Early Gender Pay Gap Reporting Reveals an Uncomfortable Truth

Early Gender Pay Gap Reporting Reveals an Uncomfortable Truth

Ahead of the April deadline for Gender Pay Gap reporting the BBC has found that some companies are actually reporting wider gaps then they did last year with the Construction and Finance/Insurance sectors having the highest pay gaps to date. Although only 10% of organisations that employ over 250 people have reported their figures so far, and the median gender pay gap is a slight improvement from 8.4% to 9.7%, this is still disappointing news for female workers in some of the largest companies in the UK. (more…)...
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Y is for Youth of Today, Talent of Tomorrow

Y is for Youth of Today, Talent of Tomorrow

So, our youth of today are our talent of tomorrow. It's therefore important for organisations to reach out to the local youth communities through schools and colleges and develop a network and a connection with young people who are just deciding what they want to study or what industries they want to work in. (more…)...
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Ethnicity Pay Gap Reporting

Ethnicity Pay Gap Reporting

Will you be one of the companies that respond to the Government consultation on Ethnicity Pay Reporting which closes on January 11 2019?  Or will you be standing on the side lines waiting for others to step forward? We need change.  We need organisations to take proactive steps to create Diverse and Inclusive workplace cultures.  Employees should feel respected and valued for their unique differences.  The outcome of the Government’s consultation could result in the requirement for organisations to extend the scope of the annual gender pay reporting to include reporting of gaps in ethnicity pay. We know from the annual gender...
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V is for Value Differences

V is for Value Differences

We all have our own unique differences and it's important that we recognise these. Instead of seeing these as something negative, we should see them as an opportunity to leverage the strengths that a diverse workforce bring. Tools such as Insights Discovery, the psychometric tool, are a great way to enable individuals to really start to recognise the differences that they bring to work. (more…)...
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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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S is for Stretch Assignments

S is for Stretch Assignments

Stretch assignments are opportunities for individuals to take on additional projects or potential secondments. Giving someone a task which is outside of their comfort zone can expand their knowledge, build their confidence and prepare them for career progression. (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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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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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…)...
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M is for Male Advocates

M is for Male Advocates

Male advocates are an important part of building a culture that embraces diversity and inclusion. These individuals remain authentic to their own leadership style, while recognising the benefits that a gender diverse leadership team brings. As a consequence, male role models demonstrate strong and inclusive behaviours. They create space and opportunities for others and take great delight in celebrating the successes of those around them. (more…)...
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