Equality, diversity and human rights >
Diversity and inclusion
Most organisations would consider themselves open to increasing inclusion and belonging for all employees. However, too often diversity initiatives fail to focus on workers with intellectual and developmental disabilities, explains Agata Nowakowska.
A House of Lords debate on the introduction of mandatory ethnicity pay reporting outlined why this issue needs a business case, not just a moral imperative. Ranjit Dhindsa, head of employment, pensions, immigration and compliance at Fieldfisher, examines the issues.
In his second article on unconscious bias training, Gareth Buchanan sets out the practical steps that you can take to make your unconscious bias training a success and to maximise the impact it has on your organisation's diversity and inclusion strategy.
Having a diverse and inclusive workplace is important not only ethically but also for improving employee morale, boosting innovation and enhancing business success. We set out six practical steps that employers can take to embed diversity and inclusion in the workplace.
Unconscious bias training has been part of the diversity and inclusion practitioners' toolkit for a number of years, but criticism from both sides of the political spectrum has many questioning its impact on our rights, workplaces and communities. In the first of two articles, Gareth Buchanan shares his views on why unconscious bias training has been making headlines of its own.
Organisations need to devote more thought to neurodiversity - a less visible and obvious form of diversity - and appreciate that intelligence comes in many forms. They can start by improving their recruitment processes and making themselves more accessible, argues Dr Louise Karwowski.
With Pride Month in full swing, Lynne Hardman shares three ways organisations can ensure support for the LGBTQ+ community all year round.
By failing to recognise how the lived experiences of people with common characteristics can differ, organisations will undermine well-intentioned efforts to improve inclusion. Bianca Moodie and Stuart Affleck outline what intersectionality means and how it can be incorporated into an organisation's D&I strategy.
It may not seem a burning issue amid travel restrictions brought about by the pandemic, but for international professional services firms, there are a plethora of reasons to meet the needs of LGBT+ employees who need to travel or be resident abroad.
Were the Black Lives Matter and #MeToo movements predictable? If so, what's next and how should organisations prepare? Gareth Buchanan explores these issues and sets out some practical steps that organisations can take to be more inclusive.
Commentary and insights: HR and legal information and guidance relating to diversity and inclusion.