reWorked: the Workplace Inclusion Podcast

To mark International Women’s Day, we were delighted to welcome Pamela Jones to the podcast. EW Group Client Solutions Manager, Nana Umoh, and Pamela discuss the significance of the day and how organisations can better support women in the workplace to excel rather than just survive. Rather than just a day’s focus, Pamela stresses the need for gender equality to be an ongoing conversation, focussed on transformation change which tackles issues such as how women are positioned in the workplace, what their contributions stand for, and how they are recognised. Pamela comments: “More work is needed around really speaking to power structures. How do we start engaging with organisational power structures to bring this parity to women? I think there needs to be more than just a policy. A lot of the time I speak to CEOs and Managers and they say, ‘we have a policy for that’. Whilst policies are useful, they are redundant unless put into practice and mobilised effectively.” Nana and Pamela also speak about the work needed to increase the representation of women in the workplace at all levels, and the additional challenges faced by women from under-represented groups.  Pamela Jones is an equality and diversity specialist, executive coach, public speaker and mentor who has held multiple leadership roles within financial services in the UK and internationally. She also sits on EW Group’s parent company’s (eQS) Board as a Non-Executive Director. Follow EW Group on Twitter and LinkedIn for the latest news and thinking in DEI or get in touch to find out how we can help you build a more inclusive workplace.

In this episode, Yvonne Howard is joined by David Latten, Head of Procurement at Logitech, a multi-national consumer electronics manufacturer, to discuss the power the procurement function has to influence DEI across the supply chains they work with, and how Logitech has been working to drive gender equality in the tech and gaming industries. With a career spanning over a decade, David has a wealth of knowledge in finance and procurement. He comments “Being in the pivot point between the internal and external there is a huge and untapped potential for what procurement can do. Procurement can be a huge force for good and that’s really exciting. No one can do everything, but we can all do something.”Sharing insights into Logitech’s values and its focus on promoting gender equality, David discusses Logitech’s partnership with Gender Fair, a coalition of companies focussed on influencing large consumer organisations to work towards gender equality and live up to the United Nations’ Women’s Empowerment Principles. Yvonne and David also touch on the importance of diversity data reporting, policies, the role of leadership in driving change, ERGs, women in leadership and the challenges of hybrid working.Connect with David on LinkedIn: www.linkedin.com/in/david-lattenThe Coalition Home Page: https://genderfairprocurement.com/Follow EW Group on Twitter and LinkedIn for the latest news and thinking in DEI or get in touch to find out how we can help you build a more inclusive workplace.

It's time to change the narrative on menopause at work. A one-size-fits-all approach cannot be applied to a diverse group of people who experience menopause and peri-menopause symptoms. So how can employers better support people affected by its symptoms and account for intersectionality? EW Group Managing Director, Rachael Wilson, spoke with two workplace menopause experts - Mel Healy and Jane Stubbs - about how organisations can take an intersectional approach to workplace menopause support. It is crucial businesses and leaders understand the health inequalities and cultural nuances that mean women from different groups (whether race, religion, disability, LGBT+, class or any other identity) will experience, vocalise and receive support for menopause symptoms very differently. Sharing their own personal experiences, they also discuss the different approaches organisations can take to support those experiencing symptoms of the menopause in the workplace, from awareness training and staff consultation sessions, to reviewing policies and procedures. Mel Healy is a sports therapist, bio-medical scientist and lecturer with a passion for EDI. She is particularly interested in how our different socio-economic backgrounds, ethnicity and cultural pressures affect us in the workplace. Follow Mel on Twitter at @MelinaHealy, and on Instagram at lets_talk_menopause.   Jane Ordaz is a menopause awareness advocate and the Founder of a Facebook community group, the Global Menopause Community, to help other women experiencing menopause not living in their passport countries, offering non-country-based support.   This is part 1 of a 2 part series discussing menopause at work. Follow EW Group on Twitter and LinkedIn for the latest news and thinking in DEI or get in touch to find out how we can help you build a more inclusive workplace.

In this episode, Rachael Wilson is joined by Lateesha Osbourne to discuss her pHD research into black students’ sense of identity and belonging within higher education.Lateesha is a psychologist who applies a DEI lens to her work and in particular has significant expertise in race equality. She has worked with EW and Challenge since 2015 when she joined our team as Training and Business Development Officer and, after being away for a little while studying for her doctorate, is now back as a consultant working on a range of innovative client projects. Lateesha explains the findings from her research which included gathering insights through focus groups with Black students on their experiences of racism. Lateesha analysed how experiences of racism affected the students’ sense of identity and belonging, and the strategies that they adopted to navigate the campus culture. Her findings provide us with a microcosm of other institutions and workplaces and an insight into the experiences of minority groups. Rachael and Lateesha discuss how these findings can be used to inform the ways in which we go about breaking down workplace barriers to inclusion and belonging. They discuss how creating a culture where employees feel able to speak up is crucial to employees’ wellbeing, progression and performance.  Follow Lateesha Osbourne on LinkedIn or Twitter to keep up-to-date with her latest news and work. Follow EW Group and Challenge Consultancy on Twitter and LinkedIn for the latest news and thinking in diversity and inclusion or get in touch to find out how we can help you build a more inclusive workplace.

