HR Grapevine – Enabling your disabled talent

HR Grapevine – Enabling your disabled talent

  I was pleased to comment on this important subject. HR must differentiate learning for employees with impairments - but how should this work? There are 13.9 million disabled people in the UK. Yet research conducted in 2018 by disability charity Leonard Cheshire discovered that nearly a quarter of all UK employers admit that they would be discouraged from hiring candidates with impairments, whilst a shocking 66% of respondents cited the cost of workplace adjustments as the key reasons for their hesitance – believing that doing so would make a detrimental impact on their bottom line. The charity also found that 17% of...
Read More
W is for Work Life Balance

W is for Work Life Balance

So, work life balance initiatives are essential to ensure that employees are motivated to do their work effectively,and to give their best. It's also important to recognise that work life balance looks and feels very different for each individual. Some individuals have family or childcare responsibilities. Some individuals might have caring responsibilities. Whilst other individuals may not have  any particular responsibilities but equally value the importance of flexible working to enable them to enjoy activities outside of the workplace or manage their lives more effectively. Enabling individuals to bring their whole self to work and to recognise the importance of mental and...
Read More
N is for Networks

N is for Networks

One positive way to raise awareness and offer support to underrepresented groups within an organisation is to establish Diversity Networks. These groups can be held internally, or can be an opportunity to network externally with individuals from other companies in order to share learning and best practices. (more…)...
Read More
I is for Inclusive Leadership

I is for Inclusive Leadership

Are you an inclusive leader? Inclusive leaders understand that they can't deliver everything by themselves and recognise the contributions and importance of others. They have a true desire for the team to succeed rather than boosting their own ego. As a result, an inclusive leader tends to stimulate the positive contributions from all members of the team, even those who may ordinarily be overlooked. (more…)...
Read More
F is for Focus

F is for Focus

It's not unusual for organisations to set performance objectives/KPIs and to put systems and processes in place to manage and monitor these.  However, one area which is often overlooked is the environment in which these objectives are achieved. When creating an organisation that harnesses diversity and inclusiveness, it's important to consider the working environment and ensure that it is conducive to a positive working experience, enabling employees to perform their best whilst meeting the needs of the customers. (more…)...
Read More
D is for Dignity

D is for Dignity

Picture this… you’ve been working with your company for some time now.  You love being part of the team, you’ve produced some great work and you really look forward to going to work.   Then one day everything changes… a new team member arrives or there’s a change in management and suddenly the landscape feels very different. You’re excluded from meetings, your ideas which were once praised are now shot down in flames as being ridiculous. (more…)...
Read More