{"id":19086,"date":"2020-11-11T11:00:51","date_gmt":"2020-11-11T11:00:51","guid":{"rendered":"https:\/\/work.life\/?p=19086"},"modified":"2024-12-13T12:53:08","modified_gmt":"2024-12-13T12:53:08","slug":"work-happier-brainlabs","status":"publish","type":"post","link":"https:\/\/work.life\/blog\/work-happier-brainlabs\/","title":{"rendered":"Work Happier: Leyla Omar, Director of Diversity &#038; Inclusion at Brainlabs"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_81 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Quick Links<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#First_of_all_wed_love_to_hear_a_bit_about_you_%E2%80%93_where_you_were_before_Brainlabs_when_you_joined_the_company_and_your_role\" >First of all, we\u2019d love to hear a bit about you &#8211; where you were before Brainlabs, when you joined the company, and your role.<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#Say_I_knew_nothing_about_Brainlabs_what_can_you_tell_us_about_the_company_ethos_values_and_culture\" >Say I knew nothing about Brainlabs, what can you tell us about the company ethos, values and culture?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#Now_for_the_big_question_why_is_D_I_so_important_in_the_workplace_Why_do_businesses_need_to_make_it_a_priority\" >Now for the big question: why is D&amp;I so important in the workplace? Why do businesses need to make it a priority?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#Thinking_right_back_to_before_Covid_what_initiatives_did_you_have_in_place_at_Brainlabs\" >Thinking right back to before Covid, what initiatives did you have in place at Brainlabs?<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#%E2%80%9CIts_our_duty_to_ensure_our_teams_are_well_supported_throughout_this_period_of_uncertainty%E2%80%9D\" >&#8220;It&#8217;s our duty to ensure our teams are well supported throughout this period of uncertainty.&#8221;<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#What_have_been_the_effects_of_the_pandemic_on_D_I\" >What have been the effects of the pandemic on D&amp;I?\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#When_Coronavirus_hit_how_did_you_change_your_approach_Was_there_anything_that_was_more_or_less_impactful\" >When Coronavirus hit, how did you change your approach? Was there anything that was more or less impactful?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#Are_your_team_still_working_remotely_What_have_been_the_main_challenges_while_your_team_arent_all_together\" >Are your team still working remotely? What have been the main challenges while your team aren&#8217;t all together?<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#%E2%80%9CD_I_shouldnt_be_your_%E2%80%98competitive_edge_but_a_societal_commitment%E2%80%9D\" >&#8220;D&amp;I shouldn\u2019t be your \u2018competitive edge\u2019, but a societal commitment.&#8221;<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#What_advice_would_you_give_small_to_medium-sized_businesses_looking_to_improve_diversity_inclusion\" >What advice would you give small to medium-sized businesses looking to improve diversity &amp; inclusion?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#Many_companies_will_have_been_hit_hard_during_this_time_%E2%80%93_and_that_often_means_a_reduced_peoplehiring_budget_What_can_businesses_be_doing_to_improve_their_D_I_efforts_regardless_of_their_budget\" >Many companies will have been hit hard during this time \u2013 and that often means a reduced people\/hiring budget. What can businesses be doing to improve their D&amp;I efforts regardless of their budget?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/work.life\/blog\/work-happier-brainlabs\/#And_finally_Leyla_what_makes_you_happy_at_work\" >And finally Leyla, what makes you happy at work?!<\/a><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<p><em>We\u2019re Work.Life, the workplace wellbeing experts. Over the last 5 years, we\u2019ve been finding out the secrets to what makes people happy at work, creating our very own<\/em><em>\u00a0<\/em><em><a href=\"https:\/\/work.life\/blog\/\">Work Happy podcast,<\/a><\/em><em>\u00a0<\/em><em>and trying to measure happiness in our workspaces. In light of Covid-19, we wanted to take it one step further, and find out how people leaders at some of our favourite businesses have been navigating the pandemic and keeping their teams (you guessed it\u2026) happy and engaged at work.<\/em><\/p>\n<p><em>This week, we talk prioritising diversity &amp; inclusion through uncertain times with Leyla Omar, Diversity &amp; Inclusion and Operations Director at <a href=\"https:\/\/www.brainlabsdigital.com\/\">Brainlabs<\/a>. We picked Leyla\u2019s brains (excuse the pun) about the importance of D&amp;I at work, the impact of this year, and the kinds of initiatives she&#8217;s put in place&#8230;<\/em><\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"First_of_all_wed_love_to_hear_a_bit_about_you_%E2%80%93_where_you_were_before_Brainlabs_when_you_joined_the_company_and_your_role\"><\/span><strong>First of all, we\u2019d love to hear a bit about you &#8211; where you were before Brainlabs, when you joined the company, and your role.