Starfish has worked with our contacts and colleagues in local government to create a list of talented housing officers, which has been featured in the MJ magazine.
Starfish and MJ top talent - housingStarfish Search and PPMA Webinar: Embrace your Imposter
Friday the 4th of October 2024 at 12pm – Register here
Imposter syndrome comes in many forms – not just self-doubt. Imposter syndrome can affect anyone of any gender, at any age and stage of their careers. It’s also been identified as a key symptom during perimenopause. We’re delighted to announce an exciting and insightful upcoming webinar for the PPMA, looking at the feeling of imposter syndrome when starting a new role.
The session will aim to give you an understanding of your own imposter, what type of imposter you are, and a toolkit to help you love your imposter as a friend not a foe. We will walk you through the realities of imposter syndrome with some real-life case studies and then uncover ways to harness the fear, reframe it and overcome any feelings of being an imposter in the workplace.
This interactive session will be led by City CV’s CEO & Founder, Victoria McLean. Passionate about DE&I, Victoria is an international keynote speaker at female-focused events. Her original insights address topics including imposter syndrome, the art of personal branding, the impact of menopause on business success, setting boundaries at work, and staying visible in a hybrid world.
Get in touch with the team at info@starfishsearch.com for more information.
On this month’s edition of Starfish Sessions, Tim Farr sits down with Alison Brown, External Affairs expert and proud advocate for neurodiversity.
Please do introduce yourself: who you are, with a brief summary of your career?
I’m Alison Brown, and I’m Director of Communities and External Engagement at the Open University. This is the third university I’ve worked in, and before that I spent 10 years working in central government.
Can you tell us a bit more about the work you’re doing currently?
I see my role as helping the OU to be more externally facing. I really enjoy the variety of working across different functions, and building bridges across boundaries to collaborate with internal and external partners. This has been the best role of my career: the OU’s powerful social mission is very energising, and I enjoy spotting synergies across our complex stakeholder landscape.
What strengths do you bring to your work?
I have lots of partnerships expertise but I’m not a specialist. I think this is linked to me being neurodivergent: I don’t like specialising, I prefer variety, drawing on the best of comms, external affairs, policy, and income generation. I create coherence across multiple functions, which helps when navigating complexity. External partners appreciate when I can explain the whole organisational offer.
But that approach can make it tough for me to search for a job. Vacancies often focus on one specialism, but I don’t fit neatly into a little box. It’s such a missed opportunity when teams work in silos.
I noticed you’ve split your time between permanent and non-executive work, is this a challenge to balance?
Another example of me finding ways to stretch myself. I was careful to choose roles that don’t require a huge time commitment. Whereas some people might find these different roles a distraction, I actually perform better at the OU because I am building my network, learning about myself, and capturing ideas that I can apply in my day job. I love spotting connections and bringing wider learning from my non-executive roles back to the OU.
You state publicly on your LinkedIn profile that you proudly neurodivergent and an advocate for neurodiversity. Can you tell us a bit more about your own neurodiversity?
I was diagnosed with ADHD about 3 years ago – up until that point I had no idea. I remember going to a presentation about neurodiversity with a previous employer and came out none the wiser. The presentation focused on the medical definitions, but I had learned how to fit into a neurotypical world in my life so I couldn’t recognise any of it.
There were plenty of hurdles to overcome to reach the point of diagnosis. Having made that progress, it drove me to start sharing my experience and talking about my neurodivergent experience: explaining how it feels, the things that can’t be defined or measured so aren’t covered in the diagnostic process.
I’m very careful about the wording I use on my LinkedIn profile. I like the word “neurodivergent”: it’s intentionally broad. Adding this to my profile starts conversations without people making assumptions about me. If I described myself with the label “ADHD”, many people will jump to conclusions based on what they know about ADHD, whereas actually they don’t know about my ADHD.