In this episode, Sush Bastola, Sales Director at the EW Group and Challenge Consultancy, meets Graci Harkema to discuss overcoming adversity and creating a culture of belonging in the workplace. Graci is a US-based diversity specialist. Graci shares her moving and inspirational personal story from being born in the Democratic Republic of the Congo during civil unrest with little chance of survival, to being adopted, moving to the USA, realising her sexual orientation and ultimately  accepting herself for who she is. Graci says: “I was living for others’ expectations instead of accepting my own identities. For so long I saw my identities as my shame instead of my strength.”Sush and Graci also discuss how employers can develop authentic leadership and truly be inclusive to support an internal culture which makes employees want to stay. Graci shares insights into how her past colleagues and employer supported her through her journey and helped her feel a sense of belonging in the workplace where she could be her authentic self. With increasing pressure from customers, staff, networks and communities to develop more ethical and inclusive practices, they explore how fostering an inclusive culture not only gives organisations a competitive edge in the marketplace, but also positively impacts the bottom line as a result of stronger collaboration and teamwork which directly contribute to the productivity and service the organisation provides. Follow Graci Harkema on LinkedIn and Twitter or visit her website. Graci’s memoir ‘Rising: From a Mud Hut to the Boardroom - and Back Again is now available for pre-order and will be released in Spring 2023. Follow EW Group on Twitter and LinkedIn for the latest news and thinking in diversity and inclusion or get in touch to explore how we can work with you to build safe and inclusive environments at work.

In this latest episode of our reWorked podcast, Polly Shute and Tash Thomas, EW Group Diversity & Inclusion Consultants, discuss how organisations can create authentic communications to acknowledge LGBT+ History Month in February in the UK and Pride in June.With 2022 marking its 50th year, Tash and Polly share insights into the history of Pride as a protest, how it has evolved over the years and explore how brands can meaningfully support the LGBT+ community and Pride all year round. Polly said: "It is important organisations remember Pride is an emotional brand and make sure they understand the history of Pride and what it actually means before creating an internal or external campaign. Discuss with your ERG networks, colleagues, communities and charities to engage with it effectively and make a positive contribution to your employees and clients."  Tash commented: “One of the challenges is some companies may not even be aware of what their staff demographics are – Out Now’s research in 2020 found only 45% of LGBT+ people in the UK feel able to be out to everyone at work. Just because they might not be visibly out and proud, doesn’t mean they don’t exist in the organisation.”  You can also download our factsheet with 10 top tips on how brands can meaningfully engage with Pride.Follow EW Group on Twitter and LinkedIn for the latest news and thinking in diversity and inclusion.EW Group has worked with organisations to build more diverse and inclusive cultures for almost thirty years. Get in touch to explore how we can work with you to build safe and inclusive environments at work.

As December is Disability History Month, the topic of today’s podcast is disability in the tech industry. Winston Ben Clements, EW Group Disability & Inclusion Specialist, talks to Matthew Gough, HR Business Partner at Element, about the bias in algorithms and ways we can improve disability awareness in the tech industry. Winston said: "As we start to think about the ways we can counteract bias, we need to look at our technology and processes. The people inputting the data project their own biases into the programmes and algorithms they are creating, introducing inherent bias into the system." Matthew also shares insights into the culture at Element and the work EW Group has been supporting them with to build disability awareness across the organisation and a more inclusive culture for all. Matthew said: "It's an exciting time within Element from a diversity and inclusion perspective. As part of our DE&I programme, EW Group recently facilitated a fantastic workshop on resilience and coping strategies, with a particular focus on those with disabilities. We are excited to continue our journey and build on our progress to date to create a more inclusive workplace for all. By building policies, processes and best practice, diversity and inclusion will become organic and engrained within the organisation."Follow EW Group on Twitter and LinkedIn for the latest news and thinking in diversity and inclusion.EW Group has worked with organisations to build more diverse and inclusive cultures for almost thirty years. Get in touch to explore how we can work with you to build safe and inclusive environments at work.

Nicki Pritchard is a Managing Partner and Founder at executive search firm Anderson Quigley, who specialise in working with and supporting organisations who have a social purpose in the public sector, from health and education to non-profit and beyond.In this episode, Rachael and Nicki discuss the importance of the recruitment industry in driving diversity and inclusivity, and how Anderson Quigley has embedded EDI and social purpose throughout their business. Exploring how organisations can affect change and bring greater inclusivity, Nicki explains the culture at Anderson Quigley and the steps they have taken to encourage diversity at all levels of the business.  Nicki says “We always champion new people who are coming into the business and bringing new skill sets, experience and backgrounds with them. It’s this breadth and depth of diversity that we really value – it’s what makes us a really good team to be a part of but it is also this diversity that makes our business hugely successful.”EW Group has been working closely with Anderson Quigley for over three years, delivering training, consultancy and coaching support. Rachael and Nicki explain the impact of EW’s programmes and how they have helped Anderson Quigley create an inclusive culture which values diversity. 

