True diversity feat. Raj Jones

As part of our True Diversity blog series, we sat down with Raj Jones, experienced diversity, equity and inclusion leader, IWFM EDI Advisory Group Member and Fulham Football Club external EDI Advisory Group Member.

This blog explores the role of inclusion in driving innovation, equity, and meaningful change in the workplace and why creating a culture of belonging benefits everyone, not just the most marginalised.

Let’s start with the need for Diversity and Inclusion, what’s your take – why is it so important?

We are all diverse and the need to feel included and belong is a fundamental human need as articulated in Maslow’s hierarchy of needs. However, inequities exist in society that we see play out in areas such as access to healthcare, education attainment and the criminal justice system. These inequities continue as people enter the workplace such as in accessing opportunities, pay and promotion. Diversity of thought drives innovation and growth however when these inequities are not addressed it therefore impacts the employee experience and limits the opportunity to reap the benefits diverse teams brings. Inclusion benefits everyone and it is important therefore actions and initiatives to foster an inclusive culture do not just target those most marginalised groups and individuals but takes everyone on the journey. 

Can you share a little bit more about what you do – what’s the purpose and mission of your initiative/ programme/ organisation?

My role is to help organisations firstly understand what is their why for inclusion? Why does it matter for them, how does it support the business strategy and what does success look like. This helps tailor the business case and embed diversity and inclusion as integral to business success. Data is key to informing the strategy; understanding workforce representation across the employee lifecycle for different demographics and identifying where there may be inequities occurring as well as looking at data source such as employee engagement surveys along with regular listening sessions so you are involving those you are wanting to make a positive impact for. My role is to take a holistic and universal design approach so policies and practices are inclusive for all.  

How can businesses and potential employers get involved with your initiative/ programme/ organisation?

Many organisations have employee network/resource groups and I would really encourage people to get involved with these. You don’t need to necessary identify and/or have lived experience; it’s a great opportunity to be curious, learn and demonstrate active allyship. 

If you are a part of an initiative, brand or company that proactively champions diversity and would like to be featured as part of the “True Diversity” series please get in touch with Tony.

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