Speeches by Leadbeater.

“It sounds as though there is a gap that you are trying to fill but you need more resources to do it.”

“Nina, you were nodding along. It feels as though there is a very different course of action for the victim versus the person who has been accused of doing these things.”

“I am very sorry you had to go through that.”

“Can you tell me what it means?”

“Ola, do you want to add anything to that? In the context of the MeToo movement, of which we all had high hopes, did you see any changes as a result of that in your industry and sector?”

“They have been treated well by you but what about by the sector or industry?”

“What was that expression you used, whisper networks?”

“From your perspective, Zoe, how easy is it for employers to stop an EDI-related initiative if it is not going well and is not having a positive effect?”

“We have talked a little about what works; please feel free to add to that. In your experience, is there anything that has not worked? I will start with Iain.”

“That is really interesting; without giving my own opinions on the matter, there is something not very helpful about saying, “We are going to do equality, diversity, and inclusion training today,” as opposed to saying, “This is the organisation we are in and this is how we operate and EDI is embedded within it.” Peter, …”

“I suppose there are different phases to this: the recruitment phase—how you get your people—and then the culture around how those people operate. Maybe it is worth thinking about it like that as well. Alex, did you want to come in?”

“I want to ask a few questions about what success looks like. For which types of equality, diversity and inclusion initiatives is there the strongest correlation between the intervention and the intended positive outcome, and what does good look like in that space? I am going to ask Louise first.”

“That is really interesting; without giving my own opinions on the matter, there is something not very helpful about saying, “We are going to do equality, diversity, and inclusion training today,” as opposed to saying, “This is the organisation we are in and this is how we operate and EDI is embedded within it.” Peter, …”

“We have talked a little about what works; please feel free to add to that. In your experience, is there anything that has not worked? I will start with Iain.”

“I suppose there are different phases to this: the recruitment phase—how you get your people—and then the culture around how those people operate. Maybe it is worth thinking about it like that as well. Alex, did you want to come in?”

“From your perspective, Zoe, how easy is it for employers to stop an EDI-related initiative if it is not going well and is not having a positive effect?”

“I want to ask a few questions about what success looks like. For which types of equality, diversity and inclusion initiatives is there the strongest correlation between the intervention and the intended positive outcome, and what does good look like in that space? I am going to ask Louise first.”

“That is really interesting. Is there is a role that you could or should have in that? You are right: individual clinics would want to know if their marketing—for want of a better word—was working. Do you think you should have a role in monitoring and regulating that?”

“Thank you all for coming this afternoon. Do you or the clinics ask people if or where they have seen an advertisement? Do clinics do that and do they feed that information to you?”

“Peter and Clare, do you want to add anything?”