For example, I often find it difficult to follow social interactions, and I really struggle with sensory overload. Both of these are more commonly linked to autism. Pre-diagnosis, I assumed I was socially inept – I felt like the outsider. I had no idea I was experiencing sensory overload until I investigated it, yet with hindsight, I remember sitting on a train with headphones on without any music – I was trying desperately to block out sounds. In so many aspects of my life, I was just functioning, burying emotions to keep going. Apparently successful on the outside, yet inside, feeling isolated and confused.
How long have you been consciously aware of your neurodiversity?
I had no idea before I was formally diagnosed. I remember searching online “reading disability not dyslexia.” I struggled to absorb information while reading, I could read the words so I knew it wasn’t dyslexia, but I couldn’t absorb and combine the meaning. That was the only clue I had. Everything else I noticed pre-diagnosis, you could sum up as a character flaw – missing trains, interrupting people, losing control of my inbox, leaving deadlines until the last minute. Undiagnosed ADHD can trigger a huge amount of shame because it looks as though you’re just not trying hard enough.
Do you think neurodiversity has had an impact on your career, and if so, in what way?
You could say I have an ADHD CV – I changed jobs every year, in fact my current role is the longest role I’ve ever had. I’ve always looked for a new challenge, but some hiring managers are sceptical of so much change. Getting a diagnosis means I can understand my brain, which makes it possible to stretch myself in new ways without changing role so frequently.
I’ve had jobs that have played to my strengths and others that haven’t. It’s not just the jobs themselves – the culture of the organisation and line management are both massively important. The more I know about myself, the more I can make an informed decision when choosing a job to put myself in the best position to succeed.
There are many ways employers can be neuro-inclusive – these things often benefit everyone. For example, easy to navigate website and application form, a clear corporate message and plan, succinct job descriptions, precise application instructions. Neurodivergent candidates will struggle more if those things aren’t in place.
What impact, positive or negative, has being an open and proud advocate for neurodiversity had?
There’s an element of self-interest in my decision to be open about this, my neurodiversity is still new to me so talking about it helps me process this new part of my identity.
Neurodiversity is invisible unless we talk about it. I flag barriers I’ve faced and how I get over them in the hope that others will find it easier next time. I’ve found colleagues approach me and share similar experiences about themselves and relatives.
Charities like Genius Within and Neurodiversity in Business and are making huge strides. There’s still a lot of misunderstanding and myths about neurodiversity and I’d encourage everyone to visit these websites to learn how they support themselves and others.
As a recruitment organisation, I’d be particularly interested to hear about your experience during interview and wider employment processes, both good and bad. Have you had any difficulties during these processes? Or positive experiences you’d like to share?
The bad – ignoring requests for reasonable adjustments, the email is left unanswered, and giving very short notice for interviews.
The middle – providing questions in advance when requested, but asking them in a different order or going off on unstructured tangents.
The good – prompting candidates throughout the process to request reasonable adjustments. Being responsive and understanding.
Sharing photos of the interview panel before the interview. Scheduling breaks if there are several assessment stages in one day, to reduce overwhelm. Offering flexibility on the format if a presentation is involved: instead of insisting on slides, ask instead “how would you prefer to share your views on this topic we’ll be discussing?” I’ve always felt the interview process needs to be reimagined. Interview panels are memory tests, you need examples prepared, the ability to recall those examples succinctly and adjust depending on how many examples are required. How many jobs actually require a strong memory?
If you look at standard interview tips, it’s common to insist on maintaining eye contact, yet I do my best thinking looking off into the distance. There are so many logistical and sensory challenges for me attending an interview in person – these are not the best conditions in which I can thrive.
If an employer has a rigid or vague interview structure, as a candidate I know I won’t feel psychologically safe in your culture and I won’t be able to demonstrate my strengths.
What has been your experience of workplace support and adjustments, and do you think current systems do enough to support neurodiverse people?
No, I don’t think there is enough support for neurodivergent employees currently. There are definitely pockets of good practice, but by and large organisations aren’t doing enough to educate their staff about neurodiversity, particularly line managers who must play such an important role.
