People Management – Employers too focused on diversity and have forgotten inclusion, says CIPD report

People Management – Employers too focused on diversity and have forgotten inclusion, says CIPD report

Employers should be spending less time focusing on diversity metrics and more on promoting genuine inclusion, according to a new report from the CIPD, which says businesses must tackle barriers such as poor progression and bias to introduce real change. I was pleased to contribute to this article about the report, Building inclusive workplaces, which was released 23 September 2019 to coincide with the start of National Inclusion Week. The report said employers were often too worried about creating a workforce that looked diverse, and needed to focus more on how employees with diverse backgrounds were supported and included once they were in the business. (more…)...
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DiversityQ – Why the success of workplace inclusion relies on the collaboration of all

DiversityQ – Why the success of workplace inclusion relies on the collaboration of all

Diversity and inclusion specialist Teresa Boughey and author of the book Closing the Gap, explains why collaboration across all levels of an organisation is key to embedding impactful diversity and inclusion programmes. When trying to create an inclusive culture, everyone should play a part as the success of diversity and inclusion (D&I) policies rely on implementation by other than managers in the workplace. (more…)...
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HR Grapevine – Enabling your disabled talent

HR Grapevine – Enabling your disabled talent

I was pleased to comment on this important subject. HR must differentiate learning for employees with impairments - but how should this work? There are 13.9 million disabled people in the UK. Yet research conducted in 2018 by disability charity Leonard Cheshire discovered that nearly a quarter of all UK employers admit that they would be discouraged from hiring candidates with impairments, whilst a shocking 66% of respondents cited the cost of workplace adjustments as the key reasons for their hesitance – believing that doing so would make a detrimental impact on their bottom line. The charity also found that 17% of disabled candidates who had applied for a job in the past five years said the employer withdrew the job offer as a result of their disability – mainly because making adjustments to workplace structure and education simply wasn’t something the employer was willing to do. These pieces of research evidence just how hard it can be for disabled employees to enter...
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Association of MBAs – Everyone has a role in creating an inclusive culture

Association of MBAs – Everyone has a role in creating an inclusive culture

Inclusivity and diversity in the workplace regularly topping the agenda, but it is still very commonly thought to be the role of HR to ensure that a diverse range of people are employed and that everyone is supported within the organisation. This is not the case, as Teresa Boughey finds out An inclusive culture can never truly be created, without the efforts of leaders, managers, colleagues and those outside the workplace, I’m setting out to show the key role that everyone has to play, alongside that of the HR department, in order to ensure an organisation is welcoming and supportive. (more…)...
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HR Magazine – Some FTSE firms still taking “one and done” approach to women on boards

HR Magazine – Some FTSE firms still taking “one and done” approach to women on boards

  There are still a large number of FTSE 350 firms with just one woman on their boards, according to the Hampton-Alexander Review’s mid-year update. It has revealed that since the review and the Investment Association wrote to 69 companies with one woman or less on the board outlining their concerns in mid-March this year, 20 have now appointed women but 14 companies have not yet responded. (more…)...
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British Airways Business Life – How to create an Inclusive Workplace

British Airways Business Life – How to create an Inclusive Workplace

By Teresa Boughey – June 2019 Have accessible role models – Not only should your organisation have an Inclusion champion at the highest senior level, but you should create a platform for all employees to be able to showcase their achievements so that they may inspire others.   Develop Fit for purpose policies - Develop policies that not only ensure legal compliance, but that are representative of modern-day society and are easily understood by all. (more…)...
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