<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Prior to Brainlabs, I worked in several companies: a high-growth tech startup, a language school in the Canary Islands, and even in the fashion industry. I studied at the University of Oxford, though I\u2019m sure my tutors will be disappointed to learn that my Spanish degree has no bearing on what I do now\u2026<\/p>\n<p>I joined Brainlabs in July 2017 as a member of the Operations team. I\u2019m really grateful that my role has always been varied, allowing me to work on a vast range of projects such as developing our training scheme, building data modelling infrastructures, and forming the M&amp;A team to project-manage two international integrations.<\/p>\n<p>Since joining, I have been heavily involved in Brainlabs\u2019 equality initiatives, but this summer I was officially appointed as our Diversity &amp; Inclusion Director (alongside my Operations role). It is now my responsibility to <strong>develop the company\u2019s D&amp;I strategy<\/strong>, and ensure we are <strong>implementing inclusive and equitable processes and policies<\/strong>.<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Say_I_knew_nothing_about_Brainlabs_what_can_you_tell_us_about_the_company_ethos_values_and_culture\"><\/span><strong>Say I knew nothing about Brainlabs, what can you tell us about the company ethos, values and culture?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Corporate culture is often simply the result of normalised behaviours over time, which are never questioned or properly considered. At Brainlabs, however, we work to deliberately <strong>cultivate a welcoming and inclusive atmosphere for people of all identities<\/strong>.<\/p>\n<p>Our values around teamwork and growth mindset form the core of our culture and drive everything we do: in measuring individual performance, celebrating successes and pitching our services to clients. It\u2019s critical that these values trickle down into the way we interact with one another, the behaviours we champion, and the decisions we make across the business.<\/p>\n<p>Notably, Brainlabs prides itself on offering accelerated career paths: with fast-paced company growth comes a wealth of personal development opportunities \u2013\u00a0and my dual role is testament to that!<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Now_for_the_big_question_why_is_D_I_so_important_in_the_workplace_Why_do_businesses_need_to_make_it_a_priority\"><\/span><strong>Now for the big question: why is D&amp;I so important in the workplace? Why do businesses need to make it a priority?<\/strong><strong><br \/>\n<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>A lot of people would answer this question by droning on about how diverse workforces lead to improved commercial performance blah blah blah&#8230;<\/p>\n<p>Personally, I don\u2019t like to frame the importance of D&amp;I from a financial perspective. Of course, money is necessary for companies to function. However, people should strive for equality not to make themselves richer, but because it\u2019s the right thing to do.<\/p>\n<p>Our ways of working are shifting: nowadays, people no longer stick at the same 9\u20135 job for 40+ years until retirement. Rightly so, we all have higher expectations of what we look for in an employer \u2013 most of us spend more time at work than with friends or family \u2013 so if a workplace doesn\u2019t meet our requirements, sometimes the easiest solution is trying to find something else (which is in itself a privilege).<\/p>\n<p>In the year 2020, we shouldn\u2019t have to demonstrate why companies can benefit from diversity and inclusion initiatives. <strong>D&amp;I is a moral imperative<\/strong>, and those who don\u2019t embrace it will ultimately lose out.<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Thinking_right_back_to_before_Covid_what_initiatives_did_you_have_in_place_at_Brainlabs\"><\/span><strong>Thinking right back to before Covid, what initiatives did you have in place at Brainlabs?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Pre-pandemic we already had various D&amp;I measures in place, largely driven by our<strong> in-house equality committee<\/strong>. For example, we delivered in-house unconscious bias and disability-awareness trainings for all employees, hosted inclusivity events (eg. inviting speakers for International Women\u2019s Day), and ran a campaign to diversify the literature within our company library.<\/p>\n<p>Having this solid grounding made it much easier for me to hit the ground running as soon as I stepped into my official D&amp;I role: it was simply a case of taking what we\u2019ve already done and pushing it further.<\/p>\n<p>&nbsp;<\/p>\n<h2><span class=\"ez-toc-section\" id=\"%E2%80%9CIts_our_duty_to_ensure_our_teams_are_well_supported_throughout_this_period_of_uncertainty%E2%80%9D\"><\/span>&#8220;It&#8217;s our duty to ensure our teams are well supported throughout this period of uncertainty.&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><strong>\u00a0<\/strong><\/p>\n<h4><span class=\"ez-toc-section\" id=\"What_have_been_the_effects_of_the_pandemic_on_D_I\"><\/span><strong>What have been the effects of the pandemic on D&amp;I?