I really encourage line managers to listen, invest time in learning and listening to the needs of employees. Line managers can help colleagues navigate systems, because requesting support can feel emotionally vulnerable and draining.
Access to Work government grants have been valuable in funding workplace adjustments and coaching to help me perform at work (although I hope approvals will be processed more quickly in future).
What’s been the proudest moment of your career?
Landing on my feet at the OU and succeeding while adjusting to discovering my neurodivergent identity.
What advice would you give to your younger self with the knowledge you have now?
When people are late diagnosed, it usually prompts some feelings of regret or sadness. You think back to previous situations where you were struggling and you didn’t understand – finally you know why. I prefer to look forward, I wouldn’t want to change the past, but it can feel very emotional, empathising with my younger self.
What’s my advice? If there’s something that doesn’t make sense or you’re struggling with, investigate further. Talk to other people, listen to experiences and see if you can find something that resonates. Anything that can help you understand your experience better will make it easier for you to flourish and put yourself in settings that play to your strengths.
We are pleased to be hosting an online information session with Essex County Council to discuss the recruitment of the new Director of Essex Digital Service.
This will be a chance for anyone who is interested in the role and Essex County Council to join us and hear from Nicole Wood, Essex’s Executive Director Finance & Technology. Nicole will share more about this exciting position as well as the council’s ambitions for digital and whole council transformation.
It will also give you the chance to ask some specific questions about the role, the Council and the application process.
The event will take place via Zoom on Tuesday 3 September 2024 from 6pm – 7pm.
Fill in the form below to register your interest. We look forward to seeing you there!
We are delighted that Starfish Search has risen from 23rd to 16th in 2024 making us now a Gold supplier within the Interim Management industry. Starfish Search turned five this year and we have developed our Interim Talent practice focusing on the Social Sector, Local Government and Public Policy markets. We remain committed to supporting the interim market with a fresh and honest approach.
The results of the survey are always interesting and insightful. What is quite stark this year is the changes in the split between interims in the private vs public sector, with 68% responding to the survey coming from the private sector. This figure has risen 11% since 2023, against 27% of interims who responded from the public/third sectors, which is a reduction from 37% in 2023. The mood is also quite different from interims responding from the private sector. There is more confidence and optimism for growth in private sector against the public sector which has a less positive outlook. I am sure we are all feeling that, as public sector budgets are flat and even with a new government in place, we do not expect to see this change quickly. Today we had the Kings Speech, and the new government will promote “economic stability” giving more confidence to private investors about the economy and policy. There is a clear commitment to place economic growth and wealth creation in communities as a “fundamental mission”. At Starfish we see 2024 as the year for hope and optimism.
What is encouraging for Starfish is that we are growing our market share, across all our sectors, and we have an experienced team of sector experts who can help/advise you at different stages within your interim search. We were also delighted to see Lorraine Payne who focuses on the Local Government market being recognised in the top 10 Consultant list for the first time.
To read the full survey please click here.
If you would like to talk to a Starfish Consultant or register your CV with us for future interim roles – interim@starfishsearch.com
Please also follow us on Linked In to be kept up to date on events, webinars and live roles – https://www.linkedin.com/company/starfish-search/
As a trusted partner to organisations across civil society and the public sector, Starfish has the privilege of working with change makers and thought leaders who directly influence the very fabric of society. Be that through campaigning and lobbying, direct interventions and outreach or transformation within the machinations of government itself, our clients are forces for good in this world.
With this privilege comes responsibility and Starfish recognise more than ever in these times of increasing polarisation that we have a duty and opportunity to advise and counsel those who deliver change on how to do so meaningfully, authentically and inclusively. Equality, Diversity and Inclusion are more than abstract concepts to us and using our platform to foster a more welcoming climate for marginalised people – be that through our recruitment activities, our advisory services or thought pieces like this one – is a core tenet for Starfish and one we are deeply committed to.
As Pride Month 2024 draws to a close, Starfish would like to offer some reflections on how, as both individuals and as organisations, a greater focus on year-round allyship and inclusion can be embedded into our actions so we can use the public profile and influence we have to counter the rising tides of exclusion and discrimination when it comes to gender identity and the broader LGBTQ+ Community.
