Pride Month is a joyful period of celebration and gives people the opportunity to be their true, authentic selves. It’s also a chance to learn some history and, in particular, how to be a good ally to the LGBTQ+ community all year round.
Pride month is in full swing and it’s important to use this time to shine a spotlight on diversity and inclusion initiatives and successes. But when we talk about D&I, do we successfully link our initiatives to the mental health and wellbeing of marginalised groups? Check out our blog below, written by our LGBTQ+ network. about the importance of addressing mental health within our D&I initiatives.
Diversity, equity and inclusion (DEI) training is a hot topic at the moment, particularly in the wake of the Black Lives Matter movement and the hostile environment faced by many people from marginalised groups. Most organisations and their leaders accept that a diverse, equitable and inclusive workforce is something to aspire to. But how do you achieve this?
Over the last decade, growing awareness of diversity and inclusion in the workplace has been welcome, but it presents us all with a challenge. No one wants to be a box, and no one wants to be a box ticker - the change has to be real, and fundamental. There are complex structures to be unpicked, and at the heart of them? Us. Real people.
Now more than ever, there is a clear need for your organisation to rethink equality as brands, employees, and communities rethink how diversity and inclusion can become a competitive advantage. It is not enough to merely come out with a press release and state that your organisation wants to become a more diverse and inclusive workplace.
What makes a good manager? There are plenty of books written on the subject, but everyone has their own personal answer. Maybe a good manager is someone you can have a laugh with, someone who keeps everything impeccably organised, or even a disciplined taskmaster who makes sure the team is as efficient as possible.