Delighted that Pamela Jabbar, PhD candidate at The University of Birmingham and Grassroots cricket coach for women and girls, has joined the NBCC team as EDI& B Officer. As a cricket club NBCC needed an EDI Officer, but what we are most excited about is the work Pamela wants to do to make sports stadiums safer spaces for historically marginalised communities, a desire which fits perfectly with our belief in Whakapapa and strategy to enable diversity and inclusivity in cricket.
About Pamela
With over 20 years of experience across academic, voluntary, and public sector roles, I have championed fairness and just treatment by fostering creative, collaborative, and ethical practices for social change.
I aspire to place people at the heart of development processes, focusing on their needs and valuing their unique experiences. I appreciate their contributions and struggles, and I aim to build better connections between individuals, resulting in services that truly resonate with their needs and values.
My goal is to change the tone of conversations around challenging social issues, particularly those related to gender, race, religion, children’s well-being, mental health initiatives, and sports.
I am a dedicated advocate for fairness in academic, social, cultural, sports, and workplace environments. I continually seek ways to improve lives by creating spaces where everyone’s needs and voices are acknowledged and respected.
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Equality, Diversity and Inclusion
Promoting and delivering EDI in the workplace is an essential aspect of good people management. It’s about creating working environments and cultures where every individual can feel safe and a sense of belonging, and is empowered to achieve their full potential.
Whilst legal frameworks vary across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
However, an effective EDI strategy should go beyond legal compliance and take an intersectional approach to EDI, which will add value to an organisation, contribute to the wellbeing and equality of outcomes and impact on all employees. Things to consider include: accent, age, caring responsibilities, colour, culture, visible and invisible disability, gender identity and expression, mental health, neurodiversity, physical appearance, political opinion, pregnancy and maternity/paternity and family status and socio-economic circumstances, amongst other personal characteristics and experiences.
Source: CIPD
Why focus on EDI&B?
Equity, diversity, inclusion, and belonging leads to better business outcomes, increased revenues, and attracts great talent. EDI&B is also shown to improve employee job satisfaction and company culture.
Source: Tap Network