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...
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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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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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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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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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Increasing Diversity and Inclusivity

Increasing Diversity and Inclusivity

An article in HR Magazine (July 10 2018) The age of engagement and inclusivity really struck home with me this week as I have been knuckling down and finishing my first book ‘Closing the Gap: How to Weave Diversity Through an Organisation’. The article focussed on the need to move away from legislation to eradicate discrimination and towards fostering an inclusive workplace.  Increasing diversity and inclusivity makes good business sense and has many advantages not least avoiding complex and costly legal cases. (more…)...
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A Holistic Approach to Diversity and Inclusivity

A Holistic Approach to Diversity and Inclusivity

  I was honoured to have been invited to attend quite an exclusive event this week (4th July 2018) celebrating not one but two great awards being launched to celebrate diversity and inclusivity. The Inclusive Companies & National Diversity Awards Launch Event was hosted by Bloomberg at their prestigious London HQ.  Bloomberg LP was in the top 10 Inclusive UK Employers in 2017 and Pamela Hutchinson from Bloomberg's Head of Diversity and Inclusion opened the event and showcased what steps it takes to build an inclusive workforce. With over 100 people in the audience, we were captivated and inspired by the great...
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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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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…)...
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