For this diversity and inclusion blog, we invited the Life Size team to share some of their thoughts on the topic. 

We provided a list of questions and gave no guidelines or restrictions for the replies. Responses could be a single sentence or a couple of paragraphs. All we asked was that everybody writes in their voice as though they are speaking to a friend or writing in a journal and that we are honest and thoughtful in our responses.

We advised that a rough answer is better than a perfect one, acknowledging that it’s unlikely any one of us would be able to give a perfect answer. We realise that too often the pressure to get it exactly right stops us from engaging with diversity and inclusion. By lifting that pressure and letting the team know that it is okay if we say the wrong thing, we opened up more room to express thoughts and feelings freely. Let’s see what happened.

What is your biggest fear or apprehension when it comes to “having” or “living” diversity and inclusion in the workspace?

I’m scared of revealing some underlying racism structures that I still have by coming more into contact with the topic.

That there is no way to ‘tick every box’ or meet the expectations of people outside of the company who may feel that we are not doing enough. There will always be someone who looks at Life Size and says that we should be doing more when it comes to diversity and inclusion. Simply put, we won’t be able to please everyone.

Communicating with people who think and work very differently from you might be challenging, because it might be more difficult to “speak a common language” and understand each other’s needs and boundaries.

My biggest, honest and probably only apprehension about some of the diversity and inclusion policies in the workplace is finding the right balance between ensuring everyone has fair opportunities and ensuring that opportunities ultimately go to the people who deserve them, are most qualified and will do the best job (particularly in recruitment but of course also with promotions, allocation of projects etc.).
I think this is an extremely tricky area to navigate due to existing and still common unconscious biases, pressure coming from a number of different stakeholder groups with conflicting priorities, and the sheer fact that the subject matter can be sensitive and divisive.
Despite this, these conversations, however complex, need to be had until we get closer to that goal.

In order to promote inclusion in the workplace, we have to address it directly, and that means talking about it. But sometimes people can be worried about bringing up sensitive topics because they don’t want to get it wrong. For example, I wouldn’t want to accidentally hurt someone when talking about a sensitive topic by using the wrong language.

I worry that we do stuff that doesn’t achieve anything, that our efforts are futile. Or that it looks like we’re just doing it because it’s a trend.

Personally, I wonder where our responsibility ends. Where does our mandate stop? An obvious mandate is hiring, but how does our diversity and inclusion work impact client relationships? If they think they have a diverse team, do we need to tell them no if we feel it isn’t so? Do we need to educate them? To summarise: how far do we go?

As a small team, I fear that we can not live up to our hopes and expectations. At the same time, we should have clear goals to really make a change. Finding that balance is a challenge.

What’s a personal thought or a question that keeps going around your mind or something you wonder about often when it comes to diversity and inclusion?

What happened to humanity that we even need a special focus on diversity and inclusion? We clearly didn’t start this way (judging each other because of differences).

Who is doing it well? What is the bar or the standard that we should be working towards?

I find diversity and inclusion really hard to define. I tend to think about diversity in categories like race/ethnicity, disability, class etc. but I don’t know how helpful that is. In a way it makes it more tangible, but then is it also over-simplifying it? On balance it probably makes a complicated thing easier to approach, but I wonder if there’s a better way to think about it.

Is our work at times self-referential? I strongly believe that diversity and inclusion is very important, but the context where we can achieve change might be limited.

Which (personal) attributes are part of diversity and inclusion?

How to achieve change without the work having to be done by those who already struggle more while at the same time it can’t/shouldn’t be done by those who are traditionally in power.

For me, the topic is often very charged and comes with moralising, which often puts me off getting involved in discussions myself.

I would like to know more about what laws are in place around D&I and how enforceable or measurable they are i.e., how many ‘blind spots’ are there in which conscious or unconscious biases are able to happen in the workplace which are too discreet or subjective to be seen/proven to be in breach of legislation?

Why or how does diversity and inclusion matter to you?

Only by learning from each other can we become who we are supposed to be. Inclusion and diversity matters so we can all learn and grow.