Republican or Democrat? Conservative or Labour? Indian National Congress or Bharatiya Janata Party? African National Congress or Democratic Alliance? Wherever you look, 2024 is a year of election after election, held against increasingly polarised political landscapes. One side says the grass is green, the other claims its rival will charge you for it to be dyed red. But this polarisation isn’t just the travail of party politicians – arguments rage all around us, social media is ablaze and print journalism continues to fan the flames.
A community where this phenomenon is particularly, acutely felt is the LGBTQ+ community, the community that I call home. Without playing marginalisation ‘top trumps’, queer communities find themselves on the receiving end of a horrific amount of societal, and physical, violence.
Transphobia in particular (used as an umbrella term to denote the discrimination faced by those who are transgender, gender non-conforming and non-binary) has found itself a la mode. Indeed, for a group that, in the UK that makes up only 0.5% of the adult population[1], trans[2] people find themselves in the news and public commentary nearly every single day.
Sadly, the list of occurrences of trans people being a political football is a long and painful one.
These examples and many, many more have sparked a decline in support for trans people. In 2016, 58% of respondents to the British Social Attitudes survey agreed with the statement “a person who is transgender should be able to have the sex recorded on their birth certificate changed if they want”. In 2023, that number dropped to 24% – a marked drop. Similarly, between 2019 and 2022, 18% less people described themselves as “not prejudiced at all against people who are transgender” – a decline of nigh on 1/5th.
However, even with this worrying drop, 64% of people still declared this lack of prejudice. Sixty-Four percent. With some [very] liberal extrapolation of this data, this would mean circa 43 million people in the UK are, at worst unbothered by trans people. Even if only 1 in 10 of this grouping would consider themselves allies, that’s nearly 4.5 million voices fighting for the rights of the circa 300,000 trans people in the UK. That’s fifteen allies for every trans person in the country.
Yes, this statistical analysis certainly wouldn’t stand up to scrutiny if submitted to an academic journal. But what it does show is the immense potential of allyship and inclusion in these times of polarised politics.
As an individual, you might already consider yourself as an ally. If so, thank you, welcome, bienvenue. Allies are always welcome. However, please remember that allyship isn’t just adding pronouns to your email signature, it isn’t just changing your company’s colours in June.
Allyship is the energy you put into the world, the approach you take to embracing, uplifting, supporting, commiserating and celebrating your fellow human beings. It’s not performative, it’s not transactional. It is authentically and wholeheartedly showing up for the marginalised.
When nearly 1/5th less of the UK population would declare themselves not prejudiced against the trans community, the allies that remain are crucial and their voice needs to be louder than ever. Their love needs to be stronger than ever. Their support more authentic than ever.
In practice this could look like:
If the media and the political class are fuelling prejudice, then allies can fuel the winds of change. Allyship. It is the most powerful thing you can do.
I would posit that, as much as Duolingo and other marketing innovators like Mind and Ryanair might like us to consider them almost human entities through their [often] brilliant (and perhaps frequently unhinged) TikToks, businesses are not individuals.
Yes, they hire individuals, and those individuals can use their position, their platform and their voice to carry out acts of allyship, but how often is such action down to the goodwill of individual ‘activists’, delegated to an ‘EDI Officer’ or solely platformed during Pride Month or Black History Month? I will leave these questions rhetorical, but I think a lot of us from marginalised communities would provide a rather cynical answer…
And yet, as I sit and type this, I can see a City of London Corporation building, flying, not only a pride flag, but the updated Intersex Inclusive Progress Pride flag, out the window of our office. Someone took the time to review and purchase the most recent iteration of the pride flag. Someone decided to go above and beyond and rather than using an old rainbow flag, decided to ensure anyone walking by would see the chevrons representing intersex and trans folks and people of colour, as well as the traditional rainbow.
