equality & inclusion in Bermuda
Virtual Reality DEI training
Bermuda’s diversity champions
The impact of a diversity officer
Diversify your network
Together we are on a journey to create a more inclusive and diverse workplace
At Argus, diversity, equity and inclusion is deeply important to us. We believe every team member's unique background adds colour to our canvas, creating a richer and more vibrant workforce. Building a truly inclusive organisation is an ongoing journey full of courage, growth and learning.
So, we're setting clear goals, holding ourselves accountable, and taking steps to ensure we value every voice and perspective. Together, we want to make Argus a place where everyone truly belongs.
Explore more about our commitment to diversity at argus.bm/belong
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Bermuda's diversity champions
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ABIC's Commitment to Advancing DEI
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Technology in DEI
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BEDC Champions DEI in Bermuda
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Game changer: How Virtual Reality and Augmented Reality can Revolutionise DEI Training in Bermuda
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Bermuda College Introduces DEI Courses to Foster Inclusive Excellence
Page 19 The Role of Diversity Officers and Committees in
Corporate Landscape
The Importance of Diversifying Your Professional Network
Your connections shouldn’t all be just like you. Here’s why.
In today's interconnected world, diversity, equality, and inclusion (DEI) have moved from being mere buzzwords to essential components of a thriving professional environment. As a professional, expanding and diversifying your network can significantly impact your personal growth and career advancement. In a small market like Bermuda, it may feel like you already know everyone, but it's essential to take a closer look at your network. Even in tight-knit communities, there can be a surprising lack of diversity in professional networks. It's easy to fall into an echo chamber where your contacts share similar viewpoints, experiences, and knowledge. This article will explore the importance of diversifying your professional network, provide actionable steps to achieve it, and highlight specific considerations for professionals in Bermuda.
Understanding Your Motive: Why Diversify Your Network?
Before embarking on the journey to diversify your professional network, it's crucial to reflect on why you want to do so. Are you seeking diverse perspectives to enhance your creativity and problemsolving skills? Do you want to contribute to a more inclusive and equitable professional environment? Or are you looking to broaden your opportunities and exposure to different industries and cultures? Understanding your motive will help you approach this goal with genuine intent and commitment.
Building Authentic Relationships
Diversifying your network isn’t about
ticking a box; it’s about building authentic relationships with people from varied backgrounds. This process requires time, effort, and sincerity. It’s not effective to simply approach someone and state that you need more diverse contacts. Instead, focus on meaningful engagement and finding common ground. Here are some strategies to build authentic relationships:
1
Active Listening and Learning: Show genuine interest in others' experiences and perspectives. This involves active listening and asking thoughtful questions. By doing so, you not only learn from them but also build trust and rapport.
2
Shared Interests and Goals: Find common interests or goals that can serve as a foundation for your relationship. Whether it’s a shared passion for community service, professional development, or industry trends, these commonalities can bridge gaps and foster connections.
3
Empathy and Respect: Approach every interaction with empathy and respect. Recognise and appreciate the unique challenges and contributions of individuals from different backgrounds. This attitude will help you build more meaningful and lasting relationships.
Stepping Outside Your Comfort Zone
Diversifying your network often means stepping outside your comfort zone. It requires you to engage with people and communities you might not have interacted with before. Here are some ways to step out of your comfort zone:
1
Attend Diverse Events and Conferences: Participate in events, workshops, and conferences that focus on diversity and inclusion or that attract a diverse group of attendees. These events provide excellent opportunities to meet and connect with people from different backgrounds.
2Join Diverse Professional Organisations: Become a member of professional organisations that prioritise diversity and inclusion. These organisations often provide networking opportunities, mentorship programmes, and resources to help you expand your network.
3Engage in Community Activities: Get involved in community activities or volunteer with organisations that serve diverse populations. This not only helps you meet new people but also allows you to contribute positively to your community.
Actionable Steps to Diversify Your Network
To effectively diversify your professional
network, consider implementing the following actionable steps:
1Ask for Introductions: Leverage your existing network to get introductions to individuals from different backgrounds. Explain your genuine interest in expanding your network and ask for recommendations or introductions to potential contacts.
2Reach Out to Colleagues: Engage with colleagues who come from different backgrounds or departments within your organisation. Initiate conversations, collaborate on projects, or invite them for informal coffee chats to learn more about their experiences and perspectives.
3Get Involved with ERGs: If your company has Employee Resource Groups (ERGs) or diversity programmes, get involved. ERGs are a great way to connect with colleagues who are passionate about diversity and inclusion and to participate in initiatives that promote a more inclusive workplace.
4Explore Multicultural Non-Profits and Organisations: Look outside your company and get involved with
multicultural non-profits and professional organisations.
5
Participate in Mentorship Programmes: Engage in mentorship programmes, either as a mentor or mentee. These programs can connect you with individuals from diverse backgrounds and provide valuable opportunities for learning and growth.
6
Utilise Social Media and Online Platforms: Platforms like LinkedIn can be powerful tools for diversifying your network. Join groups, follow influencers, and engage in discussions related to diversity and inclusion. This can help you connect with a broader and more diverse group of professionals.
7Leverage Local Events: There are various cultural and professional events throughout the year that attract diverse participants. Attend these events to meet people from different backgrounds and industries.
