British Airways Business Life – How to create an Inclusive Workplace

British Airways Business Life – How to create an Inclusive Workplace

By Teresa Boughey – June 2019 Have accessible role models – Not only should your organisation have an Inclusion champion at the highest senior level, but you should create a platform for all employees to be able to showcase their achievements so that they may inspire others.   Develop Fit for purpose policies - Develop policies that not only ensure legal compliance, but that are representative of modern-day society and are easily understood by all. (more…)...
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Diversity and Inclusion – Five Top Trends for 2019

Diversity and Inclusion – Five Top Trends for 2019

There has been plenty of progress in the world of diversity and inclusion but will it be such a hot topic in 2019? Here are my predictions, in no particular order, for trends to watch out for, or act on, if you want to get ahead on your D&I journey. 1. Improved Gender Pay Gap Reporting There will be continued scrutiny on gender and ethnicity pay and representation and the gaps which still exist. I think we will also see smaller companies taking proactive steps to review and analyse their data and build inclusive companies, despite the government rejecting calls to widen...
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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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T is for Talent Planning

T is for Talent Planning

An important part of an organisation's diversity and inclusion strategy is planning for succession. The introduction of a Career Watch programme enables an organisation to recognise individuals ready to step into leadership positions and also broaden the capability of employees within the organisation. Both will build a strong leadership pipeline. (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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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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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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Diversity – Creating a Climate for Change

Diversity – Creating a Climate for Change

With women making up 50% of the workforce – surely we don’t need special roles created to help women progress in their careers?  Amanda Jones disagrees. She was appointed to a newly created role as Women’s Advancement Director for law firm Dentons, to help women lawyers at the firm boost their development and progression to partner and leadership positions. In an interview with HR Magazine she commented that women are still often viewed as a minority despite making up more than half of the workforce. (more…)...
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Appalling Excuses for not Appointing Women Board Members

Appalling Excuses for not Appointing Women Board Members

I’ve heard some excuses in my time, but never those more shocking than ‘The Top 10 worst excuses for not appointing women executives’ (BBC News 31st May).  These so called ‘explanations’ from a range of Chairs and CEO’s were heard by the team behind the government-backed Hampton-Alexander Review, as the review reaches it halfway stage. The Hampton-Alexander review was established to increase the number of women in senior positions and has challenged all FTSE companies to ensure at least a third of their board members and leadership are women by 2020. The Top 10 worst ‘explanations’ included:  "I don't think women fit comfortably into...
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