Speeches by Leadbeater.

“What was that expression you used, whisper networks?”

“We have talked a little about what works; please feel free to add to that. In your experience, is there anything that has not worked? I will start with Iain.”

“That is really interesting; without giving my own opinions on the matter, there is something not very helpful about saying, “We are going to do equality, diversity, and inclusion training today,” as opposed to saying, “This is the organisation we are in and this is how we operate and EDI is embedded within it.” Peter, …”

“We have talked a little about what works; please feel free to add to that. In your experience, is there anything that has not worked? I will start with Iain.”

“I suppose there are different phases to this: the recruitment phase—how you get your people—and then the culture around how those people operate. Maybe it is worth thinking about it like that as well. Alex, did you want to come in?”

“I suppose there are different phases to this: the recruitment phase—how you get your people—and then the culture around how those people operate. Maybe it is worth thinking about it like that as well. Alex, did you want to come in?”

“From your perspective, Zoe, how easy is it for employers to stop an EDI-related initiative if it is not going well and is not having a positive effect?”

“I want to ask a few questions about what success looks like. For which types of equality, diversity and inclusion initiatives is there the strongest correlation between the intervention and the intended positive outcome, and what does good look like in that space? I am going to ask Louise first.”

“That is really interesting; without giving my own opinions on the matter, there is something not very helpful about saying, “We are going to do equality, diversity, and inclusion training today,” as opposed to saying, “This is the organisation we are in and this is how we operate and EDI is embedded within it.” Peter, …”

“From your perspective, Zoe, how easy is it for employers to stop an EDI-related initiative if it is not going well and is not having a positive effect?”

“I want to ask a few questions about what success looks like. For which types of equality, diversity and inclusion initiatives is there the strongest correlation between the intervention and the intended positive outcome, and what does good look like in that space? I am going to ask Louise first.”

“That is really interesting. Is there is a role that you could or should have in that? You are right: individual clinics would want to know if their marketing—for want of a better word—was working. Do you think you should have a role in monitoring and regulating that?”

“Thank you all for coming this afternoon. Do you or the clinics ask people if or where they have seen an advertisement? Do clinics do that and do they feed that information to you?”

“Peter and Clare, do you want to add anything?”

“What additional steps do you think could be taken to ensure that there are consistently high standards across all clinics?”

“Should clinics offer counselling ahead of egg freezing?”

“Peter and Clare, I assume you agree with that?”

“Did you say earlier that you would be in favour of implications counselling being mandatory before egg donation?”

“That is fine; thank you very much. Witnesses have told us that counselling and aftercare provision can be inconsistent across clinics. Does the HFEA currently assess and monitor services during inspections? Do you check what counselling looks like across individual clinics and then across the broader piece?”

“You talked about antisemitism at that event, and other things like that. Is there any intersection with religion, in terms of the taking over of religious beliefs from that environment? Does that make sense? In terms of Christianity, we are seeing worrying things happening in this country, and in other countries. Also,…”