Be great at diversity & inclusion

Maximising the potential of a diverse workforce is not only a social imperative, it is also a competitive advantage.

Diversity & Inclusion – Beyond Policy & Into Practice

Diversity and inclusion is part of the management agenda for most businesses now. It’s one of the things that we know ought to be tackled but often misses the mark when executed. There is a tendency to focus on the diversity part and completely miss inclusion, because diversity as a concept is easier to grasp and far easier to measure. But what does inclusion really mean? Can a business operate a strong commitment to diversity without proper inclusion? Continue reading “Diversity & Inclusion – Beyond Policy & Into Practice”

Mind The Gender Pay Gap

Gender pay gap reporting shines an important light on a very real problem; one that needs to be assessed, highlighted and addressed.  Yet, in the short term, it’s a colossal undertaking for most large firms, and risks significant embarrassment and exposure. Just ask the BBC! We take a look at what companies can do to address the scale of the problem. Continue reading “Mind The Gender Pay Gap”

Artificial Intelligence: The Robot Revolution

Surely, our most valuable quality as humans is our human-ness; our diversity of thought, our ability to empathise, to feel emotion, to influence and debate, and to care. Yet, as technology advances and artificial intelligence becomes more and more a part of our everyday life, how might the ‘robot revolution’ impact on society and on the workplace? Continue reading “Artificial Intelligence: The Robot Revolution”

Are ‘Best Fit’ & Diversity And Inclusion Mutually Exclusive Concepts? 

When we talk about cultural fit in the workplace, we often use the terms right or wrong fit, but what do we actually mean by ‘best fit’? Is it definable, and is cultural fit masking bias or prejudice? Is it possible to achieve a diverse culture and still have a ‘type’ and if so, what impact does that have on organisational culture? Continue reading “Are ‘Best Fit’ & Diversity And Inclusion Mutually Exclusive Concepts? “

Corporate Social Responsibility – All Image & No Substance?

If you aren’t already investing in a Corporate Social Responsibility (CSR) programme, you’re probably in the minority.   But is your approach to CSR mere lip service, or are you making a genuine impact beyond the interests of your business? Continue reading “Corporate Social Responsibility – All Image & No Substance?”

Promoting Diversity & Inclusion In Policy & In Practice

Policies have their place and are an important framework of management strategy. But they should not be the final word. Treat individual issues for what they are: unique and different. And when it comes to Equal Opportunities, your employees will judge you on your actions, not the words filed away in the policy manual. Continue reading “Promoting Diversity & Inclusion In Policy & In Practice”

The Male Centric CV – Tips for Breaking Down The Bias

Six seconds isn’t long to make an impression – especially not one that will determine the path of your future. But six seconds is all it takes for recruiters to make an initial ‘fit or no fit’ decision from a CV. In light of this, it is all the more concerning that the definition of a good CV remains so male-centric that it places many women at a significant disadvantage. Read on to explore this concept and learn a few top tips to overcome this challenge – whether as a candidate or as a recruiter. Continue reading “The Male Centric CV – Tips for Breaking Down The Bias”

Mental Health Issues In The Workplace

‘Surviving or thriving’ is the theme for this year’s Mental Health Awareness Week.  We take a look at some of the key facts surrounding mental health, and encourage employers to take a responsible, inclusive and supportive stance.
Continue reading “Mental Health Issues In The Workplace”

Fully Able: The Rising Tide Of Disabled Entrepreneurs

77% of the overall UK working population are employed, yet less than half (49%) of disabled people of working age are employed (ONS). Is this by design or by default? Are employers failing disabled people by not operating a more inclusive approach to their recruitment practices, or by ignoring physical and social barriers that prevent disabled people from working? And is our economy missing out on a huge potential resource and talent pool as a result?  Continue reading “Fully Able: The Rising Tide Of Disabled Entrepreneurs”

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