DiversityQ – Why the success of workplace inclusion relies on the collaboration of all

DiversityQ – Why the success of workplace inclusion relies on the collaboration of all

Diversity and inclusion specialist Teresa Boughey and author of the book Closing the Gap, explains why collaboration across all levels of an organisation is key to embedding impactful diversity and inclusion programmes. When trying to create an inclusive culture, everyone should play a part as the success of diversity and inclusion (D&I) policies rely on implementation by other than managers in the workplace. (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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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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L is for Leadership Goals

L is for Leadership Goals

Leadership teams play an important role within the creation of a diverse and inclusive workforce and culture. Therefore, to gain some traction within this arena, it's important that leadership team members should be set personal diversity and inclusion goals as part of their annual objectives. Leadership isn't just about the achievements of financial targets, it's also about the leadership behaviours that they display, and the role models that they become within the organisation. (more…)...
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Gender Pay Gap – Missed Opportunities

Gender Pay Gap – Missed Opportunities

Two articles caught my eye this week regarding the progress on gender pay reporting. The FT article (Government refuses to change gender pay rules – September 13) revealed that the government has refused to look at changes in gender pay reporting for a further five years. Yes, you read that correctly –  five years!!!  And then they wonder why progress is so slow. I completely agree with the Commons Treasury Committee that said that the current exemptions, for Equity Partners in Accounting and Law firms and those companies with less than 250 employees, could skew the trends coming from the reporting data...
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How to Create a Thriving Workplace

How to Create a Thriving Workplace

Although it seems to be mainly corporate giants that make the list of the best places to work having a healthy, happy workforce makes good business sense and is something that every company should strive for. When it comes to retention of staff and attracting new talent, it’s not all about pay and benefits. Employees, women in particular, are looking for company that values them and their work, challenges them and makes them proud to work there. (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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A New Take on the Role of CFO

A New Take on the Role of CFO

The Recruitment and HR media have been quick to pick up on an interesting news story this week (4th July 2018) regarding a ‘pioneering Tech Company’ advertising for an interim CFO.  But this time it's not a Chief Financial Officer… it’s a Chief Feminism officer (CFO). Spurred on by increasing government and media interest in gender equality the advert stated that the hiring organisation, having investigated how it treats its female workforce, found that the firm was in fact ‘part of the problem’. A bold move indeed to put the spotlight and focus on one role to improve diversity in the workplace....
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H is for Hearts and Minds

H is for Hearts and Minds

Bringing about any change of culture requires a shift in the Hearts and Minds of all employees, particularly when it requires a shift away from deep rooted traditions. It is the responsibility of senior management to ensure that everybody is brought along the change journey; that they recognise the need and importance for change and that they feel involved. When bringing about a change in relation to a way of working and operating, it often requires resilience, as well as role models and champions. (more…)...
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G is for Goals and Governance

G is for Goals and Governance

With the now annual reporting of Gender Pay Data, the attention is turned to how organisations plan to close the gap. This requires consideration and implementation and establishment of specific goals and an associated action plan. These goals and action plans are important for creating clarity and building momentum.  However, governance should be in place to ensure leadership accountability. Make sure that each member of the leadership team is responsible for diversity and has an associated metric attributed to their key actions. (more…)...
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