Diversifying your professional network is not just beneficial for your personal and professional growth; it also contributes to creating a more inclusive and equitable society. ◆
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Providing Skills to Navigate Differences
Kirsten Beasley likes to share her stories, even if it means admitting where she, or others, might have got it wrong. Each story however, is one that has helped define her beliefs, actions and endeavours to make diversity, equity and inclusion (DEI) an inherent part of everyday life. One day, she hopes it won’t even need to be considered a separate structure within an organisation.
Beasley openly admits to her own “missteps in this space”. Straight out of university, and new to the industry, she was asked to speak with a school friend whom her company was hoping to hire, about his hair:
“They told me: ‘He’s great, very smart, but he’s got dreads. Would you mind speaking to him about what’s appropriate in the corporate environment?’ I towed the line,” she says. “I had the conversation with him. He said he wasn’t cutting his dreads for a job because it was a core part of his identity.”
Looking back on that now, Beasley feels “deep shame and regret about that moment. I think about how I would have handled it differently had I been equipped better.”
This ‘equipment’ she believes, needs to come from the top: “Leaders have an exceptionally important role. It’s the modelling of behaviour, tone and
language, and creating accountability for the team’s language.” While there is some positive change occurring in board diversity, it isn’t, she says, happening quickly enough:
“There’s been a concerted effort, albeit with slow progress, to get women on boards, but I’m not sure that has permeated into the race conversation or other forms of diversity as well.”
Leaders, she continues, also need to give everyone the “opportunity to feel respected, heard and valued. It’s not just having a seat at the table, but having a seat with a microphone.”
To this end, her office has set
“Diversity is giving freedom to disagree”
up engagement teams, where, she explains, “I mix everybody up, we take the leaders out of the conversation, and we ask our team questions: What’s going well? What’s not going well?’” The answers are given to the executive committee, who then, where appropriate, take positive action.
“What we do is a team sport. We need to know what our staff think
Person of interest
“It’s not just having a seat at the table, but having a seat with a microphone”
and we’re accountable for including them in that conversation.”
Another initiative she would like to see more of is to embed DEI within compensation models so people are paid to prioritise it.
One of Beasley’s biggest challenges while advocating for DEI is the fact that it tends to be the underrepresented speaking out: “I’d love to see more people that aren’t in underrepresented categories in the forefront,” she says, adding that conversations on the subject can elicit a defensive response, which she objects to: “This isn’t a zerosum game. The whole point is to challenge each other to be better.”
Giving people the skills to navigate their differences will also help create an inclusive workplace: “To me, diversity isn’t just having different races, ethnicities or genders at the table. Diversity is giving freedom to disagree. Freedom to voice an alternate opinion and, one of the critical components for an environment that allows that, is coaching people how to do that professionally.”
As a Bermudian, Beasley has also come across instances of bias from people working for Bermudabased companies, but who are unfamiliar with the island’s history and culture. She would like to see positive action to change this:
“I don’t think we, the industry, have ever done a good job of integrating and onboarding people who are new to the island. I’d love to see a national or industry level programme that supports their understanding of our racial and historical dynamics. That could help embed them into our community, in a meaningful way.”
Kirsten Beasley is Head of Bermuda Office at Willis Towers Watson, and Vice Chair and co-founder of WeSpeak. ◆
Leading Through Engagement
Originally from Philadelphia, William Wharton has worked in major cities throughout the world including New York, London, Singapore, and currently Hamilton.
In New York, he noticed a “great deal of diversity on the streets,” but, he said, once you entered the office buildings, “you didn’t see a lot.” He has found a similar situation in Bermuda, albeit to a lesser extent: “A lot of diversity on Front Street and Reid Street, but less diversity inside the international insurance companies operating on the island.” That dichotomy has stuck with him.
Wharton has lived in Bermuda, in two stages, for 16 years, and admits: “I have had a career that I don’t think I would have had but for Bermuda and working for Bermudian companies.” This gave him the impetus to become a champion for diversity, equity and inclusion (DEI): “I felt it was necessary for me to play a role in increasing, particularly black Bermudian men’s participation in this industry that has been so good to me.”
Wharton is an executive advisor to the Association for Corporate Racial Equity in Bermuda (ACRE), which was established in 2021: “I’m so proud to be associated with that organisation and what it’s done for Bermuda, and what they will do,” he says.
Particularly powerful is the survey they conducted into the percentage
“The key to success is an employee-based strategy. It’s grassroots. That employees raise their concerns”
of degree holders by race and gender, and how many participated in the insurance industry: “They identified, particularly in Bermuda, you have a large percentage of black males who are degree holders but don’t participate in the insurance industry.”
They also found, he continued, that “there are a large number of black Bermudians, male and female, who are participating in the industry, but we’re two here, three there, five here, and so now, we have these events where we all come together, which is great because it gives individuals who are in the industry a greater sense of what they’re a part of. Also, for people who are not in the industry, it starts to change that narrative that there’s no one like me in the industry.”
When it comes to DEI in the workplace, Wharton believes the key to success is an employee based strategy, not an “off the shelf” one:
“It’s grassroots. That employees raise their concerns. That management and the company hears those concerns and develops strategy around the unique concerns of each company’s employee base.”
“You see lot of diversity on the street, but less diversity in the international insurance companies”
“You have a large percentage of black males who are degree holders but don’t participate in the insurance industry”
To make this work, he said leaders need to be engaged. One of the ways this happens at Argo is through their Employee Resource Groups (ERG), each of which has a senior leader as an executive sponsor.
