Black History Month takes place annually during the month of October in the UK. The month is an opportunity for us to understand more about our collective history from the perspective of black people.
It is also an opportunity to commemorate the struggles as well as the achievements of black people across the UK, past and present.
This week in the UK is National Inclusion Week, an opportunity to champion everyday inclusion and a chance to bring a spotlight to Diversity and Inclusion.
The tricky part of Diversity and Inclusion is figuring out how to start. After all, the subject is quite a thorny one, and everyone will have their own opinions on what is ‘right’ or ‘wrong’.
This leads many organisations to develop their own Diversity and Inclusion Strategy. Naturally this is a difficult topic to avoid criticisms for tokenism, so how can organisations look at this in a holistic manner?
For anyone who hasn’t entered the office workplace, ‘Diversity and Inclusion’ or D&I sounds like some garbled office speak; indeed that was certainly my impression when I first started my career. Some also stick in Equity or Equality in the title. But why does this matter?
Diversity and Inclusion is looking at how we embrace difference and use it to our advantage in our workspace. It is about valuing people for who they are and being open to different opinions and backgrounds.
Following on from yesterday’s blog, here are my remaining tips to create an inclusive workplace culture:
An inclusive culture is where all people can feel comfortable to discuss issues outside of the work context should they choose to. In my department, I previously worked with Staff Networks and HR to come up with a set of ‘top tips’ to help foster an inclusive workplace culture, here are some of the highlights: Set out […]