Kirk’s profound perspective on EDI (equity, diversity, inclusion) and, above all, the significance of belonging. Discover how these principles can transform workplaces into vibrant ecosystems where every individual feels valued, heard, and empowered to contribute their best. Also, we talk about the EDI Coaching Cards and how valuable they can be.
So get ready for a journey that goes beyond the surface, into the heart of creating workplaces that truly reflect the diverse tapestry of the world we live in.
You Can Read the Full Kantar Market Share Transcript Below:
Darren A. Smith:
Welcome to the world’s stickiest learning. I am absolutely over the moon to have Chelsea Kirk with us. Hello.
Chelsea Kirk:
Hello, thank you for having me.
Darren A. Smith:
Hello how are you doing? It’s Friday weekend soon.
Chelsea Kirk:
Absolutely super excited.
Darren A. Smith:
Good, good, good, good. Now we wanted to ask you to come to our podcast because you’re an expert on EDI, is that right?
Chelsea Kirk:
That is.
Darren A. Smith:
OK. So Chelsea, would you tell us what you do and in the nicest possible way, why should we listen to you when you talk about EDI?
Chelsea Kirk:
Yeah, of course. So my current position is head of equality, diversity, inclusion at the Queen Elizabeth Hospital in Kings Lynn been in that post for around 2 1/2 years and done EDI for probably near enough four years.
Darren A. Smith:
Wow.
Chelsea Kirk:
And kind of a generalist for about 8 years in HR prior to EDI. I suppose in terms of listening to me, I’ve got kind of a lot of experience in sort of that HR field in the EDI sort of field and landscape and.
Darren A. Smith:
OK.
Chelsea Kirk:
We’re quite well connected with different sort of professions and different EDI leaders, and I think as well sort of keeping yourself current. It’s really important that you know, as the landscape evolves constantly, it is around, how do you kind of keep yourself current? So you know, well connected, you know, net networking with different individuals. It is really important as well. So I would say in a roundabout way that that to sort of summarise. Yes.
Darren A. Smith:
Alright, alright, cool. Cool, cool. So EDI is something that’s relatively new to most people, although it’s becoming, dare I say, on trend, it’s becoming more topical, which is a good thing. So if I new to EDI, would you just summarise for us what is this thing and why should we start understanding it better?
Darren A. Smith:
Run.
Chelsea Kirk:
Why is really important one? I think creating that sense of belonging in the workplace, having that safe space to be their true authentic selves and bring their whole selves to, you know, the workplace. And I think that for me is really, really important. And I think as you know, EDI has really sort of grown over the last sort of few years. I think there’s a few topics that have really elevated that. So I think you know the Me Too movement, the Black Lives Matter.
Chelsea Kirk:
Have really sort of pushed the dial and organisation.
Darren A. Smith:
There.
Chelsea Kirk:
Sort of. You know, waking up to some of that and, you know, EDI is becoming quite a top priority in organisations and now becoming that golden thread through it all really.
Darren A. Smith:
Yeah, and what about organisations that are still sort of we’re too busy, we’ve got too much on, we’re just not going to think about this now, does it matter? Why should they really start thinking about it and caring about this stuff?
Chelsea Kirk:
Yeah, I think it is really, really important. I think because you know similar to what I’ve said, it’s about how do we ensure that our workplace is safe for people to be there, to authentic selves, but also what is creating organisations, EVP, what is making me want to join your organisation. So you know, if I look to apply what is enticing me, what do my, what do the values bring? What does the culture bring? So I think it’s really important that organisations have an EDI function.
Darren A. Smith:
Wow.
Chelsea Kirk:
To really drive home that you know, within our organisation, within the AHS, we have a really diverse workforce. So over 70 different nationalities in our workforce alone, you know 27% of our workforce are black and Asian minority ethnic background people. So it’s really important that actually organisations have an EDI function within their within their sort of set up. Yeah, yeah.
Darren A. Smith:
OK, OK. And just so you can bring it to life for us, what do you do day-to-day? Because I I get it, but I’m thinking what does, what does Chelsea do? Do you go and talk to what do you do?
Darren A. Smith:
OK.
Chelsea Kirk:
Absolutely. It is really about networking, engaging and talking to people. So a large proportion of my role is leading the staff networks. So we have reach which has raised ethnicity and cultural heritage disability. LGBTQ plus and spirituality. So again, it is about leading the programme of work that’s happening in those, those networks supporting the chairs and Co-chairs with delivering some of that piece of work as well.
