Bernadette Thompson OBE, Director of Equity, Diversity, and Inclusion at King’s College Hospital NHS Foundation Trust, formerly Associate Director of Inclusion at Barts Health NHS Trust, with 23 years of experience from across the UK Civil Service. A multi-award winner for her work on Inclusion.
What do you see as the biggest opportunities that organisations can take right now and how do you suggest they leverage this?
One of the most significant opportunities for organizations lies in harnessing the power of diversity to tackle complex global challenges. In today’s increasingly volatile, uncertain, complex, and ambiguous (VUCA) world, diverse perspectives, backgrounds, and talents are crucial for driving innovation and problem-solving. COVID-19 has underscored the importance of collaboration and leveraging diverse knowledge to make progress. Organizations should actively seek to tap into diverse pools of expertise and experiences to address pressing issues effectively. By fostering inclusive environments that value and embrace diversity, organizations can unlock creativity, enhance decision-making, and drive sustainable solutions to wicked problems.
What do you love about what you do?
I call myself the “Inclusion Doctor,” I offer organizations remedies to enhance and mend their culture, aspiring to foster a truly inclusive environment where inclusivity becomes instinctive. While some remedies may be bitter, resulting in initial discomfort, they often lead to gradual improvements. Witnessing toxic cultures evolve and employees regain trust and hope in the organization is immensely gratifying and if the fuel that helps me keep going.
What advice would you give to someone who wants to become more inclusive, either professionally or personally?
In advising someone on becoming more inclusive, I would employ the cultural intelligence capabilities as a framework/guiding tool. First, I would probe into their motivation for embracing inclusivity and assess their commitment level. Understanding their “why” is crucial to fostering genuine inclusivity.
Next, I would facilitate the development of their knowledge base on diversity and inclusion. Encouraging them to explore literature and reports highlighting the benefits of instinctive inclusivity would be paramount. Moreover, I would urge them to grasp the essence of inclusivity through various resources, fostering a deeper understanding.
Once equipped with a fair bit of knowledge, I would guide them in crafting a strategic approach to apply their newfound insights.
Starting in safe spaces, they can gradually expand their inclusivity practices while seeking guidance on areas where their lived experience may be limited.
Finally, I would encourage them to take tangible actions, such as engaging in reverse mentoring or joining employee network groups as allies. Broadening their network to include diverse perspectives is key to cultivating a truly inclusive environment