There are six company-wide ERGs: Heroes, which includes, for example military veterans; Early careers, Working families, FIRM, which is faith, ethnicity and religion; Disabilities, and Pride. “Each one has its genesis in the demands or needs of a particular group of employees,” he explains, adding that he participates in the disabilities ERG: “It was born out of individuals at Argo, particularly individuals with hidden disabilities.” It could be that the individual doesn’t have a disability, but a member of their family does, which can impact their home and work life. Other issues might be around anxiety and depression.
Some meetings, he said, are “just allowing people in the group to speak to their unique situation and the group responding positively to that, and then pointing out to the individual that they’re not alone.”
This, he believes, is the heart of a successful DEI strategy. Some aspects can be measured, such as the gender and racial make ups of an organisation at various levels, but sometimes, he said “the measure is that individual stayed with Argo because they felt that their issue was heard and they found a community that supported them. For me, sometimes, that’s enough.”
William Wharton is Head of Argo Insurance Bermuda. ◆
ABIC’s Commitment to Advancing Its DEI Strategy
The Association of Bermuda International Companies (ABIC) vision is Bermuda as a domicile where international companies choose to come and stay because they will benefit from access to qualified talent, a community that values their presence, and an internationally competitive environment that evolves with the changing times. This vision is supported by ABIC’s mission.
ABIC’s mission is to partner with government and international business (IB), to ensure that Bermuda remains the domicile of choice and is a place where both international companies and the broader community thrive. ABIC’s DEI
Wayne Smith, Executive Director
hosted two workshops on April 17 and 24, 2024. These workshops aim to educate the community on Bermuda's historical evolution. The sessions explored the history of the Atlantic Slave Trade, Bermuda’s involvement in it, and the intentional positioning of various ethnic groups within the population. ABIC believes that educational sessions such as these are valuable for both Bermudians and guest workers to better understand the historical perspective and context of systemic challenges in Bermuda.
initiative is integral to realising the vision and achieving the mission.
In collaboration with the National Museum of Bermuda (NMB), ABIC
Diversity Equity and Inclusion continues to be a priority for ABIC We aim to address the underrepresentation of disadvantaged groups at all levels within international business (IB). ABIC has hosted sessions on Bermuda’s employment data, Black women in IB, advancing racial equity and inclusion in IB, employee wellbeing and mental health, and the inclusion of LGBTQ+ employees.
@abiceducation @AbicBermuda u Association of Bermuda International Companies
ABIC
ABIC helped to incubate and continues to support the Association for Corporate Racial Equity (ACRE), a group of black professionals working in IB, which advocates for racial equity in Bermuda’s IB sector. Similarly, ABIC was an early sponsor and steady supporter of WeSpeak, which promotes women’s professional development to give women the confidence to speak up and speak out in their corporate communities. ABIC actively supports employee wellbeing, neurodiversity and mental health and through educational opportunities like the Neurodiverse Inclusion Workshop held with neuroplasticity expert Dr. Julia Harper. We are an ally to the LGBTQ+ community and support and show up for OutBermuda and their events.
ABIC’s Education Awards Programme is a significant investment in the next generation of Bermudian talent poised to contribute to the IB sector and the economy. The awards average scholarships totaling $600,000 granted to 20+ Bermudian students. These need-based scholarships have a profound impact, providing educational opportunities that have to power to transform lives and family trajectories for years to come.
Later this summer, ABIC will again partner with ABIR and BILTIR, to launch the second joint DEI survey, to see what progress has been made since the baseline survey done in 2022. The goal is to have an international business workforce that better reflects the Bermuda community, with more people from underrepresented groups working at all levels in IB, including in senior leadership, C-Suite, people and revenue management positions.
This is a snapshot of the extensive efforts ABIC is undertaking to realise its vision and achieve its mission.
Harnessing Technology to Foster DEI in Bermuda's Business Landscape
In the realm of business, particularly within small to medium-sized enterprises (SMEs) in Bermuda, technology is playing an increasingly pivotal role in promoting Diversity, Equity, and Inclusion (DEI). Bermuda presents a unique setting where our tight-knit community can leverage technological advancements to foster more inclusive workplaces and ensure equitable opportunities for all.
The Role of Technology in Enhancing DEI
Recruitment and Hiring Processes
One of the primary ways technology is influencing DEI is through the recruitment and hiring processes. Advanced software and platforms are now available that help businesses identify and mitigate unconscious biases. For instance, tools like Applicant Tracking Systems (ATS) can anonymise applications, removing personal information that could lead to biased hiring decisions. These systems ensure that candidates are assessed based on their skills and qualifications alone.
Moreover, artificial intelligence (AI) can be used to analyse job descriptions and suggest language that is more inclusive, thereby attracting a more diverse pool of applicants. This technology can identify gender-coded words and other language that might discourage certain groups from applying, helping businesses to craft job postings that appeal to a broader audience.
Training and Development
Technology also plays a crucial role in the training and development of employees, a key area for promoting DEI. Online learning platforms and e-learning modules allow businesses to provide comprehensive DEI training to their employees. These platforms offer flexibility, making it easier for employees to engage with the content at their own pace and convenience.
For businesses in Bermuda, leveraging such platforms can be particularly beneficial. It enables these businesses to provide high-quality training without the
need for extensive in-house resources, or overseas travel. Additionally, virtual reality (VR) and augmented reality (AR) are emerging as innovative tools for DEI training, offering immersive experiences that can help employees understand and empathise with the experiences of their diverse colleagues.