I think in general a diverse workforce in all industries is important for inspiring the next generation of people to work in each field. For example, it probably takes a lot of confidence to be the first female to join an all-male team in a male-dominated industry, but the more that go beyond this step, the less intimidating this will be for future women with ambitions to take on similar roles. The same can be said for people of colour, people with disabilities and even people from different socio-economic backgrounds.

It’s important to me that every person feels like they have the opportunity to pursue pretty much whatever career they’re interested in and I think that having role models is an important part of this

However, going back to gender, what I also feel is important to mention is that it is absolutely okay for there to not be a 50/50 split in every industry. For example, it shouldn’t be essential to force a 50/50 gender split in primary school teachers (in my opinion) as women will generally be more inclined to take on these roles than men, meaning numbers will be higher. Similarly, highly physical and possibly dangerous jobs like being in the army or fire brigade will very likely always be more male-dominated due to these roles suiting the capabilities of men very well. All that matters is that both men and women have the same opportunities to do these jobs if they want to.

Diversity and inclusion is a topic that I feel passionate about because of my background and experiences. As a biracial black woman from a working-class family, I would be regarded as someone who falls under several categories when speaking about underrepresented or marginalised groups.

My ethnicity, gender and socioeconomic background have, at times, been an obstacle, especially in terms of my career. Though I have been fortunate enough to go to a brilliant grammar school and then graduate from a top university, I have still faced the same challenges that come with being black, female and working-class.

Now that I am in a position where I can help others who are or will be facing those same struggles, I want to do everything possible to make their journey a little easier. I also want to be part of a company that truly cares about diversity and inclusion, embraces the conversation and is open to doing everything they can to make a change – no matter how small.

It matters because I don’t want to be part of a community or workplace where anyone would feel excluded. That’s the top reason. And a more ‘selfish’ reason is that having a diverse team makes it better – different people have different experiences, so they bring different skills or perspectives to the team which makes us stronger.

I strongly believe it’s the right thing to strive for.

For me, it’s a social obligation to make sure that everyone no matter which background and personality has the same opportunities in life. Too often that’s not the case. So we have to support the ones who are underrepresented.

Because I want women and girls to contribute to the making of our world. Because I want all cultures and people to contribute to building our world. I think the world will be better for it.

It makes me happy to live in a diverse and inclusive culture. It’s just great if everyone can contribute their very individual talents and passions to a team culture. It guarantees permanent inspiration among the team.

What’s the most useful thing, quote, action or story you’ve ever heard regarding diversity and inclusion?

My father-in-law once asked me who I am. Only after a few answers did I finally reach the conclusion “I am who I am” – not German, not a student, not a daughter. None of these things define me, it is my soul. That is who I am. And I think if more people would think about it this way, we wouldn’t judge someone because they are seemingly different.

Someone I follow on social media once posted a quote: “I understand that I will never understand,” which was in response to the Black Lives Matter movement but I think applies to the theme of diversity and inclusion generally. It highlights the importance of listening to others’ experiences before jumping into action. And how important simply acknowledging and accepting people’s differences is, without trying to erase them.

Not quite a quote but something I always keep in mind when working on diversity and inclusion is that it’s an opportunity to create a company that reflects what our world truly looks like and embraces the uniqueness of the human race. It should never be about ticking boxes or looking good for public reputation because that will instantly lead to failure. It needs to come from a place of authenticity.

Again, this is using gender as an example, but I heard something interesting on a podcast recently about the difference between male and female entrepreneurs.
Statistically, men leading companies are more likely to take risks which could potentially lead to huge business growth but they also statistically lose more money.
Conversely, women entrepreneurs/CEOs tend to be a little more risk averse in their nature, so perhaps don’t see such dramatic results as some, but they also lose a lot less money.
These two are commonly pitted against one another in debates around which is the better option for a business, but isn’t this actually just a great example of the importance of diversity in the top level of businesses? An all-male boardroom may be much more reckless with money than a mixed executive team with more balanced insights, and vice versa with an cautious all-female team which lacks the right amount of risk-taking.

I observed how a diverse and inclusive environment makes better people. The fewer strangers you encounter, the more afraid you are of them. And it’s the same the other way round – the more familiar you are with meeting people who look and act differently to you, the less afraid you will be and the more you will learn to appreciate it. There are numerous examples that prove this. One very obvious one is the prevalence of racism and right-wing extremism in villages with a low proportion of foreigners.

