Lorem ipsum dolor sit amet, consectetur adipiscing elit. Curabitur eleifend tortor nec augue pretium
IEMA’s Diverse Sustainability Initiative (DSI) hosted its second in-person event last month, marking four years since its launch in March 2021.
The DSI aims to use education, connection and transparency to transform diversity within the sustainability profession and wider environmental sector so that it reflects modern Britain.
Its latest gathering, held in Birmingham, came only a month after The RACE Report revealed that just 4.5% of staff in environmental charities identify as People of Colour and other racially or ethnically minoritised groups, compared with 16% across all sectors.
The day started with networking at a safe and welcoming office space provided by recruitment firm Hays, with IEMA CEO Sarah Mukherjee MBE declaring: “It is a privilege when young people choose to work in this sector. We should celebrate and support them, whatever background they come from.”
Our first session was with award-winning diversity, equity and inclusion (DEI) consultant Barry Boffy MBE, who told us that, despite ‘anti-woke’ sentiment, DEI isn’t going anywhere. In fact, he has experienced an increase in enquiries following Trump’s election in the US.
He talked us through hot topics in DEI for 2025, noting civil unrest and the testing of UK Equality Act legislation in the courts, before explaining that the business case for DEI is clear: innovation and growth comes with challenging the status quo.
Next was a ‘people-booster’ session led by professional speaker and training provider Pam Burrows, who specialises in wellbeing and dealing with burnout and stress.
Her high-energy workshop went through different approaches to DEI to help support wellbeing, with an emphasis on listening to and learning from lived experiences, and challenging bias in decision-making and leadership.
None of us have just one identity, she explained, with multiple intersecting identities influencing our life experiences, barriers and successes. So a one-size-fits-all approach to DEI is inherently exclusive, and can compound existing biases.
Burrows also stressed that DEI should be constructive, rather than destructive, and create harmony in the workplace.
We were invited to pledge how we would advocate for DEI and wellbeing, before IEMA’s senior diverse sustainability officer, Caris Graham, gave an update on the DSI’s plans for 2025.
These include an overview of its People of Colour pilot mentoring scheme, which has seen 19 mentees matched with 18 mentors to address the need for positive role models and advocates to help underrepresented groups thrive in the sector.
After a final hour of networking, there was an overwhelming sense of positivity and optimism, and a feeling that, despite challenges, progress can be made through community, advocacy and action.
For Farhana Khan’s full report visit www.bit.ly/DSI-empowering-change