<\/strong><strong>\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>It goes without saying that the Coronavirus pandemic has disproportionately impacted certain demographic groups more than others: people of colour have been <a href=\"https:\/\/www.theguardian.com\/business\/2020\/oct\/27\/furloughed-ethnic-minorities-and-young-hit-hardest-by-job-losses\">hit hardest by job losses<\/a> and our overall\u00a0<a href=\"https:\/\/assets.publishing.service.gov.uk\/government\/uploads\/system\/uploads\/attachment_data\/file\/892376\/COVID_stakeholder_engagement_synthesis_beyond_the_data.pdf\">health outcomes<\/a> are poorer. Whilst the move to more flexible working has benefited some, it has created new challenges for others (such as young people and those with caring responsibilities). Covid-19 precipitated an unforeseen plunge into economic recession, which \u2013 I\u2019m disappointed to note \u2013 led to many companies scaling back their D&amp;I agendas, framing it as a nice-to-have, cherry-on-top strategy.<\/p>\n<p>Having said that, we mustn\u2019t overlook the fact that the pandemic coincided with the globalisation of the Black Lives Matter movement.\u00a0<a href=\"https:\/\/www.nytimes.com\/interactive\/2020\/07\/03\/us\/george-floyd-protests-crowd-size.html\">Record-breaking numbers<\/a>\u00a0took to the streets in impassioned protest against systemic racism after the murder of George Floyd, which catalysed a collective (and long overdue) awakening to injustices around the world. Fortunately, this outrage subsequently trickled down into corporations, providing diversity and inclusion agendas with a newfound sense of urgency.\u00a0<a href=\"https:\/\/business.linkedin.com\/talent-solutions\/blog\/diversity\/2020\/why-the-head-of-diversity-is-the-job-of-the-moment\">LinkedIn data<\/a> shows an enormous upward spike in the number of D&amp;I roles posted following BLM protests in June (the number of people globally with a Head of Diversity job title has grown by 107% since 2015).<\/p>\n<p>The ongoing instability caused by coronavirus is likely to<strong> exacerbate inequalities<\/strong>, making D&amp;I more important than ever. It&#8217;s our duty to ensure our teams are well supported throughout this period of uncertainty. I really hope that other companies continue to hold themselves accountable and maintain this momentum so that D&amp;I doesn\u2019t slip off leadership agendas once the rallying cries for equality begin to quieten down.<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"When_Coronavirus_hit_how_did_you_change_your_approach_Was_there_anything_that_was_more_or_less_impactful\"><\/span><strong>When Coronavirus hit, how did you change your approach? Was there anything that was more or less impactful?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>The biggest shift in our approach to D&amp;I following the hit of Covid-19 was the <strong>formalisation of dedicated diversity and inclusion roles<\/strong>. Despite having good intentions historically, I feel our approach now benefits from the necessary ownership, commitment and consistency in order to move us closer towards achieving our diversity objectives.<\/p>\n<p>Since my appointment, I\u2019ve been in the fortunate position where I am able to bridge the gap between our employees, HR and senior leadership, which has made it significantly easier to advance our goals. We also revamped our <strong>Diversity &amp; Inclusion committee<\/strong>, allowing us to bring new, fresh perspectives to the fore. I\u2019m thrilled that we\u2019ve managed to make some huge strides in the last few months, such as: removing names and CVs from all entry-level role recruitment, revamping our parental-leave policy to become gender-neutral, delivering company-wide inclusivity training, launching Employee Resource Groups, and publishing our\u00a0<a href=\"https:\/\/www.brainlabsdigital.com\/diversity-inclusion-uk-report-2020\/\">demographic report<\/a>. We still have a way to go, but I\u2019m invigorated by the progress we\u2019ve already made.<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Are_your_team_still_working_remotely_What_have_been_the_main_challenges_while_your_team_arent_all_together\"><\/span><strong>Are your team still working remotely? What have been the main challenges while your team aren&#8217;t all together?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>The majority of us are still working remotely, but our London office is open on a rota basis for those who feel they are unable to work from home effectively. We decided that this was the most equitable solution to address that everyone has differing personal circumstances (which individuals shouldn\u2019t feel pressured to divulge to their employer). Empowering our colleagues with this choice also gifts them a small degree of control in what otherwise feels like a powerless situation.<\/p>\n<p>Back before any of us knew what social distancing was, we had a great deal of office-based perks \u2013 like yoga classes and office dogs \u2013 that created a fun atmosphere. Lunchtimes were always buzzing with conversation, and offered a chance to unwind whilst enjoying our delicious free food (which I certainly miss!). One of our key challenges now is fostering a strong remote-working culture. Trying to capture that same sense of camaraderie is much harder when we\u2019re not all in the same place. I imagine this is particularly isolating for anyone who has joined a new company whilst remote.<\/p>\n<p>Nevertheless, I\u2019m really impressed by how well our teams have managed to recreate this atmosphere despite physical distance (eg. remote socials and weekly quizzes). We\u2019ve even launched our own lunch delivery service,\u00a0<a href=\"https:\/\/www.linkedin.com\/posts\/brainlabs-digital_we-thought-it-was-about-time-we-opened-the-activity-6724997288055324672-tYdn\">BrainFood<\/a>, to keep providing our employees with free meals.