Employee Engagement and Feedback
Creating an inclusive work environment requires continuous feedback and engagement from employees. Technology facilitates this through various platforms and tools that allow for anonymous feedback and regular engagement surveys. Tools like SurveyMonkey, TINYpulse, and Qualtrics can help businesses gather valuable insights into the employee experience, identify areas for improvement, and monitor the effectiveness of their DEI initiatives.
For businesses in Bermuda, where the workforce is relatively small and
interconnected, maintaining anonymity in feedback processes can be challenging. However, these tools provide a safe space for employees to voice their concerns and suggestions without fear of retribution, thereby fostering a more open and inclusive culture.
Another challenge is ensuring that the technology itself is free from bias. AI and machine learning algorithms are only as unbiased as the data they are trained on. Therefore, it is crucial for businesses to regularly audit and update their systems to ensure they promote fair and equitable outcomes.
The Future of DEI in Bermuda’s Business Sector
Looking ahead, the integration of technology in DEI initiatives is likely to become even more pronounced. As Bermuda’s SMEs continue to adopt and innovate with new technologies, they will be better equipped to create more inclusive and equitable workplaces. The use of AI, VR, and other advanced technologies will not only streamline DEI processes but also foster a culture of continuous improvement and engagement. ◆
BEDC Champions DEI in Bermuda
Insights from Jamillah Lodge, Director of Communication & Development, BEDC
In today's business world, Diversity, Equity, and Inclusion (DEI) are essential for driving innovation and economic growth. The Bermuda Economic Development Corporation (BEDC) champions DEI, recognising its critical role in fostering a thriving business environment. By supporting women and underrepresented groups, BEDC is leading the charge towards a more inclusive and equitable Bermuda.
The Significance of DEI
Erica Smith, BEDC's Executive Director, highlights the importance of DEI: “At BEDC, we believe that diversity and inclusion are essential for driving innovation and economic growth. Our initiatives are designed to empower all entrepreneurs, particularly women, by providing the resources and support they need to succeed. We are committed to creating a business environment where everyone can thrive.”
BEDC’s Support of DEI Initiatives
Mary Prince Women’s Entrepreneurial & Leadership Conference
An example of BEDC's DEI efforts is the Mary Prince Women’s Entrepreneurial & Leadership Conference. First held in 2024, this event was a collaboration with the Ministry of Youth, Social Development and Seniors, UN Women, and Zhyon International. It featured entrepreneur Madame Ibukun Awosika, who led a two-day Masterclass and public session. The conference, attended by more than 60 participants, focused on ethical leadership, strategic growth, impactful decision-making, creating value, navigating business complexities, and fostering innovation. Dr. Dana Selassie, founder of Zhyon International, captures the essence of DEI: “Inclusivity and diversity are not mere ideals; they are the bedrock of innovation and progress. By fostering a more diverse and equitable environment in Bermuda, we empower women entrepreneurs to lead with resilience and creativity.”
This perspective highlights DEI's transformative power. Including diverse
voices and prioritising equity leads to greater innovation and better decisionmaking. For women, DEI initiatives provide the support and resources necessary to overcome barriers and achieve their entrepreneurial goals.
Global Entrepreneurship Week, Women in Entrepreneurship Day Conference
BEDC also hosts the annual Women in Entrepreneurship Day Conference every November during Global Entrepreneurship Week. This event provides a platform for women entrepreneurs to share experiences, learn, and celebrate achievements. This year, the conference will be held on November 19th, inspiring women to action.
Online
Directory of WomenOwned Businesses
BEDC maintains an online directory of women-owned businesses in Bermuda to support visibility and networking opportunities. This resource promotes the contributions of women entrepreneurs to the local economy. Support through Products and Programmes BEDC provides financial assistance, technical advice, and mentorship to female-owned businesses. Through financial products like the Microloan of up to $30,000 and the loan guarantee programme, BEDC helps women entrepreneurs overcome financial barriers. Educational training and the Enterprise Bermuda Incubator and Accelerator connect women with essential resources and experienced mentors, fostering business growth and success.
Future Plans and Ongoing Commitment
BEDC’s commitment to DEI extends beyond current initiatives. The corporation is developing new programmes to support underrepresented groups in the business community. Upcoming events include AI Training for Women Entrepreneurs and a workshop on Creating, Growing, and Keeping Wealth, focused on financial empowerment and wealth management for women. Additionally, BEDC plans to partner with UN Women to provide an accelerator programme for women entrepreneurs ready to expand their businesses.
Conclusion
DEI is crucial for fostering a vibrant and innovative business community. BEDC’s initiatives, such as the Women in Entrepreneurship Day Conference and the Mary Prince Women’s Entrepreneurial & Leadership Conference, promote inclusivity and support women entrepreneurs in Bermuda. By providing visibility, financial assistance, and mentorship, BEDC helps create a more equitable and prosperous business environment.
Minister, The Hon. Tinee Furbert , JP MP, of the Ministry of Youth, Social Development and Seniors states “We applaud and support the BEDC for its direction in addressing business diversity, equity and inclusion, particularly as it relates to gender lens policy and investing which is still in its embryonic stages. Sometimes we think we can wait for such policy and investing to naturally occur, and we wait and wait. We must be intentional if we want to see progression.”
As Oprah Winfrey says, “Know what sparks the light in you. Then use that light to illuminate the world.”
