Positive About Inclusion’s tenth (we can hardly believe it!) Inclusion Forum North East took place on 18th February 2026 at the Nexus Learning Centre in South Shields kindly hosted by Nexus, the provider of public transport services across Tyne and Wear.
Our 10th event was called ‘Bridge Over Troubled Water: Managing EDI in Challenging Times’ and our Directors Lucy and Karen were joined by Justine Gillespie from Justine Gillespie Consulting who shared her insight and experiences from over 30 years working in HR and EDI.
Using our tried and tested formula to get everyone collaborating and networking the event started with an ice breaking activity on a musical theme. Attendees were asked to share their ‘go to’ song in challenging times and these were collated on Spotify to create a collaborative Bridge Over Troubled Water playlist.
Justine then shared her experiences of managing conflicting rights the key takeaways from which were:
Start with the Law, Not Opinions
Identify which rights or protected characteristics are engaged. Remember: no protected characteristic automatically overrides another. Focus on duties: equality law, health and safety, freedom of expression, safeguarding, contractual obligations.
Separate Belief from Behaviour
People are entitled to hold beliefs, even unpopular ones. Behaviour that breaches policy, creates harassment, or undermines safety can be restricted. The key question: Is the behaviour unlawful or harmful, or simply uncomfortable?
Use Proportionality as Your Anchor
Ask what is the legitimate aim? Is the action necessary to achieve it? Is there a less restrictive alternative? Would a reasonable person consider the response balanced? Proportionality is the test tribunals use and it should be yours too.
Focus on Evidence, Not Assumptions
Use structured risk assessments. Avoid decisions based on fear, stereotypes, or anticipated complaints. Document the rationale clearly.
Explore Adjustments and Alternatives
Before restricting someone’s rights, consider alternative arrangements, adjustments to duties or environment, mediation or facilitated dialogue, clear behavioural expectations for all parties.
Communicate with Fairness and Compassion
Be transparent about the process and reasoning. Acknowledge the impact on all groups involved. Avoid taking sides, focus on organisational duties and values.
Aim for ‘Disagreeing Agreeably’
Encourage respectful dialogue. Reinforce behavioural standards. Model curiosity, not judgement.
Make Decisions You Can Defend
A defensible decision is lawful, evidence‑based, proportionate, consistent, compassionately communicated and documented. If you can justify it in writing, you can usually justify it in court, to staff, and to the public.
The session ended with further time for networking and the opportunity to enjoy the playlist!
“I left with a full brain of ideas & really enjoyed the conversation. Lots of love for the crowdsourced playlist of uplifting music we created as an icebreaker, needed a bit of classic Madonna this morning! ”
Jen Hallam, Managing Director, Gardiner Richardson
The next Inclusion Forum North East event will take place in May 2026, new members are always very welcome. To be added to the mailing list, please Contact Us.
