Articles

ByJoanne Lockwood

Which one of these 13 styles of leader are you?

When it comes to leadership styles, there are a variety of options to choose from. The most common leadership styles are transformational, coercive, authoritative, participative, delegative, transactional, autocratic, bureaucratic, Laissez-faire, charismatic, coaching, task-orientated and servant. Each leadership style has its own set of advantages and disadvantages. The appropriateness of each leadership style depends on the situation.

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ByJoanne Lockwood

Why Transformation Leadership can be key to achieving your diversity and inclusion vision

In order for organisations to thrive in an ever-changing business landscape, it is essential that they possess the ability to adapt and change quickly. This is where transformation leadership can be extremely beneficial.

Transformation leadership is a leadership style that focuses on leading change within an organisation to achieve specific goals. Transformation leaders are typically forward-thinking and have the ability to see the big picture, which allows them to develop strategies and plans that will help their organisations achieve their goals.

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ByJoanne Lockwood

Glossary of LGBTQIA+ Terminology

Glossary-of-LGBTQIA-Terminology-1
Glossary of LGBTQIA+ Terminology

This glossary provides definitions for key terms related to gender identity and sexual orientation. These terms are important for understanding the complex landscape of gender and sexuality.

Gender identity is the gender that a person sees themselves as. This can be different from the gender a person is assigned at birth. Sexual orientation is who a person is attracted to emotionally, romantically, and/or sexually.

There is a lot of diversity within the LGBTQIA+ community. This glossary provides definitions for some of the most common gender identities and sexual orientations. It is by no means a comprehensive list, but it can provide a starting point for further exploration.

TRIGGER WARNING:

Please note some of the words and phrases illustrated below are considered offensive or extremely problematic to many.

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ByJoanne Lockwood

Are we authentic in our support for the LGBTQIA+ community

Pride month is approaching fast, we are almost halfway through 2022 and this is the time where we will start to see organisation change their logos on social media to include the ‘rainbow’ and put out statements of support for Queer and LGBTQIA+ people – we see it every year, but do we stop to consider if it is authentic or simply ‘pinkwashing’

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ByJoanne Lockwood

Refugees enhance our workplace and society

It cannot escape any of us in regard to the tragic and inhumane scenes unfolding in Ukraine right now from the war instigated by Russia’s President Putin. The loss of life, the loss of culture, and people in their millions being displaced from their homes and country.

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ByJoanne Lockwood

Labels are fine for baked beans, but fail with people

Our identity, how we describe ourselves, the things we are proud about from our heritage and culture – all are important to us as individuals.

I am proudly a left-hander. It’s something I have been very conscious of for most of my life, having grown up in a world designed by right-handed people, for right-handed people.

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ByJoanne Lockwood

Common pitfalls of Employee Engagement Surveys that make them ineffective

We want to know what our colleagues and staff think of our organisation.  No doubt we are carrying out our Employee Engagement Surveys on an annual basis and getting somewhat useful information back – but are we really getting the insights we need to understand our culture and pulse of our organisation

Let us examine some of the pitfalls that organisations often fall into that limit the effectiveness of the survey and data that is fed back.

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ByJoanne Lockwood

Clean the toxic tank ere adding new fish

I was at an RAF reunion on Saturday evening in London. Having all long since gone our separate ways to build families and careers, we were a mixed bunch from diverse backgrounds and ethnicities, but predominantly straight, white, and male.

When working in diversity and inclusion it is easy to fall into the echo chamber where everyone has similar thoughts and beliefs around building an equitable society and workplace. What struck me about this cohort at the reunion was the difference of views to my own.

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ByJoanne Lockwood

Diversity & Inclusion must go hand-in-hand for success

Time and again I am asked for all of the answers and to solve all the challenges facing organisations – that is, how to build and maintain a culture, and develop a diverse and inclusive workforce.

There is no magic bullet, no simple off-the-peg solution. It require some rolling up of the sleeves and hard work over a sustained period. Senior leadership and board members need to track this, just like any other metric in their business.

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ByJoanne Lockwood

White men needed diversity discussions

How often do we complain that “white men” hold all the cards when it comes to society and the workplace?

Looking at many of the senior roles, the line-ups at conferences, on panels, and many positions within organisations we see that white men dominate.

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SEE Change Happen: Transgender Awareness & Inclusion