Chelsea Kirk:
And I think importantly, is around what is it that we’re doing? So monitoring that progress and tracking that, but also celebrating the diverse cultures that we have in our organisation. So working with them to go, you know, prize coming up, what are we going to do as an organisation to support that event? The Black History Month, what are we doing to support that? So a lot of my sort of work underpinned by kind of our staff network and driving that, there’s a few sort of mandatory elements that we have to do. So when we look at our res and Dez, which is the workforce race equality standard.
Darren A. Smith:
OK.
Chelsea Kirk:
The workforce Disability equality standard that is something nationally we have to sort of annually submit data and track and monitor our progress.
Darren A. Smith:
Yeah.
Chelsea Kirk:
So there’s a few things that kind of legislation Equality Act that we have to sort of, you know, guide ourselves with. But there’ll be the other stuff that is the kind of staff networks engaging with colleagues around these. These are things that we are doing in the organisation to make it more inclusive. You know, what more can we do building those relationships and connections because communication is so important?
Chelsea Kirk:
To kind of really cascade and share what we’re doing as an organisation and how that’s making, you know, improvements for our staff.
Chelsea Kirk:
Yes. Yeah. We love an acronym, don’t we?
Chelsea Kirk:
Yeah, yeah.
Darren A. Smith:
OK, OK. Res and des, I’ve never heard of those acronyms. I get it. OK. Yeah. So you the, they’re probably quite normal, aren’t they? Like resident days everyday. OK. All right. That was brand new to me. OK. And what? What’s something that you’ve been proud of over the last couple of years in this changing of EDI, making people feel more included. What have you done where you go? Do you know that was brilliant.
Darren A. Smith:
Mm hmm.
Darren A. Smith:
Yep.
Chelsea Kirk:
Oh God, there’s quite a couple I would say, but we did a reverse mentoring programme and we partnered with an external organisation called Remedy Project. So reverse mentoring for EDI and it was led by Stacey Johnson, who sort of is the leader of the organisation and she’s supported it with that programme. And I think we had some real, really powerful moments and conversations and feedback about their experience.
Chelsea Kirk:
So we have senior leaders that were being mentored by junior staff with a lift experience and really kind of how do they share that? How do they know that and how they more aware themselves as a leader? So really put themselves in their shoes and you know, walking alongside them in some of those lift experience elements and that really did spark some really good conversations. Some were difficult, a time for some of them that were in those pairs together.
Darren A. Smith:
Yep.
Chelsea Kirk:
But some were really, really good and we got some, you know, really positive feedback. I think we developed the EDI calendar, which again is really important for me. Education is so important for us to learn and change as people, but also as leaders and managers as well. So that EDI calendar also guides us around, you know what events are really important to our staff and how we going to celebrate that as a, as an organisation, as a network, as a community.
Chelsea Kirk:
But also what is? What is, you know, black history? if I didn’t know what Black History Month meant and what the history is, I can go on to that platform. It’s interactive and you can find out more about that event or that day or that month in particular. So it helps one that person, but also two helps you know potentially their team because they’re more aware of if they do have someone in their team of a diverse background and they could be more aware of different culture dates that would be celebrating, you know, checking in asking those important questions so.
Chelsea Kirk:
I think there are a couple of sort of proud moments really.
Darren A. Smith:
Lovely. And you see, is it Diwali at the moment Diwali, it is Diwali, Diwali because.
Chelsea Kirk:
Yeah. Yeah, Diwali. Yeah. So we had an event this week actually and one evening this week. So again, love culture, bringing it to life and having our staff there celebrating with them. So yeah, happens over 5 days.
Chelsea Kirk:
Yes, that’s it. Yeah. Of light? Yeah. That’s it. Yeah. Yeah. Yeah.
Darren A. Smith:
Lovely. I only know because there’s a lot of lights on houses around here which are early for Christmas. I say. Oh, because it’s the festival of light, isn’t it? Light. That’s it. That’s it. OK. All right. Getting it, getting it. All right, cool.
Chelsea Kirk:
Yes. Yes. Mm hmm.
Darren A. Smith:
You and I started communicating, connecting over LinkedIn. Lovely. And we do this coaching card thingies, which I’m going to grab this, not the one we’re doing. This is customer service, which we do with did with Andrew Stott Brooks and we do these coaching cards and you and I started talking about what about doing some EDI coaching cards and you were very kind and you created this content. You’ve got a box there, haven’t you?
>>Access the EDI Coaching Cards<<
Chelsea Kirk:
I do. Yep. So this is.