This quote encapsulates DEI efforts –recognising and nurturing individual strengths to create a brighter, more inclusive future for all. This spirit of collaboration and empowerment is at the heart of BEDC’s mission, paving the way for a brighter, more inclusive future for all Bermudians. ◆
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Game changer: How Virtual Reality and Augmented Reality can Revolutionise DEI Training in Bermuda
In the quest for creating more inclusive and equitable workplaces, businesses are turning to innovative technologies like Virtual Reality (VR) and Augmented Reality (AR). These cutting-edge tools offer immersive experiences that can significantly enhance Diversity, Equity, and Inclusion (DEI) training, helping employees understand and empathise with the diverse experiences of their colleagues.
The Power of Immersive Experiences
VR and AR technologies provide unique opportunities for experiential learning. Unlike traditional training methods, which often rely on passive learning through lectures or written materials, VR and AR create interactive environments where users can engage directly with simulated scenarios. This immersive approach can be particularly effective for DEI training, as it allows employees to experience situations from perspectives different from their own, fostering empathy and deeper understanding.
Virtual Reality in DEI Training
Virtual Reality involves the use of headsets and immersive software to create a fully interactive 3D environment. In the context of DEI training, VR can simulate various workplace scenarios where users can witness or experience instances of bias, discrimination, and microaggressions. By navigating these scenarios, employees can better understand the impact of their behaviors and attitudes on others.
Examples of VR Software for DEI Training
1. VR Perspectives by Oculus for Business
• Description: This VR platform offers immersive scenarios that help users understand the perspectives of individuals from different backgrounds. Through role-playing exercises, employees can experience situations involving racial bias, gender discrimination, and other DEI-related issues.
• Impact: Companies using VR Perspectives have reported heightened empathy and awareness among employees, leading to more inclusive workplace behaviors.
2. Equal Reality
• Description: Equal Reality creates interactive VR experiences focusing on DEI and unconscious bias training. Users can step into the shoes of someone experiencing bias, allowing them to witness firsthand the impact of exclusionary behaviors.
• Impact: By providing a safe space for employees to explore sensitive issues, Equal Reality helps foster a more inclusive organisational culture.
3. STRIVR
• Description: Originally developed for sports training, STRIVR has expanded its offerings to include workplace training modules. Their DEI training scenarios immerse users in realistic situations where they must navigate complex interpersonal dynamics and make decisions that reflect their understanding of DEI principles.
• Impact: STRIVR’s approach helps employees build practical skills for
recognising and addressing bias in realtime.
Augmented Reality in DEI Training
Augmented Reality enhances the real world with digital overlays, using devices such as smartphones, tablets, or AR glasses. AR can be used to provide contextual information and interactive elements within the physical workspace, making it a powerful tool for on-the-job DEI training.
Examples of AR Software for DEI Training
1. Microsoft HoloLens
• Description: Microsoft’s AR headset, HoloLens, can be used to create interactive DEI training modules. For example, it can overlay information about inclusive language or highlight areas in the workplace that need better accessibility features.
• Impact: HoloLens enables employees to engage with DEI concepts in their everyday work environment, reinforcing learning through practical application.
2. Blippar
• Description: Blippar is an AR creation platform that businesses can use to develop customised DEI training content. This can include interactive storytelling, simulations, and real-time feedback mechanisms.
• Impact: By integrating AR into regular training sessions, Blippar helps make DEI education a continuous, interactive process.
3. ARuVR
• Description: ARuVR offers a platform for creating immersive AR
training experiences that can be tailored to specific DEI training needs. Users can interact with digital overlays that simulate diverse perspectives and scenarios.
• Impact: ARuVR’s flexible platform allows SMEs to create bespoke DEI training modules that address their unique challenges and goals.
Benefits of VR and AR in DEI Training
Enhanced Empathy and Understanding
Immersive experiences in VR and AR can evoke strong emotional responses, helping employees to better empathise with the experiences of their colleagues from diverse backgrounds. This empathy is crucial for fostering a more inclusive workplace culture.
Increased Engagement
Traditional training methods can often be disengaging, leading to poor retention of information. VR and AR, on the other hand, provide interactive and engaging experiences that hold
employees’ attention and improve learning outcomes.
Safe Practice Environments
VR and AR offer safe environments for employees to practice handling sensitive situations without the fear of making mistakes in real-life scenarios. This helps build confidence and competence in dealing with DEI issues.
Scalability and Accessibility
For SMEs in Bermuda, which may have limited resources for extensive in-person training programmes, VR and AR offer scalable solutions. These technologies can be deployed widely with relatively low ongoing costs, making high-quality DEI training accessible to all employees.
Challenges and Considerations
While the benefits of VR and AR for DEI training are substantial, there are also challenges to consider. The initial investment in hardware and software can be significant, and SMEs need to ensure they have the technical infrastructure to support these tools.
Additionally, the effectiveness of VR and AR training depends on the quality of the content and its alignment with the organisation’s DEI goals.
Looking Forward
As technology continues to advance, the potential for VR and AR in DEI training will only grow. For Bermuda’s SMEs, embracing these technologies offers a path to more effective and impactful DEI initiatives. By fostering empathy, enhancing engagement, and providing practical training environments, VR and AR can help create workplaces where diversity is celebrated, equity is achieved, and inclusion is the norm.
