Videos
Developing Inclusive LGBTQ+ Policies to Further Workplace Equality
A third of LGBTQ+ staff in the UK have hidden their LGBTQ+ identity in fear of discrimination in the workplace. Emma Green, Head of Diversity and Inclusion at the Department for Business, Energy and Industrial Strategy discusses using staff input to develop inclusive policies to further LGBTQ+ equality in the workplace.
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Improving Menopause Support in the Workplace
6 in 10 people experiencing menopause said their symptoms had a negative impact on their work. Jacqui McBurnie, Founder of and Chair of the NHS England Menopause Network, discusses implementing inclusive menopause policies to support staff experiencing menopause.
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Adopting a Whole Organisation Approach to Race Equality
In 2021, only 28% Black Asian, Mixed Race and other ethnically diverse employees had a mentor work. Sandra Kerr CBE, Race Director for Business in the Community discusses findings from the 2021 Race at Work Survey and what employers can do to create more inclusive workspaces, highlighting the importance of role models and progression plans in the workplace.
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Improving the Employment Experience for Staff with Autism
In 2021, only 29% of autistic adults in the UK were in employment. Maria Hamilton, Engagement manager at Auticon discusses some of the challenges autistic people face in the workplace and adjustments that can be made to the recruitment process and work environment to create more neuroinclusive workspaces.
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Creating a more inclusive workplace for Neurodivergent Staff
Supporting neurodivergent employees is essential to creating diverse and inclusive workplaces. Staff networks are a good way of creating a sense of belonging. Jess Gosling, co-Chair of The Civil Service Neurodiversity Network discusses how their network has benefitted colleagues and how this approach can benefit other workplaces.
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Using Staff Networks to Support LGBTQ+ Career Development
40% of LGBTQ+ people have experienced conflict in the workplace according to CIPD research. John Peart, Chair of the Civil Service LGBTQ+ Network shares how they developed a mentoring scheme for LGBTQ+ colleagues in the civil service, providing them with the tools needed to develop their careers and overcome challenges in the workplace.
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Why Allyship is Key to Fostering an Inclusive Culture with Maternity in the Workplace
In 2018, the Equality and Human Rights Commission found that 4 in 10 employers agreed that pregnancy in the workplace puts an unnecessary cost burden on the workplace. Dr Emma Waltham, Maternity Returns Specialist, Founder of Returning Works, discusses the importance of allyship when fostering an inclusive culture towards maternity in the workplace.
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Improving the Employment Experience for Neurodivergent Staff
Just 21% of autistic adults in the UK are in any form of employment, according to the Office for National Statistics. Maria Hamilton, the Engagement Manager Neurodiversity Inclusion Services at Auticon discusses the importance of neuroinclusive workspaces, sharing simple adjustments that can be made to accommodate the needs of neurodivergent employees.
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Supporting LGBTQ+ Colleagues with Mental Health in the Workplace
LGBTQ+ people are 1 and a half times more likely to develop depression and anxiety. Sarah Stephenson-Hunter, Staff Disability Advisor and Trans Lead at the University of Oxford shares how we can be better allies in supporting LGBTQ+ colleagues with their mental health.
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The Gender Pension Pay Gap: An Unhidden Pay Gap
In March 2020, the UK Government launched an initiative to improve pay transparency in the job application process to improve opportunities for women. Sam Dewey is the Reward & Wellbeing Manager at Macmillan Cancer Support where he has worked for over 2 years. In this post, he discusses what the gender pensions pay gap is and some of the causes of it.
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Supporting and Accommodating Disabled People in the Workplace
Recent research from the University of Derby found that a quarter of those surveyed in the research had hidden their disability from their HR department and that only 36% were open with colleagues about their condition. In this post, Acas share ways employers can make adjustments to better support disabled candidates and colleagues.
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