It’s tough being LGBTQ+ on Valentines’ Day – where are we represented and thought about?
We live in a cis-hetero-normative world and Valentines’ Day reminds many of us of this fact every year.
Everything seems to be geared up around “the lady” and what “the man” will do to woo for affections – ok that may well be the historic story, but we are in 2021 – if the cast of Bridgerton can come from a wide range of communities and sexualities then organisations can think about the message they put out each and every year.
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Burnout cannot be dismissed as something that will magically disappear!
An interview with Joanne Lockwood, Founder & CEO of SEE Change Happen and Chris Merrifield, Founder of Burnout Fighter about stress and burnout.
Burnout is often described as a workplace phenomenon and can be dismissed as something that will magically disappear. As a result of this people often do not know the warning signs, or do not feel able to ask for help, should they need it. Research has shown how detrimental stress and burnout can be to a person’s physical and mental health – often affecting their whole lives and there is not one quick fix.
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Don’t abuse today’s troubled job market
As has been said many times, we are in the same storm but very different boats. Even now, more than nine months on, we are all continuing to be disrupted by Covid-19 – some more than others.
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Did we learn anything this year?
I think it is fair to say that 2020 did not go to plan. We all had our 20:20 visions lined up ready to go until the brakes were firmly applied on the 23rd of March.
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Time to call impact of language into account
You will have seen of many examples in the media where organisations have gotten themselves into difficulties due to poor choices or words, or where actions are inappropriate.
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Is ‘diversity hiring’ working OK for you?
Let’s assume for one moment that you are thinking about to need to develop your business to be representative of your customer based or the community in which you serve. And let us face it, that is a big assumption! Many organisations are still not realising the opportunity of enriching their number with people of varying lived experience and background.
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Busting the myth of meritocracy is a must
The best person should get the job? – of course, that is the myth of the recruitment industry that has propagated the monoculture in corporate Britain for decades.
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Machetes, Anti-Semitism and De-Transitioners
by Joanne Lockwood
When I volunteered to write an opinion piece for the November 2019 edition of the IEDP newsletter, I really had no idea where to start.
I blog infrequently and coming up with something inspiring and thoughtful was not coming easily… that is until I read the papers and watched the evening television that week…
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Are we up for Uniformity, Exclusion and Rejection?
What is the business case or return on uniformity or exclusion, or the justification for the rejection of perfectly good people during our hiring process or when looking to develop our people internally and promote?
What do you mean? You don’t write that kind of business case?
Yet I still hear of organisations that need to justify Diversity and Inclusion and to create a culture of belonging!
Why is that?
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Anyone for soup? – Is your product inclusive by design, you might think so but is it really?
Your company is one that produces products for the mass markets, consumer products that you naturally expect that everyone can use and can benefit from, am I right?
You engage with your own product design teams, probably carry out market research to make sure that every aspect has been considered from all angles, after all you have been in the business for many many decades and have extensive experience in this market.
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