Darren A. Smith:
OK, cool.
Chelsea Kirk:
This is our boxing.
Darren A. Smith:
Yep, alright. So we created these EDI cards together, but you drove all the content coaching cards. Why did you want to create these?
Darren A. Smith:
Yep, Yep.
Darren A. Smith:
OK. Yep.
Chelsea Kirk:
Yeah. Again, I think it goes back to that point around education. So I think EDI topic sometimes are difficult to navigate and difficult for people to want to sort of face into. If I’m really honest because the fear of unknown and the fear of potential upsetting people by saying the wrong things. So I think these coaching cards are a great example of how you can learn more, but in a safe environment. So I think that for me it is a key fundamental of why I wanted to sort of, you know work with you on this.
Chelsea Kirk:
Yes. Yes.
Darren A. Smith:
OK, OK. I’m slightly distracted. Only because. I’m making sure that we’re still recording and we are. That’s right. For a moment I thought we weren’t recording and Darren’s forgotten to press the button. So that’s why I was slightly distracted. My apologies. So if you take those EDI cards out, there are a whole bunch of cards. You’ve separated them into sections. Would you just bring that to life for us?
Chelsea Kirk:
Yep. Yeah. So four different sections. So equity diversity, inclusion and belonging.
Darren A. Smith:
OK, EDIB OK. Yep. Gotcha. Gotcha.
Chelsea Kirk:
Yes. Yeah. So 20 cards under each heading, which include a variety of different sort of topics and themes.
Darren A. Smith:
All right. And would you give us an idea of how someone might use these cards to help them improve their understanding of EDI?
Chelsea Kirk:
I think they can be used in sort of many different ways really A1 on one. So again, with your sort of line manager or think they can be used as a team so you know again it’s a team sort of meeting potentially or can be used as a sort of a learning session. So rather than you know maybe a sort of bog standard sort of learning session, let’s get a bit creative, let’s sort of you know work in groups, get some cards out, flip them over, have an open honest conversation in a safe environment.
Chelsea Kirk:
I think they can be used in a sort of multiple different sort of platforms and ways, which again is why I love the cards, because it’s not just a one sort of, you know process that you follow. They can be used at you know any stages, any conversation or any sort of team events.
Chelsea Kirk:
OK.
Chelsea Kirk:
Yeah, yeah.
Chelsea Kirk:
So this is.
Darren A. Smith:
All right, fabulous. Would you just, I’m going to put you on a little bit of pressure now. I’m going to ask you to grab a card out of the box, show it. And this question, let’s have a look at what it what pops up? What’s the question that’s on there? OK. Yep. Cool. We’ve got that equality in the equity. So there’s some sort of image going on there. Yep.
Chelsea Kirk:
Yes. Yeah. So it says explain what this image means to you. And I think again, sort of a quite a popular image that, you know, people would maybe see within training with it see within sort of different platforms. And I think for me this is around I think organisations are good at equality. So we’ve given everybody the exact same to be able to sort of get on, be able to sort of work within that sort of workspace or workplace. But when you look at equity.
Darren A. Smith:
OK. Yep.
Darren A. Smith:
Yep.
Chelsea Kirk:
It is about sometimes we need to do a little bit more for different people, depends on their circumstances. So if you can see the first image here which is around equality, they’ve all got the same. They’ve all got the same size box. However, they actually can’t see over the fence. But if you look at equity actually we might need to make some reasonable adjustments or some tweaks to be able to make sure that everyone can see over that fence.
Chelsea Kirk:
Of course, yeah.
Chelsea Kirk:
Yes.
Darren A. Smith:
Yeah. Perfect. Perfect. And I’m loving that. Would you do a couple more cards for us, because, when you bring it to life for us that OK, we’re getting this. We’re seeing how these might work. Love it. And you’re saying it might work in a team environment or couple of people together or even by yourself. You might pull out a card and ask yourself this question or see this image.
Chelsea Kirk:
Absolutely, yeah. So again, I think really, really important to use it in different ways, whatever people feel comfortable with, even just buying it and using it yourself. And if you’re not quite sure and oh God, what does that question mean or I’m not sure on that or actually, I’m really comfortable. Great. But actually, how do you delve a little bit deeper and if you’re not where it then I think really triggers that point around I need to learn a little bit more. What am I going to do to know more about EDI or if it is a specific topic.
Chelsea Kirk:
In particular. You know again that accountability from the self. So I need to learn more. I’m going to go and find out what this means or I’m going to go and speak to people.
