Macmillan Meets… Woosh Raza, Head of People and Culture, Pheonix Futures

In this issue of ‘Macmillan Meets…’ we spoke to Woosh Raza, Head of People and Culture and Pheonix Futures. Woosh developed his career in the health and social care sector, heading up HR teams in mental health and learning disability organisations. Woosh has worked for the third, public and private sectors, with experience in developing and implementing equality and diversity strategies. A strong advocate for all things diversity and inclusion, Woosh hosts his own podcast on the topic, as well as championing the issue as a speaker at several events. As if that isn’t enough, Woosh is also Co-chair of the central London branch of the CIPD.

Here, Ant Coen, Principal Consultant at Macmillan Davies speaks with Woosh about his career, diversity and inclusion in the third sector and his views on the future of the HR function.

Tell me about your career to date

How long have you got! I started out working in banking and moved quickly into HR roles within health and social care. I have worked at all levels in HR, working my way up from a variety of generalist roles including HR Advisor, HR Manager and HR Business Partner. I have been really lucky, having had the opportunity to transform HR services and shape organisations across mental health, learning disabilities, brain injuries and housing. I am currently the Head of People for a Not-for-Profit organisation called Phoenix Futures. We exist simply to support people in their recovery from drug and alcohol addiction. Having worked in the public, private and most recently, the third sector, I can passionately and wholeheartedly champion working within the third sector!

What inspired you to work in the Not-for-Profit sector and for Phoenix Futures in particular?

Working in the Not-for-Profit sector has been one of the most rewarding experiences of my life. Moving from the private sector into the third sector was one of the best decisions I have ever made. You really sense the power of human beings when you work towards a social purpose, and I have been so incredibly fortunate to feel part of something bigger than myself. I would also challenge the perception that earning potential is limited in our sector - just take a look at job postings. I am proud to work for Phoenix Futures. Challenging stigma is in my DNA, and I feel that alignment in my work. It’s an exciting time for our sector, and I am grateful to be part of the action.

With the need for the third sector, amongst many others, to become more diverse and inclusive, how do you think this can be done authentically, without it become ‘lip-service’?

This is a great question. We have our own unique set of challenges within the third sector in terms of inclusion and diversity. For starters we need a more diverse workforce collectively, and in particular, that means we need more people of colour. Saving the world, which is what I think all charities do, should involve everyone. It really is as simple as that. However, in order to attract different people into our sector we need to have honest and vulnerable conversations. Corporate vulnerability is key. Admitting where we could do better. Listening. And above all challenging systemic discrimination is what will set us apart from those seeking to demonstrate performative allyship.

With culture being one of the key drivers for attraction and retention, how do you think businesses can authentically show that their ED&I values and beliefs have been embedded into their culture?

We live in a transparent world, where social media shines a light on our organisations in a way people can’t ignore. So, demonstrating authentic change in the ED&I space starts with having honest and open dialogue. I hark back to corporate vulnerability again. This is so crucial for organisations to signal the kind of culture within their organisations. (Tip, Equity is the way forward if we truly want Equality)

One of the biggest debates when it comes to recruitment, is the balance between having a diverse candidate, and the right candidate for the job. What role do you think HR and recruiters have to play in this?

For starters I disagree strongly with labelling candidates as ‘diverse’. A candidate is not diverse. We need to stop using the word ‘diverse’ when describing someone who is not white, straight and a man. To attract different people into our organisation both HR and Recruiters can play a key role in challenging the way an organisation thinks. Is your recruitment process amplifying bias? Are you only looking for people in specific places? Holding a mirror and speaking truth to power is the only way that both HR and Recruiters can engage organisations in meaningful and systemic change. And then there will never be a question on the right person for the job. Because that person will be selected in the most inclusive way.

As someone that is a huge advocate for all things ED&I, can you tell us more about the work you’re doing to educate people and break down some of the barriers and stigmas?

I can break that down into the following: in my job, in my own consultancy and in my own time.

There is lots happening within my job that supports Phoenix Futures aspirations in being the best that they can be in the efforts in cultivating a sense of ‘belonging’ for all staff. Some of the big-ticket items; we are currently planning our very first ED&I conference for managers at Phoenix taking place over Black History Month. We have also designed Anti-Racism training which we will be launching in October.

I run my own consultancy outside of work which supports with supercharging other organisations in their efforts around ED&I. Recently, I have facilitated several inclusive training sessions and sat on panel interviews. I am also working with an organisation to roll out their new ED&I policy which I have been working with them on.

Finally, in my own time I volunteer as one of the Co-chairs of CIPD’s Central London Committee. We have an incredible line of up thought-provoking ED&I events coming up available to all CIPD members over the next year.

As Co-chair of the CIPD committee, can you tell us about any upcoming events and topics the organisation will be focussing on?

We have a big event coming up on the 4^th October, called 3 years on… In a nutshell in 2019 I ran my very first ED&I event for the CIPD and I am bringing that very panel back together again to reflect on how far we have come in those 3 years, but also how much further we have to go.

Click here to grab a free ticket if you are a member!

Where do you see the HR function of the future? How do you think diversity within the HR profession could be increased?

The future of HR! How do I see the future? Well certainly a more human approach (ironic eh, Human Resources?) I see a future where our profession empowers and champions our people to be the very best that they can. I see a future where we are engaging our workforce not policing them. I envisage a world where ‘belonging’ sits at the very heart of our profession. We definitely have a diversity problem in HR with the majority of the profession identifying as white women; to diversify our profession we need to do more in creating safe spaces and specific programmes that attract different communities into our profession.

What is the best piece of career advice you have received?

Hmmmm. Great Question! I think the best piece of career advice I ever received was ‘You can only do, what you can do’.

I was riddled with Imposter Syndrome from the start and was constantly striving for perfection. It took me a long time to recognise the fact that my value isn’t in the work that I do; it’s in me. And I need to cherish and nurture myself to be a great leader for my team and an asset to my organisation. We could all do with practising more kindness and self-love. This advice came from one of the kindest and most loving leaders I ever had the privilege to work for.

Get in touch

Should you wish to have a confidential chat with Ant Coen to discuss the current HR market and where we can help with inclusive recruitment or your search for work/recruiting into your team, please contact him directly at acoen@mdhr.co.uk

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