In conclusion, VR and AR are powerful tools that can revolutionise DEI training for Bermuda’s small and medium-sized businesses. By leveraging these technologies, companies can foster a more inclusive culture, drive meaningful change, and ensure that every employee feels valued and supported. ◆
Bermuda College Introduces DEI Courses to Foster Inclusive Excellence
In the 21st century marketplace of intergenerational, multi-cultural, and mixed gender employees, diversity, equity and inclusion (DEI) will become the prerequisite for business harmony and productivity.
From the most advanced corporate conglomerates to the small familyowned business, there is the increasing need and pressure on employers to invite, embrace and celebrate societal differences. “Companies that have embraced DEI have proven to be more strategically innovative,” says Tawana Flood, Director of the Athora Division of Professional and Career Education (APACE) at Bermuda College.
APACE has been offering DEI training since 2023 for the post-pandemic business arena. Flood named several factors that she says helped accelerate the ideology of inclusion onto the global stage.
“When the world finally emerged from the pandemic, it did so with a new mindset about the workplace. Employees enjoyed a new type of empowerment that gave them flexibility to be just as, if not more productive working at home, and they embraced the new opportunity for work-life balance. In Bermuda, many employers began to see the benefit of adapting to the new order of work. Baby
boomers and Generation Xers were more accepting of traditional working hours, but new hires under 30 years old preferred flex-time options and employers began to re-assess new ‘norms’ for the intergenerational workplace.
In the meantime, the Black Lives Matter movement that had been simmering since 2013 with the deaths of Trayvon Martin, Breona Taylor and others, culminating in the murder of George Floyd in 2020, forced the world to look more critically at equity for race, gender (#MeToo movement), and other social inequities, creating a groundswell of advocacy agencies and movements.
Bermuda College saw the opportunity to do its part in helping eliminate such barriers in the marketplace with DEI training. Offered this Fall, through LERN*, course components teach students how to improve diversity, achieve equity, and foster inclusion through intentional, consistent, and courageous behaviour. It improves “cultural competence and encourages continuous
learning”. More non-governmental organisations, corporate and small businesses have moved to embrace DEI as their new norm, and more are joining the ranks.
“We need to know how to create a more innovative culture by embracing diversity and perspectives. We’re doing our part to help shape the conversation through education or perhaps guarantee fair treatment and access, regardless of race, age, religion, gender or disability. How many persons with disabilities have you hired recently whether it be intellectual disability or physical disability? When was the last time your company’s hiring or inclusion practices were reviewed? Is your workplace physically accessible? These are the questions that the DEI course probes. DEI practices are no longer considered ‘nice to have’; they are a ‘need to have’ if you want your businesses to remain current,” says Flood. “Non-profits and charities have found that donors are more likely to give when these practices are in place. DEI, much like ESG and compliance, has arrived on our shores and is here to stay. My advice to everyone is to embrace it and be bettered for it” Flood concludes.
*The Learning Resources Network (LERN) is the largest continuing education association in the world, serving more than 550 colleges, universities and other schools every year. There are three DEI classes that are required to be taken in order to receive the full certificate.
- What is DEI – September 3 - 28
- Inclusive Communication – October 7 – November 1
- DEI and Organizational Success –November 4 – 29
Contact 236-9000 ext. 4117 or email readytostart@college.bm ◆
Enhancing Diversity, Equity, and Inclusion: The Role of Diversity Officers and Committees in Bermuda’s Corporate Landscape
In today’s globalised business environment, promoting Diversity, Equity, and Inclusion (DEI) within organisations has become a crucial element for fostering innovation, improving employee satisfaction, and driving sustainable growth. In Bermuda, this initiative has seen significant progress, thanks to the dedicated efforts of Diversity Officers and Diversity Committees within leading companies like HSBC and Argus Insurance. These roles are instrumental in creating an inclusive work environment that
values and respects individual differences, ensuring that all employees feel valued and supported.
The
Role and Impact of Diversity Officers and Committees
The primary responsibility of Diversity Officers and Diversity
Committees is to develop and implement strategies that promote DEI within their organisations. This includes educating employees about the importance of diversity, addressing inequalities, and fostering a culture of inclusion. At HSBC Bermuda and Argus Insurance, these roles are pivotal in aligning
Karynne Hutchinson, Joseph Best, Angela Cotterill, Judy Doidge and Renee Burchall of HSBC’s Ability ERG
The Argus team taking part in a Warwick Gombey's performance organised by the Belong BLAC committee
Diversity in action
DEI initiatives with the companies' overall mission and values.
HSBC Bermuda follows the HSBC Group model for DEI, which emphasises customer centricity, innovation, decision-making and risk management, reputation, collaboration, and talent retention. As part of this model, HSBC Bermuda aims to reflect and understand its diverse customer base by embracing the ideas, styles, and perspectives of employees from various backgrounds. This approach not only enhances customer satisfaction but also drives greater creativity, sustainable business growth, and commercial success.
Similarly, Argus Insurance is committed to fostering an inclusive workplace that values individual differences. The Belong BLAC Committee at Argus plays a crucial role in advocating for racial equity and diversity, aiming to eradicate racial inequalities within the organisation and promoting racial equity across the markets they serve. This committee’s responsibilities include educating stakeholders about racial issues and ensuring that the company’s strategies
align with its mission to create an environment where diverse voices are influential in shaping corporate culture and operations.
Implementation and Strategies
Both HSBC and Argus have implemented a variety of strategies and programmes to promote DEI within their organisations. One of the key initiatives at HSBC is the establishment of Employee Resource Groups (ERGs), which play a critical role in fostering a diverse and inclusive work environment. These voluntary groups, led by employees, support an inclusive environment by offering guidance, education, and support around various issues impacting each group. HSBC Bermuda boasts eight ERGs, including groups focused on disability support, generational diversity, gender balance, faith, LGBTQIA+ inclusion, and environmental action.
