U is for Unconscious Bias

U is for Unconscious Bias

Unconscious bias training and women in leadership programs are all important components of an inclusive learning strategy. However, they should not be the only elements. Research has shown that when unconscious bias training is a stand-alone programme it actually causes individuals to have their awareness raised about their potential unconscious biases. If you then provide little support or direction, in terms of what to do as a result of these feelings, you could even be in danger of this being reinforced. (more…)...
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Q is for Quotas

Q is for Quotas

There has been much historical debate about the appropriateness of gender quotas, i.e. a fixed proportion, a percentage, of something that has to be achieved by a certain time. To date, the government has resisted imposing formal quotas on organisations; its approach to closing the gender gap has been one to encourage organisations to adopt a business led attainment of diversity inclusion balance targets. (more…)...
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How to Choose Respect in the Workplace

How to Choose Respect in the Workplace

This week is #AntiBullyingWeek and the theme this year is Choose Respect.  This very much fits in with my philosophy in life in that we all need to create a respectful culture where our differences are valued and individuals feel safe. I was recently asked to be the keynote speaker at a seminar organised by solicitors Trowers & Hamilns who were hosting their autumn seminar about #metoo and sexual harassment in the workplace. (more…)...
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P is for People Policies and Practices

P is for People Policies and Practices

Policies and practices should be evaluated on a regular basis to ensure that they meet legal requirements. They should also be aligned with the principles of equal opportunities and ultimately produce the desired outcome that supports diversity and inclusion. Policy reviews should include such areas as flexible working, family friendly schemes, as well as the companies approach to selection, recruitment and ultimately talent development within the organisation. (more…)...
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O is for Open Attitude

O is for Open Attitude

O is for having an Open Attitude which is important in any workplace or society.  So, we know that diversity is the demographic mix in each environment that's essential for fuelling innovation. For individuals, we also know that inclusion is a sense of belonging, feeling respected and valued within an environment so that all people feel able to achieve their true potential. To achieve this environment in our workplaces, we have to understand and recognise that everybody has their own unique differences, some of which may be unfamiliar. (more…)...
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Diversity & Inclusion Online Assessment Tool Launched

Diversity & Inclusion Online Assessment Tool Launched

Jungle is on a mission to help over 10,000 companies create an inclusive workplace culture.  A culture where a sense of belonging is created, where everyone feels respected and valued for their unique difference. The Diversity & Inclusion Scorecard is the essential business tool for any organisation's Equality Strategy.  The Scorecard forms part of the tribe5 Diversity & Inclusion ™ range which also includes accelerator workshops, a board game ‘Your Tribe’ and Teresa’ Boughey's forthcoming book which provides a blueprint for HR directors and Board Directors to create an inclusive workplace culture. (more…)...
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Actions to Close the Gender Pay Gap

Actions to Close the Gender Pay Gap

The summer may be a quiet time in terms of business in the media, but the issue of gender pay equality is just not going away. In early August the Government Equalities Office (GEO) issued a press release that stated: “For the first time ever 100% of UK employers identified as being in scope of gender pay gap regulations have published their data”. Well that’s good news, but unfortunately, reporting gender pay gaps is not quite the same as tackling gender pay gaps. The data showed, that three out of four of those companies reporting, still pay their male staff more...
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