To read the full article click here.
The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries’ efforts towards closing these gaps over time since its inception in 2006.
Access the report here.
The 2022 Workforce Race Equality Standard (WRES) report is the seventh publication, since the WRES was mandated and covers all nine indicators.
The report has the following key roles:
To read the the report click here.
Growing up as a young Black Gay boy in both the UK and Nigeria in the 1970s and 80s I didn’t see any role models that I could relate to or mentors to guide or show me that I was included in society. I couldn’t hide my colour, however I did all I could to hide and suppress my sexual orientation because of the of the blatant and unrestrained homophobia that was around me and I was in that place until my late 30s and am even as I now approach my 60s I am still unravelling the legacy of that suppression. However now I am very visible and use my story to help others to find theirs. I want to be that person in the room whom I needed when I was that scared Black Gay boy.
National inclusion week for me is about celebrating ways in which those of us that are able to can be a beacon for those that need someone to give them confidence, something to aim for and above all give them hope in their own future.
The importance in inclusive practices goes beyond the nice policies or the glossy brochures, its about giving the future a voice, its about allowing all of us to know belonging, both in the workplace and in society so that all our creativity, passions, skills and hearts can reach their full potential and beyond unhindered. So don’t make National Inclusion week just a week, make it a way of being so that it becomes the fertiliser that grows a brighter world for us all.
Facilitator Purplefrog Connections
The current landscape in the UK for Neurodiversity is in a period of flux and uncertainty. Organisations are reacting to unprecedented disclosure of unseen disabilities, attempting to understand their obligations and decide who should drive the portfolio. This uncertainty (and often confusion) provides opportunity for positive challenge and change but where do you start?.
5 years ago organisations were choosing not to engage in the Neurodiversity conversation, it wasn’t the right time or it wasn’t the right ‘focus’. Now, and for some time, it has been accepted as a ‘need to have’ but how do you start, how much does it cost and who should you go to for support?
Getting started is the hard part, doing something can often make for uncomfortable conversations and challenge. However we see everyday the impact that an organisation can have on neurodivergent individuals lifestyle, progression, well-being – the view of themselves. There is no ‘business case’ to prove anymore, just the answering of the question “Do you want to be relevant?”
I tweaked the words of the poem ‘First they came’ by Martin Niemoller to reflect the impact.
The Rude Awakening
First they came for the
Diversity and Inclusion roles
And I did not speak out
Because I’m not a D&I lead
Then they came for the equality legislation
And I did not speak out
Because I’m not a protected characteristic
Then they came for the staff networks
And I did not speak out
Because I’m not involved in a network
Then they came for me
And there was no one left
To speak out for me
It has been 78 years since the UK first legislated to close the Disability Employment Gap. Seventy-eight years! Yet, we still have employment rates for people with disabilities hovering just above 50% compared to just over 80% for non-Disabled people. The mid 1990s saw the introduction of the Disability Discrimination Act, which was then superseded by the Equality Act in 2010. Clearly, legislation isn’t having the desired affect. So in the spirit of the 2022 theme for National Inclusion Week, employers must recognise that “Time to Act: The Power of Now” isn’t just a clever slogan that that requires a week-long performative nod. Instead, it’s a rallying cry. With continued talent shortages affecting most sectors of the labour market, now is time to take action to leverage the enormous skills and value that an increase in employment for Disabled People will bring to businesses, the economy and society as a whole.
To mark NIW 2022, the Grey Area are excited to publish our third survey which is looking at the future of equity!
We have heard a worrying narrative from the government regarding its stance on the equity, diversity and inclusion agenda. For example:
· Promises to review the Equality Act 2010
· A push for “anti-wokism”
· Ministers now questioning the need for EDI practitioners;
· Efforts to suppress employee voice,
We at the Grey Area want to know how employees in the UK feel about the EDI agenda.
This should take about 5 minutes to complete and we welcome your thoughts because your voice matters!
Hearing loss, deafness and/or tinnitus affect 12 million UK people so being fully aware and catering for the requirements of any staff members with additional needs is essential for inclusive employers.
For most employees with hearing loss, there should be no need to change jobs as extensive support is available. Hearing loss is an invisible disability so employers need to be aware of the challenges an employee may be facing.
Speaking openly about how hearing loss affects the ability to work may cause inhibition and embarrassment, even anxiety and pretending all is fine while straining to catch what people are saying, is common.
by Gamal ‘G’ Turawa
We are in unprecedented times and the challenges that has brought are pushing us to explore new options and ways of working and let's be honest for those that like to feel the energy of the room and use it to work their magic this is not ideal.
However if we look at the positives we have found ways to connect to the world through a tablet or computer screen. I recently found myself talking to delegates in 15 different countries from my sofa. There has been an explosion in how many ways we can now interact online all with various networking softwares with a myriad of conferencing features and facilities.
The pandemic, politics and injustices across the whole diversity spectrum have come to the fore in ways that have put our work front and centre and the market place is now becoming awash with ‘consultants and specialists.’ Buzzwords like unconscious bias, resilience, humanistic, allyship and inclusion are entering the vocabulary of our profession at a phenomenal rate. It seems that almost every conversation has to have them included if one wants to be taken seriously.
My childhood dream was to by a ballet dancer, Dame Margot Fontaine was my hero. Once I turned 16 I realised that dream would never come true. Musical Theatre replaced dancing – watching not performing!
ADHD month brings full circle my passions of ballet, musical theatre and neurodiversity in the of Gillian Lynne Choreographer.
I – absolutely – understand the challenge, which is why the conversation is so important. What are our different perspectives? And how do we come together?
2020 is the year many would say that we witnessed two viruses killing black people: COVID19 and racism.
Many of our brothers and sisters were taken away from us this year – some before our very eyes. Breonna Taylor, Ahmaud Arbery, George Floyd to name a few. We saw hundreds of people from the Black community lose their lives to COVID 19 – many of whom were working on the frontline.
We also said goodbye to those precious souls, like Dame Jocelyn Barrow whose work has left an indelible mark on the Black community in the UK.
2020 has truly tested us. It nearly broke us.
In 1971 the then Commissioner for the Metropolitan Police in London, Sir Robert Mark was concerned about relationships between the Police and the then called 'coloured' communities of London and he launched an initiative that sought to recruit more 'coloured' people to become police officers.
The ‘Pause…’ programme for people who have been furloughed or who are working from home (and could use some support). 12 modules packed with useful and insightful content to help navigate discombobulating times.
Do you remember that programme called Monk? The former police detective who suffered a breakdown after the death of his wife Trudy. Monk had numerous compulsive habits and a number of phobias but had a sharp memory and could solve the most complex of cases.
But one nearly got the better of him.
There has been much discussion of late in the international HIV community of comparison between the current Covid 19 pandemic and the ongoing global HIV/AIDS pandemic. In terms of the statistics, as of today, 29 April there are 2.8M cases of Covid 19 worldwide, and more than 200K deaths worldwide. Since the start of the HIV/AIDS epidemic in 1981 an estimated 74.9 million people globally have become infected with HIV and 32 million people have died of AIDS-related illnesses.