Embracing Inclusivity: The CGT Circle X Pride – A Recap of The CGT Circle’s First-Ever Workshop
Last month The CGT Circle held it’s first ever workshop event at Stevenage Bioscience Catalyst (SBC), supported by MFX and SBC and facilitated by The Honeycomb Works. A session focussed on building and sustaining truly inclusive cultures. This event was not just informative but incredibly engaging and sparked much enthusiastic and thought provoking discussions.
The workshop kicked off with a lighting talk that dived into the science of belonging, with a special emphasis on the LGBTQ+ community’s experiences in reference to June being Pride month! It was eye-opening to see the evidence and research presented, highlighting how crucial it is to foster sense of belonging for everyone. It really set the stage for the rest of the workshop and got us all thinking deeply about inclusion.
Leaders from various startups, James Kusena PhD (VP of Operations & Product Owner at MFX); Sheila Johnson (HR Consultant); and Pedro Correa de Sampaio (CEO of Neobe Therapeutics), shared their insights on putting inclusion into action, even while navigating the high-pressure world of securing funding and driving impactful change. It was motivating to hear their real-world experiences and challenges, and how they strive to create inclusive environments in their organizations.
The guests weren’t just passive listeners, they got to collaborate on practical exercises. It was a hands-on opportunity to put some of the ideas discussed into action. The activities were designed to help the audience gain a tangible understanding of what they can do to start building an inclusive culture in their own spaces, whether at work or in communities.
Some of the key takeaways that can help to make a real impact:
1. Creating an intentionally inclusive culture requires specific actions and policies. The workshop emphasized the importance of communicating expected behaviors, holding individuals accountable for bad behavior, and establishing well-defined policies and processes. A public commitment to inclusivity will reinforces the organization’s dedication and accountability to fostering a respectful and inclusive environment.
2. Inclusive recruitment, a crucial area for impactful change, involves ensuring a fair hiring process that attracts diverse candidates. Implementing to a structured recruitment process minimizes biases and maintains consistency. Actively engaging with initiatives to increase diversity in STEM widens the talent pool, while regularly collecting data and feedback identifies areas for improvement and measures progress.
3. Supporting managers in promoting an inclusive culture is essential. Inclusion should be integral to their role, with clear behaviors provided as a guide. Regular conversations and support help them navigate challenges, and including inclusivity in performance reviews ensures accountability and rewards their efforts.
4. Regularly measuring the impact of inclusivity efforts is crucial. Observing behaviors and gathering feedback on how people feel about the workplace can boost success. Collecting aggregate and demographic data early on helps establish a baseline, track progress, and identify areas needing more focus
We were delighted to support this event and look forward to hearing more from The CGT Circle and The Honeycomb Works on these important topics!