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Diversity and inclusion
If you were sent to prison, would you know how to rebuild your life? Would you be able to trust in an inclusive, fair and progressive employment system? Georgie Williams considers the first steps employers can take to open their doors to formerly incarcerated workers and be part of the DEI movement towards post-carceral reintegration.
This Pride Month, the UK's LGBTQ+ rights ranking has fallen to its lowest point in Western Europe. Gender and sexuality consultant Georgie Williams offers an impassioned and expert view on what employers and individuals can do to move beyond "pinkwashing" and embed meaningful LGBTQ+ inclusion in the workplace.
In a simpler world, it would be possible to separate our "work lives" from our "home lives" - our personal characteristics would not adversely influence our workplace experiences. However, argues global inequalities specialist Georgie Williams, if anything has been learned through diversity, equity and inclusion (DEI) initiatives in the workplace over the last decade, it is that the world of work is inextricably linked with our personal lives and the wider societal context we find ourselves in.
All along the leadership pipeline, unconscious gender bias can quietly narrow women's progression - even when decisions look neutral and intentions are fair. Here are three mechanisms that explain how seemingly neutral decisions can compound into unequal leadership outcomes - and where employers can intervene to reduce bias at the source.
As a conversation topic, diversity, equity and inclusion (DEI) is often discussed in the context of the general workforce rather than leadership. But when it comes to DEI, senior leadership can both lead the charge and hinder the change, depending on the values and principles they embody.
The beauty of DEI is that it is intended to reflect the perspectives and needs of the majority - so why not integrate the majority into its execution? Instead of a "top-down" dissemination of DEI policies, decentralised systems may be a way to ease pressure on overworked HR departments and draw on the expertise and perspectives of the wider workforce.
Headlines were made - and both celebrations and protests were staged - when the Supreme Court ruled that the legal definition of a woman under the Equality Act 2010 is based on biological sex. Darren Newman explains the legal background and explores some of the practical implications for organisations.
Earlier this month, the Supreme Court ruled that the legal definition of a woman, according to the Equality Act 2010, is based on biological sex.
As diversity, equity and inclusion (DEI) initiatives come under increasing pressure owing to the changing political climate, Georgie Williams sets out some steps organisations can take to protect underrepresented workers.
To help HR leaders develop their strategies to tackle the practical and cultural challenges of recent and upcoming additions to anti-harassment legislation, Brightmine and HR Grapevine convened a roundtable discussion. During the event, industry professionals shared the key issues they currently encounter in dealing with workplace harassment.
Commentary and insights: HR and legal information and guidance relating to diversity and inclusion.