ERGs at HSBC Bermuda provide opportunities for employees to connect, network, and engage with senior leaders and external speakers. They also serve as an important feedback channel, helping
Phillip Davis, Head of Marketing & Digital Engagement, Argus, and Kimberley CainesBest, Associate Legal Counsel, Argus, at CURB’s inaugural Dr. Eva Naomi Hodgson Racial Justice Award Banquet
the organisation to better understand its customers, innovate, manage risk, and grow the business sustainably. These groups amplify the collective voice of their members, encouraging a speakup culture in an open and inclusive environment.
Argus Insurance has also been proactive in implementing DEI strategies. Guided by Robert Livingston’s PRESS model, Argus addresses racial equity through structured stages: Problem Awareness, Root-Cause Analysis, Empathy, Strategies, and Sacrifice. This comprehensive approach ensures that diversity initiatives are meaningful and impactful. Argus has rolled out unconscious bias training and has been actively challenging hiring practices to ensure greater representation and advancement opportunities. By updating recruitment agencies and deliberately seeking diverse candidates, Argus enriches its team with perspectives that genuinely enhance operations.
Training and Development
Investing in DEI training programmes
is crucial for fostering an inclusive workplace. At HSBC, D&I learning is housed on HSBC University, which offers top-rated courses through e-learning, in-person sessions, discussion groups, and more. The bank also leverages LinkedIn Learning and global ERG networks to support mental health awareness and environmental issues, among other topics. HSBC’s leadership programmes also have a strong focus on DEI, providing employees with opportunities for personal and professional development.
Argus offers a mix of training programs that cover the basics of understanding diversity to more specific issues like systemic biases. These programmes are designed to spark real conversations and drive genuine change within the organisation. By building a foundation where everyone at Argus feels equipped and empowered to discuss and handle diversity with sensitivity and awareness, the company fosters a culture of inclusion.
Employee Engagement
Engaging employees in DEI activities is essential for fostering a sense of belonging and inclusion. At HSBC Bermuda, ERGs are a key driver of employee engagement. These groups organise various events and initiatives, such as cultural celebrations, guest speaker series, and lunch-and-learn sessions, that not only educate but also celebrate diversity. These activities
provide employees with opportunities to connect, network, and share their experiences, thereby enhancing their understanding and appreciation of diversity.
Argus Insurance also prioritises employee engagement in its DEI activities. The company organises cultural celebrations, a guest speaker series, and "Diversity Dialogues," where employees can openly share their experiences. These personal stories drive the message of inclusion home, making diversity a lived experience rather than a theoretical concept. Additionally, Argus integrates inclusivity into their monthly company socials, using these events as platforms to foster community interactions and deepen connections across the team.
Policy Development
Developing and revising policies to support diversity and inclusion is a crucial aspect of DEI efforts. HSBC has updated its recruitment policies to mitigate bias and encourage a diverse pool of candidates. The company’s Global Code of Conduct includes specific sections related to DEI, focusing on fair recruiting, progression of underrepresented talent, building an inclusive culture, and supporting an inclusive society. These policies are communicated and implemented across all levels of the organisation through internal assurance reviews and regular analysis of D&I data.
At Argus, the Belong BLAC
Diversity in action
Committee plays a key role in policy development, creating a zero-tolerance environment against racism and discrimination. The committee advocates for policy changes and holds the organisation accountable through regular reviews and open conversations about progress and challenges. This proactive approach ensures that DEI policies are not only developed but also effectively implemented and adhered to across the organisation.
Support and Resources
Providing resources and support systems for employees from diverse backgrounds is essential for fostering an inclusive workplace. HSBC supports its employees through various ERGs and offers a tool called Culture Wizard, which helps employees understand and appreciate different cultures and develop skills to work globally. This platform includes tools and resources to support employees in navigating and contributing to an inclusive workplace effectively.
Argus offers a range of support systems, including mentorship programmes and a dedicated internal SharePoint site for DEI resources. The company’s Reverse Mentoring Programme, developed in partnership with Citizens Uprooting Racism in Bermuda (CURB), enables black employees to mentor non-black colleagues, fostering a culture of empathy and shared understanding. Additionally, Argus collaborates with
Rashida Godwin of Titan Tours providing educational awareness of Bermuda’s black history to the Argus team
Diversity in action
the Employee Assistance Programme of Bermuda (EAP) to cultivate an environment where all employees feel secure and supported.
Impact and Outcomes
The impact of DEI efforts at HSBC and Argus is evident in the positive changes in workplace culture and employee satisfaction. At HSBC Bermuda, succession planning and investment in underrepresented talent have led to more than 60% of executive leaders being female, a significant achievement in promoting gender diversity. Additionally, overall employee engagement measures have increased, indicating a positive shift in workplace culture.
Argus has observed a noticeable increase in dialogue about diversity since launching its DEI initiatives. Employees feel more comfortable speaking up,
and the company’s internal surveys have shown a meaningful increase in employees feeling that their voices are heard. This feedback shapes Argus’s DEI strategy and helps the company pivot where necessary to address the needs and concerns of its team.
