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ByJoanne Lockwood

Why is it important for organisations to ensure they are establishing a psychologically safe environment for their staff and colleagues?

Psychological safety is important for employees at all levels to feel safe and included. This is because psychological safety allows employees to feel comfortable discussing problems and issues they are experiencing at work, without fear of repercussions. This in turn leads to a better understanding of the problem and potential solutions being found more quickly. Additionally, employees who feel psychologically safe are more likely to take risks and be innovative, which can lead to better business outcomes.

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ByJoanne Lockwood

What is IDAHOBIT and what does it stand for?

IDAHOBIT stands for International Day Against Homophobia, Biphobia, and Transphobia. It is an annual celebration that takes place on May 17th to commemorate the day in 1990 when the World Health Organization removed homosexuality from its list of mental disorders. The day is now observed in over 130 countries around the world, with a particular focus on raising awareness of the discrimination and violence faced by LGBTIQ+ people.

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ByJoanne Lockwood

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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ByJoanne Lockwood

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?

All alone - An Astronaut floating in space
All alone floating in space

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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ByJoanne Lockwood

Is your Diversity & Inclusion Vision in the right hands?

Super Chicken
Super-Chicken Photo credit to JD Hancock via Flickr

You do have a Vision for Diversity and Inclusion in your organisation, right? Ok well, possibly not!

There’s a plethora of value statements, visions and goals out there nowadays, some seem empty and most probably feel irrelevant, a corporate idea forced in by HR in order to appease the board or because someone heard its a good idea that everyone else is doing. There is often very little buy in, communication, or in fact any long term strategy or goals.

The business demands a “quick fix” with some eLearning or an hour long “Intro to Unconscious Bias” training session. No wonder we are not making much of an in road, there is no vision.

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SEE Change Happen: Transgender Awareness & Inclusion