Is there a person, or people, or a project that inspires you?

Maybe a little left field in the workplace context, but I appreciate the Female Invest project/organisation, which runs courses, webinars, resources etc. to engage women in investing. Any project that encourages and empowers women with knowledge when it comes to things like investment, entrepreneurship or careers is really important as women are statistically much less likely to participate in these areas than men due to a (generally) lower appetite for risk and very male-dominated environment. Female Invest is great as it offers practical steps to getting over apprehension about taking risks when investing (by recommending lower risk strategies and offering educational guides to understanding investment better) and offers a community where women can feel more comfortable asking questions and learning within a support network.

I have a friend who is a DEI coach and the passion she has for her work inspires me. She is a constant reminder that difficult conversations need to take place and that the work never stops – there is always more to be done.

Zendaya, a Hollywood actress who supports campaigns to raise awareness about underserved communities, underprivileged schools and to financially support schools.

My former flatmate who studied special education and now works with children with disabilities. She always has heartwarming stories to tell that make everyone laugh.

Naomi Ryland, the co-author of Unlearn Patriarchy, Wir von unten and Starting a Revolution- what we can learn from female entrepreneurs about the future of business, a hands-on leadership guide that presents some radical alternatives to conventional business wisdom. She is a writer, social entrepreneur, activist and speaker.

Michelle Obama’s focus on school education resonates with me and I keep coming back to the thought that we can have the most meaningful impact in schools.

I’m reading Maya Angelou’s series of autobiographies at the moment and her life amazes me. How exactly this relates to diversity and inclusion I’m not sure. But she was excluded from so many of the spaces that she entered in her life, so she was a real trailblazer. For example she became the first Black female streetcar conductor in San Francisco when she was just a teenager. She grew up poor in a segregated America and was a single mother at 17 – everything stacked against her – but she went on to have a successful career as a writer, even reading a poem at Bill Clinton’s inauguration. She had to break down many barriers to reach the success she had, so reading about her is awe-inspiring but also upsetting as she shouldn’t have had to suffer as she did and work so hard to get there. I suppose promoting inclusion is about removing these barriers for people like her, so they don’t have to do it themselves.

Born a crime, an autobiographical comedy book written by South African comedian Trevor Noah. The book focuses on Noah’s childhood growing up in South Africa after he was born of an illegal interracial relationship during the apartheid era.

Do you have a wish for Life Size when it comes to diversity and inclusion?

That we don’t make it a topic of dispute, criticism and complaint, but a topic of the heart for ourselves.

I think that Life Size, as an SME, is already doing impressive work when it comes to D&I. My hope would be that it continues to be a priority and is not considered a short-term project. I don’t feel this to be the case right now but it can be easy for things to fall off the plate or drop further and further down the to-do list as other work is seen as more ‘urgent’ or ‘important’. My wish would be that time and money continue to be invested in diversity and inclusion as much as it is in the other values at Life Size and that, even when it is challenging or we are uncertain, we keep it at the forefront of everything we do.

I want to be confident that we have an inclusive company culture.

I’m not sure it’s possible, but I’d like to have three clear action items for how we can incorporate diversity and inclusion into our daily work. Something more tangible would help me.

Sharing more about our personal lives and thus learning more about the differences between us.

Be able to set ambitious but realistic goals and work consistently to reach them.

That we’re able to make the time for actual action.

My wish is for any prospective Life Sizers to be able to look at our website, socials etc. and never be in doubt that they can belong here and be successful in whatever role they’re applying for – whether this be by simply looking at the different members of our team or through D&I related content produced by the D&I values team.

Other than sharing this blog with our community, we’re not sure yet how to take these thoughts forward proactively. We want to make space to discuss them as a team, but finding the right format and, to be completely honest, time has been difficult. We’ll certainly do something deeper and more meaningful at our annual adventure which is coming up in September and will see all Life Sizers united for four days of visionary planning and “on-the-business” work.

What would be your answers and thoughts on the above prompts? Is there anything here that resonates with you or that you’d like to think about more? How do you approach diversity and inclusion in your workplace?

We hope this blog encourages thinking and discussion amongst colleagues.