Creating a trans-inclusive workplace goes beyond good intentions—it’s about practices and policies that truly support and respect transgender and gender non-conforming employees. Let’s take a look at five truly trans-inclusive practices and five commonly intended practices that can unintentionally fall short.
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October is ADHD Awareness Month. Inclusion is key to fostering a thriving, innovative workplace, and supporting neurodivergent employees, such as those with ADHD, is an essential part of this.
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Ok, so you’re putting in the work, and your intentions are good… but is there something you’re overlooking when it comes to inclusion in the workplace that’s lessening the impact of your EDI initiatives? When discussing workplace inclusion, the focus typically centres on factors like gender diversity and race, or physical accessibility. These are, of course, absolutely crucial, but they
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New research has highlighted a significant concern among younger workers about bias in recruitment, with over a third believing they have faced discrimination during a hiring process.
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By cultivating a year-round culture of respect and inclusivity, you can create a safe and supportive environment for your LGBTQ+ colleagues. Do more than talk the talk! Find out how with our 24 for Pride ’24… 1. Educate Yourself – Take the time to learn about LGBTQ+ issues, terms, and history to better understand your colleagues’ experiences. 2. Use Inclusive
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An LGBTQ+ inclusive workplace is somewhere employees of all sexualities and gender expressions feel safe and valid and comfortable bringing their whole selves to work. In addition to the clear ethical standpoint, having robust inclusion strategies in place for LGBTQ+ colleagues also makes sense from a business perspective. This is because all employees will feel less stressed and more productive
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The US Supreme Court recently ruled that the US Constitution prohibits American universities from having affirmative action policies on the grounds of race.
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For us, it’s EDI and not DEI. While both of these acronyms describe the concepts of diversity, equity, and inclusion, we prefer to use the term EDI because it places equity before diversity and inclusion, to emphasise its importance.
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Intersectionality – the term, coined by Kimberlé Crenshaw, brings a lens that is really important for us to understand…. Intersectionality is the multiple layers of individuals that we are. It’s not just considering race, sexual orientation, disability, class, socio-economic background, education and so on. These strands individually can cause marginalisation, bias and/or discrimination against an individual…. but intersectionality finally identifies
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