Darren A. Smith:
Nice. Nice. Alright. And what will be another question on another card.
Darren A. Smith:
OK.
Chelsea Kirk:
OK, so I’ve gone to diversity this time. So how do you celebrate diversity and respect everyone’s experience? OK. Yes, so diversity.
Darren A. Smith:
OK, so just show us the card. If you would just. So Yep, we can see that’s a question. OK, how do you celebrate diversity and respect everyone’s experience. All right. So if that’s pulled out in a team environment, what do you expect people to say to that?
Chelsea Kirk:
Yes. So I would say.
Darren A. Smith:
Yeah.
Chelsea Kirk:
A couple of things is you know how we celebrate diversity is around bringing themselves to to work. So we do that in a different, you know, number of different ways. So I think for me as around engaging with staff, so you know what we do is around getting the voices in the room and them having a platform. So we did a campaign in the organisation and our colleagues actually spearheaded that campaign. So it wasn’t just, you know, external faces or people you may have seen. It is around when you walk past some of that content.
Darren A. Smith:
Yep.
Chelsea Kirk:
Or social media. You recognise our work with that person, or that my colleague or I’ve seen that person. So it’s about actually really have an engagement from our colleagues within everything that we do. And you know I’ve talked a bit about how we celebrate, you know, Diwali. So we did that this week. We did Black History Month in October of last month. We’ve got you know we’ve celebrated pride, we’ve got disability History Month coming up. We know really, really soon. So those are the things that we do to kind of celebrate diversity.
Darren A. Smith:
Yeah.
Chelsea Kirk:
And it goes back to that point of everyone’s got a story. So let’s hear our staff stories. You know, you don’t necessarily know everything about those individuals. So it’s really important that, you know, again, how we bring our culture to life is through our people. So. And it’s really about, oh, wow, I didn’t know that about that individual or I’m going to go and find out more about what that means.
Chelsea Kirk:
And respecting everyone’s experience. So you know we have, you know, a large, large organisation with different cultures, different backgrounds, different. You know, different disabilities, so it’s about understanding people as individuals and getting to know them around, you know, what makes them tick. What things can I do as a manager that I need to make adjustments for potentially and communication is so important. And it goes back to that point I made earlier around, you know, the fear of facing into some of those stuff or asking those questions because you don’t want to upset. But it is about sometimes you have to face into that to one support the colleague and know more about, you know, how you can support the team.
Darren A. Smith:
Yep.
Chelsea Kirk:
At work and you know that again long term, you know, boost colleague morale culture. So again really important.
Darren A. Smith:
Yeah. All right, let’s do one more card, and then I’ve got a couple more questions for you.
Chelsea Kirk:
Hey, right, let’s go to belonging then.
Darren A. Smith:
OK. All right. What’s the question?
Chelsea Kirk:
OK. Let’s have a look. So I think this one.
Darren A. Smith:
Mm.
Chelsea Kirk:
Belonging.
Darren A. Smith:
OK, alright. What are gender pronouns and why do they matter? So these are the ** *** stuff that we see at the bottom of emails type thing. OK yeah.
Chelsea Kirk:
Absolutely. Yeah. Yeah. So I think in this, again, really important so. For us to create that sense of belonging and for them our staff to be able to bring their whole selves really important that, you know, just the smallest point around what you said around having their pronouns in the bottom of an e-mail, you know it. It senses that inclusion element. You know, I’m saying if I can talk to you or you recognise the importance of pronouns. So you know, we’ve been able to put them on our.
Darren A. Smith:
How many? Yeah, OK.
Chelsea Kirk:
And yellow. Hello. My name badges. So I don’t know if you’ve seen them in the organisation. So we’ve been able to add pronouns on to onto those name badges. We have added them on to e-mail signatures. Really important that you know that smallest element around how we address people, be it she, he, they and also the NEO pronouns. It’s really important. So I think you know.
Darren A. Smith:
I don’t know.
Chelsea Kirk:
A small step is just so important for our staff to make them inclusive, be it as a staff or patient, you know we kind of again.
Chelsea Kirk:
See many different patients, over 330,000 patients across the year. So really important that you know if we’re kind of using the right pronouns, how inclusive does that, you know our service, but also a workplace you know demonstrate across the piece.
Darren A. Smith:
And you and I have talked about NEO pronouns before, and I’m not sure I’ve kept the knowledge. Just tell me Neo pronouns. What are they? They’re new to me, I think.
Darren A. Smith:
Oh, right, yes.