<\/p>\n<p><strong>\u00a0<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"%E2%80%9CD_I_shouldnt_be_your_%E2%80%98competitive_edge_but_a_societal_commitment%E2%80%9D\"><\/span>&#8220;D&amp;I shouldn\u2019t be your \u2018competitive edge\u2019, but a societal commitment.&#8221;<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"What_advice_would_you_give_small_to_medium-sized_businesses_looking_to_improve_diversity_inclusion\"><\/span><strong>What advice would you give small to medium-sized businesses looking to improve diversity &amp; inclusion?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>Seize this opportunity to <strong>embed D&amp;I into everything you do<\/strong>. As your company grows, it will become more arduous, bureaucratic and expensive to try to reverse years of biased decision-making, processes and infrastructures. So it\u2019s really key to put in that initial groundwork now whilst your organisation is still relatively agile.\u00a0<strong><br \/>\n<\/strong><\/p>\n<p>Make sure you are constantly asking yourselves the right questions at every level of your operating model: are our hiring practices inclusive? Does our leadership team reflect the type of organisation we want to become? Do we solicit honest feedback? Are our people promoted fairly?<\/p>\n<p>And if you don\u2019t know what to do, network! D&amp;I shouldn\u2019t be your \u2018competitive edge\u2019, but a societal commitment. <strong>Talk to others about their approach to D&amp;I<\/strong> and learn what you could apply to your own company. There\u2019s no excuse. Act now!<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"Many_companies_will_have_been_hit_hard_during_this_time_%E2%80%93_and_that_often_means_a_reduced_peoplehiring_budget_What_can_businesses_be_doing_to_improve_their_D_I_efforts_regardless_of_their_budget\"><\/span><strong>Many companies will have been hit hard during this time \u2013 and that often means a reduced people\/hiring budget. What can businesses be doing to improve their D&amp;I efforts regardless of their budget?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>In the immortal words of J Lo, &#8220;even if you were broke, my data don\u2019t cost a thing&#8221;. Okay, maybe she didn\u2019t sing those words exactly. But it\u2019s true! In my eyes, the most powerful tool at your disposal is having really robust reporting infrastructures in place. You should be <strong>routinely measuring your company demographics<\/strong>, benchmarking against the local population, and specifically assessing the inclusion scores of underrepresented groups. The more anonymity you provide, the better the quality of your data.<strong><br \/>\n<\/strong><\/p>\n<p>These data points are incredibly valuable in order to inform where you should be focussing your efforts, and what will have the maximum impact upon your organisation.<\/p>\n<p>&nbsp;<\/p>\n<h4><span class=\"ez-toc-section\" id=\"And_finally_Leyla_what_makes_you_happy_at_work\"><\/span><strong>And finally Leyla, what makes you happy at work?!<\/strong><strong><br \/>\n<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>The most rewarding element of my D&amp;I role is when I manage to make a tangible improvement to someone\u2019s life. Don\u2019t get me wrong, it\u2019s also exciting when we roll out new company initiatives or reach big milestones, but the true sense of fulfilment is usually on a more personal level, rather than professional.<\/p>\n<p>All it takes is one kind message or reports of a happier employee to give me that magical glowy feeling that I\u2019m making some small amount of difference. As the old clich\u00e9 goes: we should all try to leave this world a little better than we found it.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Want to know more about how we achieve work happiness in our coworking spaces? Read more\u00a0<a href=\"https:\/\/work.life\/about-us\/\" target=\"_blank\" rel=\"noopener noreferrer\">about Work.Life<\/a>\u00a0or\u00a0<a href=\"https:\/\/share.hsforms.com\/1YdS6T6_kQNqj-EXCHmVXsQ17si5?__hstc=268012625.c6d8af0693676416b33a6bffe941aa78.1604659659181.1604998595597.1605010008649.13&amp;__hssc=268012625.3.1605010008649&amp;__hsfp=3613051382\" target=\"_blank\" rel=\"noopener noreferrer\">sign up to our monthly newsletter<\/a>\u00a0for more insightful content like this.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>We\u2019re Work.Life, the workplace wellbeing experts. Over the last 5 years, we\u2019ve been finding out the secrets to what makes&#8230;<\/p>\n","protected":false},"author":63,"featured_media":19094,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_eb_attr":"","content-type":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"categories":[1],"tags":[],"post_type_category":[],"authors":[168],"class_list":["post-19086","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-work-wellness-and-culture","authors-laura-morton"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.0 (Yoast SEO v27.0) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Work Happier: Leyla Omar, Director of Diversity &amp; Inclusion at Brainlabs - Work.Life<\/title>\n<meta name=\"description\" content=\"We speak to Leyla Omar, Diversity &amp; Inclusion Director at Brainlabs, about how businesses can prioritise diversity &amp; 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