Now, this may all be a happy accident that I am reading too far into. However, for arguments sake, let’s say this was deliberate. This summarises the above and beyond attitude to inclusion that queer and specifically trans people, need to see from businesses and organisations across the board.
I’m not saying that all a company has to do is buy a new flag and all their sins will be absolved, far from it. Inclusion must be active and authentic, just as allyship cannot be superficial and performative. However, it is when organisations take the time to question themselves, to question their actions and to question the systemic and societal structures in which they operate, that is when inclusion can be a truly radical force for good.
In practice this could look like:
Whilst these points are obviously much easier when we think of larger organisations with budget to spare, this doesn’t mean that SMEs and the microbusinesses of this world don’t have a role to play or that they can’t make an impact.
At this scale it might look more like:
If businesses adopt a ‘thinking above and beyond’ approach to inclusion and keep themselves on the front foot, then they can authentically and legitimately make a difference in fighting the normalisation of marginalisation and discrimination of trans people and the broader LGBTQ+ community.
Inclusion. It might just be the most powerful thing your organisation can do.
Please reach out to Elisha Savidge, a Consultant in our Board Practice, if you would like to discuss this article in more detail.
elisha.savidge@starfishsearch.com
Footnotes:
[1] According to 2021 England and Wales Census data, 0.5% of the population aged 16 years and over reported that their gender identity was different to their sex registered at birth
[1] Trans is used as an umbrella term to indicate the inclusion of gender identities across the spectrum, including but not limited to those who are transgender, gender non-conforming and non-binary.
Starfish Search were delighted to partner with City CV in their most recent webinar – Incredible Interviews. It’s a subject which is important to everyone who is active in the job market, and we had an enthusiastic audience of 130 people, ready to share their experience and hear some top tips for success.
Interviews are precious and they present us with a golden opportunity to tell a compelling story about ourselves and how we are the best person for the job. Victoria McClean from City CV shared some research to show that on average it requires more than 20 job applications to get through to the final interview stage. Therefore, after such a competitive process to win an interview, we deserve to invest in some focused preparation to ensure success.
As people we are creatures of habit – we love routine and what is familiar to us and therefore it is all too easy to fall back on tried and tested methods, even when they are not working for us. In this webinar we looked at some new approaches to break the mould.
Top Tips
#1 Know your Pitch – your CV, Linked in Profile, supporting statement – all of these documents should align to the core message about who you are and how you can bring an incredible return to the interviewer if they hire you.
#2 Do your company research – demonstrate your commercial or sector awareness. Network with people you know in the company or aligned sector before your interview so that you can demonstrate relevant knowledge and insight.
#3 Research what your interviewer needs – read the job spec and candidate pack and be clear on what will the KPIs of this role be. Ensure you convey the skills and experience you have to meet those KPIs and be clear on what makes you different.
#4 Be clear on your own agenda throughout the interview – what are the key things that you need to tell them and weave these into your answers. Don’t wait for the interviewer to ask you the right question to get your points across – they are the golden thread running across your answers and they underpin your own personal brand.
#5 Treat every question as an opportunity to bring in your agenda and ensure your differentiating points, skills and experience are made.
#6 Be a -STAR – Lead with Situation, Task, Action, Result.
#7 Showcase your motivation – what is it about the role, the company, the sector that excites you. Use the opportunity for questions to link in information about your own skills and experience.
#8 Be smart – ask smart questions and avoid questions which are too general or bland. Show your interest and appear informed.
#9 Your voice is your friend – use it effectively. Avoid speaking too quickly and allow pauses to emphasise what you are saying. Breathe deeply and ensure you have a rhythm to your voice which will give authority and gravitas to what you are saying.
At Starfish Search we’re proud to support so many people on their employment journeys. If you would like to connect with us to discuss how we might help you, we would love to hear from you.
This webinar is available until 20th July: https://attendee.gotowebinar.com/register/2455623321232149079
We are delighted to be teaming up with City CV for a series of Webinar Masterclasses throughout the year. Please follow us for all the latest news and events https://www.linkedin.com/company/starfish-search