Watch Now: Race & Wellbeing in Organisations Series

There is increasing interest in wellbeing in organisations which is a move to be welcomed. However, too often a ‘one-size fits all’ approach is adopted which also means that the experience of being a minority in organisations is ignored. This series of webinars coincided with the publication of our new book entitled ‘Free to Soar: Race & Wellbeing in Organisations.’ This series of webinars covers some of the main themes in the book and addresses experiences that many minorities routinely endure at work and yet only rarely have the opportunity to have them acknowledged. The presenters have all written chapters for the book and each webinar examines a different aspect of race and wellbeing. These webinars are now available to watch and are designed to help all of us create organisational cultures in which everyone can flourish.

Free to Soar: Race & Wellbeing in Organisations

Until recently the topic of race and racism was not often discussed in organisations. This neglect has meant that minorities experiencing racism in the workplace often felt it unsafe to raise their concerns with others and so suffered in silence. In the first talk in the series, Binna Kandola OBE addresses the impact on minorities’ wellbeing both of being on the receiving end of racist behaviour but also of having no voice to share and express their experiences. This talk looks at the impact this has on minorities’ self-confidence and self-esteem as well as considering issues such as imposter syndrome. The talk also examines actions that can be taken to counter these.

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How a Mindfulness Practice can Tackle Unconscious Bias

Mindfulness is about taking an active interest in ourselves and in each moment. When we are curious about things, we notice more. Mindfulness training can have positive effects on decision-making and our ability to recognise ethical challenges. It can also bring a greater awareness of bias, thus helping us to reduce it. Research tells us too that mindfulness can support the wellbeing of those experiencing bias and discrimination. There are several ways in which this can be done – Tracey Moggeridge looks at some of these ways in this webinar.

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Why our Social Environment at Work Matters

To what extent do you feel a sense of ‘belonging’ at work? And where do these feelings come from? Our social experience at work has the potential to provide a psychological boost – energising our efforts, our self-belief and ability to perform at our best. But for many BAME colleagues, it can also feel isolating, eroding self-esteem and constraining potential. In this session, Jonathan Taylor explores the importance of social connection, belonging and shared identity at work, looking at how we can create a social environment that supports the health and performance of everyone, not just the few.

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Race, Wellbeing, and Performance – The Missing Link

We know that discrimination affects wellbeing and we know poor wellbeing can affect performance, but we often miss the link between these two. This coincides with a worrying increase in recent research that has found some real performance difference between various demographic groups at work. Are the two really disconnected? In this webinar, Elizabeth Yardley explores the differential social experience of individuals from under-represented groups at work and how this social experience and its impact on wellbeing might be affecting performance without us realising.

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How Personal Power and Self-Affirmation can Buffer the Effects of Discrimination

You may have heard of ‘power posing’. You may have even tried the superwoman/man pose yourself before a big event. Join us for a deeper exploration of what we mean by ‘personal power’, where we explore how feeling powerful energises our thoughts and behaviour. Who has the power in most workplaces? Should these benefits be limited to those with structural or social power in the workplace? In this webinar, Jonathan Taylor shares the implications from the latest academic research, how this can support BAME colleagues experiencing discrimination and exclusion, and how we can use this as part of a more holistic approach to Diversity and Inclusion.

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