Digital inclusion is important for getting the best from your team, especially in a world where working from home has become the norm for many, much more support is needed for staff to be able to work safely, comfortably and confidently. Making sure that colleagues have access to tools and training to work to their best ability should be a priority for all organisations.
What is the best way to support a grieving colleague when grief can look so different for individual people? There’s not right or wrong way to grieve, and so it doesn’t make sense to have a very strict and structured bereavement policy. If you truly want to support grieving colleagues in the workplace, policies need to be bespoke, flexible and changeable over time.
The term ‘burnout’ is often used to describe the individual experience whether that’s professionally or personally, we’ve all experienced burnout at some point in our lives when we’re taking on or dealing with too much, but what about when a whole community or group is experiencing traumatic and exhausting events? When there is constant reporting in the media of crimes and atrocities committed against people of marginalised communities, people from those communities can get burnout from having to witness these events unfold and worry about what it means for them.
Find out how your organisation can get the best out of National Inclusion Week 2022 by joining this FREE (if you're registered for NIW) webinar, where you will find out more about the week itself and how you can use it to inspire and celebrate inclusion in your organisation.
Pay gaps are indicators of embedded and systemic diversity and inclusion problems within organisations and many employers are now taking significant steps to identify and address the causes of the gaps.
Some are motivated to act by the requirements for transparency (in relation to gender), but others see pay gap data as an important inclusion indicator that must be tackled if they are to achieve an inclusive and diverse workplace.
East and South East Asian Heritage month is celebrated in the month of September. This webinar will aim to celebrate the history of East and South East Asian communities here in the UK, their contributions to our society and lives and the impact that East and South East Asian culture has had here in the UK.
Socio-economic background has a substantial effect on workplace inclusion. It is not protected under the Equality Act 2010, but does intersect with protected characteristics, which is why it is essential it is included in all inclusion and diversity strategies. Inclusive Employers This webinar explores how social background impacts the availability of opportunities and the intersectionality of class, social background, education, race and gender.
Although people who identify as Bisexual make up a large part of the LGBTQ+ community, they are often subject to Biphobia and Bi-erasure and therefore overlooked when discussing LGBTQ+ issues, contributions and successes. This webinar will aim to shed some light on this part of the community with specific reference to the history of bisexuality and the challenges faced previously, and still, in the current climate.
The themes for National Inclusion Week have evolved over the last 10 years. We have progressed from ‘Think Differently’ in 2013, through to ‘Connect for Inclusion’ in 2017 and in 2021, ‘United for Inclusion’. This year’s theme, ‘Time to Act: The Power of Now.’
This year’s National Inclusion Week theme highlights our belief at Inclusive Employers that a more action focused approach to inclusion is needed to bring about impactful change.
Join us for the launch of National Inclusion Week 2022 for a panel event reflecting on the last 10 years of NIW, progress on I&D in the workplace and a look to the future.
Sport can be a catalyst for societal change, we are seeing more action from sports personalities, clubs, associations, spectators and fans as a response to experiences of racism in sport.
Join us for a panel discussion with some of sports key National Governing Bodies to discuss the impact of key events over the last few years in sport that have led to growing momentum to make the sector more inclusive. This will be an opportunity to understand how those outside of sport can benefit from the rich learning and proactive response to tackling racial inequalities.
Over the last 10 years we have seen improvements to inclusive recruitment practice however we still hear examples of terrible experiences suffered by marginalised groups going through the recruitment process.
In this webinar we will cover the recruitment lifecycle discussing where the potential pitfalls are which may exclude (intentionally and unintentionally) diverse candidates from becoming employees. We will cover what barriers are faced by diverse groups of people in the recruitment process and what changes organisations can make to recruitment practices to be inclusive.
Inclusive Leadership is vital for inclusive cultures to thrive; leaders need to lead from the front, to role model behaviour, ask curious questions, listen generously and to share their own experiences.
This webinar will look at the behaviours leaders can demonstrate everyday and the impact these can have on their colleagues and their organisations and give you some tools to help you reflect on your own leadership style. We will think about kind leadership and what that means in terms of managing and supporting colleagues and ultimately creating a high performing and inclusive environment.
Inclusive Employers 