Leadership and Advocacy
Leadership support and advocacy are critical for the success of DEI initiatives. At HSBC, senior leaders serve as executive sponsors for all ERGs locally and participate in global initiatives such as the Coaching Circles and the Taste of the Top programme. These leaders also mentor and coach employees, champion policy changes, and sponsor community partnerships that support DEI goals.
Argus’s leadership team is actively involved in DEI efforts, working directly with the Belong BLAC Committee
and the Board to ensure that diversity is a key component of the company’s strategic decision-making process. By participating in workshops, speaking at events, and leading by example, Argus’s leaders demonstrate their commitment to fostering an inclusive and equitable workplace.
Future Plans
Both HSBC and Argus have ambitious plans for enhancing DEI within their organisations. HSBC aims to continue focusing on increasing the representation of senior female leaders and those of Black heritage at senior levels. The company is also committed to leveraging its ERGs to drive innovative and inclusive business solutions.
Argus plans to broaden its focus to include all facets of diversity, such as gender, age, and disability. The company is exploring ways to use its expertise in health to support initiatives that improve health outcomes for marginalised and underrepresented groups. By integrating DEI into core business strategies and transforming management training, Argus aims to create systemic changes that are sustainable and integral to its success.
Setting the benchmark
The dedicated efforts of Diversity Officers and Diversity Committees at HSBC and Argus Insurance highlight the significant role these positions play in promoting Diversity, Equity, and Inclusion within organisations. Through comprehensive strategies, proactive policy development, engaging employee activities, and strong leadership support, these companies are setting a benchmark for DEI practices in Bermuda. Their commitment to fostering inclusive workplaces not only enhances employee satisfaction and retention but also drives innovation and sustainable business growth, demonstrating the far-reaching impact of effective DEI initiatives. By sharing their approaches and successes, HSBC and Argus provide valuable insights into best practices and effective strategies for promoting DEI, inspiring other organisations to follow suit and create more inclusive and equitable workplaces.
Christians in HSBC, part of its Faith ERG, has groups all around the world
BELCO’s Commitment to a Diverse, Equitable, and Inclusive Culture
As told by LaKeitha Cunningham Director, Human Resources and Culture
Bermuda Electric Light Company Limited (BELCO) remains committed to creating and supporting a diverse, equitable and inclusive company culture. It’s a commitment we have made to our entire team and the Bermuda community which we believe creates a more just society, and engaged, high-performing workforce. We continually assess our performance in maintaining the highest standards of ethics and integrity in our relationships with our team, our community, and our customers, while ensuring compliance with all applicable laws and regulations.
BELCO continues to have representation on a Diversity and Inclusion (D&I) Council. The global Council was formed to unite representatives from across the globe with the goal of developing, refining and taking the lead on the path to a more DE&I centric approach. The Council is mandated to provide informed leadership for cultural equity and to promote equal opportunity within the workplace. Our participation on this Council is assisting BELCO in strengthening the foundation to develop and implement the appropriate programmes to maintain and enhance DE&I issues across our business.
We recognise that we have a social responsibility to our community and our team to develop and enact policies that support Diversity, Equity, and Inclusion (DE&I). With a team of 234 employees, we strive to continuously evolve our DE&I approach to ensure every team member knows that they are valued; receives fair and equitable treatment; has a voice that can be heard; and understands they belong. An investment in a DE&I-centric approach makes good business sense as it builds a team that delivers better business results and creates a stronger, more resilient organisation.
One of the areas we are continuously
trying to improve, and are making steady progress, is increasing female representation within our company and industry. While the physical work operating the plant and maintaining the distribution grid has traditionally been dominated by men, women are increasingly filling these roles and excelling. Of the 234 full-time employees at BELCO, 39 are women. Women work in almost every area of the company including Bulk Generation; Transmission, Distribution and Retail; Occupational Health, Safety & Environment; IT; Sustainability; Procurement & Logistics; and Communications with one of our two Managing Directors being female. Additionally, our senior leadership team is 34% female, and our Electricity Supply Trade Union (ESTU) has a female President for the first time in its history. We will continue to ensure there are opportunities for women to join our team and increase female representation at all levels and in all areas of our Company.
At BELCO, we strongly encourage women to apply for careers,
scholarships, internships, and apprenticeships.
BELCO’s Director, Human Resources and Culture, LaKeitha Cunningham shared: “BELCO has always been a Company which treats staff like family. We continue to enhance our DE&I policies and initiatives and are seeing tangible changes and benefits in the Company. As we move towards a sustainable future, we remain committed to learning and implementing new strategies to improve. Our DE&I centric approach has assisted in attracting and retaining top talent, while also ensuring our customers are receiving excellent service.”
BELCO’s ongoing DE&I journey demonstrates our commitment to a more sustainable future. As we strive to continuously evolve and progress, we will seek out and implement further opportunities for growth and improvement. We are proud of the progress we have made and continue to make and look forward to a more diverse, equitable and inclusive company culture and workforce in the future.
Our Commitment to Sustainability
At BELCO, we are committed to creating and supporting a diverse, equitable and inclusive company culture which we believe results in a more just society, resilient community, and high-performing workforce.
We understand that sustainability extends beyond the environment. We recognise that we have a social responsibility to our community and our team to develop and enact policies that support Diversity, Equity and Inclusion (DE&I). With a team of 234 employees, we strive to continuously evolve our DE&I approach to ensure every team member knows that they are valued; receives fair and equitable treatment; has a voice that can be heard; and has a place they know that they belong.
We’re excited to continue sharing our sustainable journey with you.
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