This is one of Hayley’s most popular keynotes. Developing leaders to be more inclusive in their leadership and management style is essential for any organisation that wants to see significant progress in diversity and inclusion, as well as benefits to innovation and the bottom line.
Hayley Barnard starts with some jargon-busting, establishing what unconscious bias is and why it matters, before taking leaders on a journey through the different strategies and tools they can develop to become more inclusive in the way they operate.
It’s well publicised that companies in Europe are increasingly having to work harder to ensure they have a pipeline of women to senior level.
Through case studies and using respected research, Hayley highlights the best practice of both men and women and the organisations they operate within.
Crucially, this is not a speech about how to fix the women, or blame the men. It’s about leveraging differences for the benefit of all. This session can be tailored to be women-only, or suitable for all in leadership positions.
An introduction to Unconscious Bias
For employees to reach their potential, a culture of inclusivity that allows people to truly be themselves at work is essential. Yet why is that so hard?
Using storytelling and anecdotes, Hayley Barnard explains the science behind unconscious bias, its evolutionary roots and its potentially misleading nature.
Delegates leave with practical tools for how to support D&I in the work environment.
Hayley Barnard is the Managing Director and Diversity Strategist at MIX Diversity Developers, helping organisations become more innovative and profitable through developing both a more diverse workforce and diverse customer base.
MIX’s clients include BAE Systems, Deutsche Telekom/T-Mobile, Diageo and the Care Quality Commission to name a few and were delighted to have been nominated by one of their clients and then shortlisted for the HR Supplier of the Year Award from Personnel Today.
When Hayley Barnard was in her 20s she was in a rush… After quickly rising to become General Manager of Sir Chay Blyth’s ‘Challenge Business’ at 23, she went on to secure her first board level post by 26. Hayley studied marketing at postgraduate level and later founded her own communications and sponsorship business with Debra Searle MVO, MBE of which she is still a board director today.
Now in her 40s, Hayley Barnard wants to ensure that her time and effort is spent in effecting positive change for her clients. Her vision is that, by empowering business people, we can foster a culture of inclusivity both inside and outside the workplace – it’s this that brought about the birth of MIX Diversity Developers.
Hayley has a very personal interest in Diversity and Inclusion as many of the ‘protected characteristics’ have impacted on her life in some way. Having always been fascinated by religions and the impact they have on people’s behaviour, she chose to study Religious Studies for her first degree, specialising in Islam.
Hayley Barnard has a number of close family members who are gay and also has two children who have a disability. Needless to say, as a woman she holds more than a passing interest in gender balance and her early senior posts in her 20s left her questioning how those of differing generations can work more affectively.
Hayley is committed to seeing all achieve their potential regardless of their gender, sexuality, age, religion, race, sexuality or personality type.
Hayley Barnard is a prolific keynote speaker providing entertaining and inspirational speeches for company conferences, annual meetings, associations and corporate events.
From trekking across the Arctic, to training to swim the English Channel and running three companies alongside a family, Hayley knows a thing or two about maintaining motivation.
She shows delegates some practical strategies to help them realise their goals and believe in their own potential.
Most importantly, Hayley equips delegates with the tools not only to achieve, but also to foster a work/life balance which makes for healthy and resilient workforces and individuals.
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