As political rhetoric becomes more divisive, public and private organisations have been moving in the opposite direction: putting diversity and inclusion centre stage.

But who is responsible for ensuring that such programmes actually make a difference to organisations and people? And how do we make sure that words translate into action?

In this week's episode of The GoodPractice Podcast, Ross G is joined by Cat MacLeod and Reed Business Information's Sukh Pabial to share their ideas.

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If you'd like to share your thoughts on the show, you can find us on Twitter @RossGarnerGP, @CatGoodPractice and @SukhPabial.

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Sukh podcasts at threegood.podbean.com.

The blog by Daniel Juday that Ross referenced is available at: https://www.linkedin.com/pulse/inclusion-isnt-being-asked-dance-daniel-juday/ 

The Harvard Implicit Association Test is at: https://implicit.harvard.edu/implicit/

The study Ross referenced, comparing the callback rate for resumes with 'white names' vs 'African-American names' is a little old, from research carried out between July 2001 and January 2002: http://www.nber.org/digest/sep03/w9873.html 

A more recent study, from 2016, found similar results: https://hbswk.hbs.edu/item/minorities-who-whiten-job-resumes-get-more-interviews 

Sukh's thoughts on Starbucks' racial bias training are captured in this thread: https://twitter.com/sukhpabial/status/1003535776146165760

The growth mindset article Sukh mentioned is at: https://digest.bps.org.uk/2018/05/24/growth-mindset-theory-doesnt-translate-directly-from-kids-to-adults-telling-an-adult-they-are-a-hard-worker-can-backfire/ 

The Lancaster bomber VR experience Ross discussed is covered in more detail here: http://www.bbc.co.uk/blogs/internet/entries/3098c1cd-36e7-4d35-bfbf-8687c8ba2872. This link includes details for where you can try it yourself.