Chelsea Kirk:
Yeah. So they are more so kind of fairly new, but you know we kind of see the kind of pronouns around gender kind of that the she they there and him. But the NEO pronouns are sort of more around the MX you may see.
Darren A. Smith:
OK.
Chelsea Kirk:
Yeah. So you may have seen them not. I wouldn’t say there is as a kind of as common as the gender pronouns, but absolutely, really important to be aware of. OK. Yes.
Darren A. Smith:
OK, OK. Understood. Understood. So you’ve created this contents. Fabulous. Thank you. We’ve got these coaching cards, we’re trying to help people to improve their understanding of EDI on these coaching cards should help. All right. One last question, I think I’ve got one last question. If I’m an organisation and I’m trying to get into understanding this EDI stuff, but I’m not there yet. Top tips for how do we grab this stuff? What do we do to start the snowball rolling as we call it?
Darren A. Smith:
OK.
Chelsea Kirk:
I think one look at your organisation culture at the moment. Is there any data that tells you how staff are feeling? So for me you know, staff surveys, a lot of organisations tend to do them. So what is that telling you in that staff survey and I think a key one for me that would just really elevate that is bringing in staff networks so they are there. Those safe environments from staff, from those communities but also allies which.
Darren A. Smith:
Mm hmm.
Chelsea Kirk:
It’s really important to be able to drive the agenda.
Darren A. Smith:
Yep.
Chelsea Kirk:
For, you know, really driving that change and that culture change is really important that we have allies to support. So bringing in staff networks really creates that platform around this space is, is, is for you. So if you think about our race and ethnicity network, so reach race, ethnicity and cultural heritage, we talk about some really important things in there. But also it gives them a platform to have their voice heard around the things that they want to see the organisation do.
Chelsea Kirk:
How we can support them? You know what events are really important that they want to celebrate, but also get their engagement and their viewpoints. So we introduce diverse interview panels, some a couple of years ago and we were able to look at the data pre the in implementation and post and there were some really positive improvements on people applying the succession rate and appointment. So we’re now saying that’s really successful. We need more people that are able to support with those interview panels.
Darren A. Smith:
Yep.
Chelsea Kirk:
To be able to again create that platform where we’re working with our staff, it’s not just a, you know, very senior leader or senior leaders making those decisions, it’s around we are consulting with our all our people within our organisation and our networks are really key for that. You know their supporters in looking at policies. So how inclusive our languages, how they are in terms of language that we’re using.
Chelsea Kirk:
So again, I think it’s really important. So that would be a first point for me, one understanding your culture, what is it saying?
Darren A. Smith:
Yep.
Chelsea Kirk:
And where’s the data for that? But then to creating platforms where staff have got an Ave where they can speak up and it’s safe and they have that sense of belonging.
Darren A. Smith:
Brilliant. Chelsea. Anything else you’d like to add that I haven’t asked? Because I’ve admitted it that you think will be good for people to know about. Edi doesn’t have to be. Just thought I’d give you that final bit.
Darren A. Smith:
Yep.
Chelsea Kirk:
I think EDI evolves constantly and I think it’s really important to keep, keep yourself abreast with that. So again, look at yourself around what are you doing to keep yourself current and understand the different landscape within EDI. And I think connect talk to talk to colleagues, talk to your team in your organisation. What do they think around EDI and if they were, you know, looking at wanting to do something, what would the team and the staff want?
Darren A. Smith:
Nice answer.
Chelsea Kirk:
It’s got to be led by the staff. Then you’ll get your engagement.
Chelsea Kirk:
Yeah, yeah.
Darren A. Smith:
Of course, we’ve seen many initiatives over the years, haven’t we different companies where it’s all top down on the staff like something else I’ve got to do for the MD, I’d rather not. You’re right, absolutely needs to be led by people, OK.
Darren A. Smith:
Yeah.
Chelsea Kirk:
Yes, yeah, yeah. And it’s got to be supported by, you know, again senior leaders, execs and boards because again, it’s got to be driven across the piece. There’s only so much that staff networks and senior leaders can do, but ultimately it needs to come from the top down and the bottom up. And again, how we come together on that.
Darren A. Smith:
Chelsea, thank you very much. You’ve been listening to Chelsea Kirk. She’s been telling us about EDI and the coaching cards that you’ve created. Thank you for doing that. My name’s Darren Smith. I hope to see you on our next podcast, World Stickiest Learning. Thank you, Chelsea.
Chelsea Kirk:
Thank you.