How do you engage those groups who don’t consider themselves ‘diverse’ in the diversity conversation? This is one challenge our clients all have in common at EW. During the pandemic, many of us have been working from home, some juggling childcare and homelife between partners in a way we had not done before. In some cases, fathers have spent more time with their children. They’ve been there for bath time instead of on a commuter train. And they’ve experienced first-hand how flexible working can enrich their lives. As Elliot told us when he visited the EW podcast, now is the time for organisations to consider better supporting the fathers in their workplace. The benefits are tangible and measurable: from talent retention to productivity. Elliot and Rachael also discuss the intersection of fatherhood with race, disability and sexuality. Elliott speaks candidly about the emotional labour of being a black man in the diversity field. http://musicfootballfatherhood.com/https://twitter.com/MFFonline_Follow EW Group on Twitter and LinkedIn for the latest news and thinking in diversity and inclusion.EW Group has worked with organisations to build more diverse and inclusive cultures for almost thirty years. Get in touch to explore how we can work with you to build safe and inclusive environments at work.

This month on reWorked, we are joined by EW Group diversity consultants Safina Nadeem and Yvonne Howard.EW Group’s Business Development Manager, Luke Robinson, sits down with Yvonne and Safina to look back on 2020 from the perspective of Covid-19 and anti-racism. They explore the changes to the world of work, with training going online, and the positive actions organisations are making in response to Black Lives Matter. Find out what organisations can do year-round to create a truly inclusive and anti-racist work culture for their Black, Asian and minority ethnic employees, customers, and stakeholders. Connect with Safina and Yvonne on LinkedIn. Get in touch to find out how we can work with you to build an anti-racist and inclusive culture. 

Is your organisation keen to start its D&I journey but unsure where to begin? In this episode of reWorked, Rachael offers practical advice for companies who are about to take their first steps towards creating a diverse and inclusive workplace culture. Following the tips in this mini-guide will benefit your current employees from all backgrounds and help your organisation implement D&I as part of the business strategy. Benefits include; improved employee satisfaction and retention, productivity and the ability to attract and recruit candidates from a more diverse group.Get in touch to find out more about how our 27 years of experience can help your organisation kick off its D&I journey. If you’re interested to hear how Lloyds Bank increased their diversity and inclusion agenda, listen to the recent reWorked podcast with Lloyds’ Anthony Francis.Connect with Rachael on LinkedIn or Twitter.You’re listening to reWorked, the EW Group podcast on company culture. For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

In this episode, Rachael talks to Helen Hyde, Acting Partners’ Counsellor at the John Lewis Partnership, the largest co-owned business in the UK with over 83,000 partners and no external shareholders. The company operates John Lewis & Partners department stores, Waitrose & Partners supermarkets, its banking and financial services.Rachael and Helen discuss the evolution of diversity and inclusion within the organisation, and the role that company values play in the development and sustainability of its culture. They also explore the benefits of being your true self at work and the positive impact that business leaders can have by leading the way on personal authenticity. Connect with Helen on LinkedIn.Connect with John Lewis Partnership on Twitter or LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

This episode looks at inclusive communications. Communications are important to every organisation. They can be internal or external, official or informal, and aimed at customers, employees or stakeholders. It’s vital that communications reflect the diverse groups of people a company works with. Without care, groups of people can quickly become excluded, overlooked or missed out. With inclusive communications, your organisation can interact with everyone it represents.But what exactly are inclusive communications? It’s an area that organisations are often confused about or are unsure how to deal with. Rachael answers the key questions including: ·      What do we mean by inclusive communications?·      What are examples of inclusive communications?·      Are ‘accessible communications’ different to ‘inclusive communications’?·      Why is it highly beneficial for organisations to communicate inclusively?Get in touch to find out more about our bespoke training courses, which include our Inclusive Cultures Training and Pledge, and our Inclusive Recruitment courses.  Also check out our Diversity Communications services.Connect with Rachael on LinkedIn or Twitter.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website. 

In episode 11, Rachael offers help and advice on inclusive recruitment in the third part of our 'How to Rework' mini series.Why is inclusive recruitment an important topic for organisations to tap into right now? On many levels moving to a diverse workforce is a game-changer. It's been shown that homogenous groups make less successful business decisions and are less innovative than more diverse groups. So if you can attract and retain more diverse staff into your organisation then your business performance and employee engagement should rise.Along with her top ten tips for inclusive recruitment that you can apply to your organisation right now, Rachael answers all your key questions and cover the fundamentals for success.Get in touch to learn more about EW Group's bespoke inclusive recruitment training and  how we can support your organisation in becoming more inclusive.Connect with Rachael on LinkedIn or Twitter.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

This week Rachael speaks to Mabel Garcia, People, Culture and EDI Manager for the construction division based in the UK at Ferrovial Agroman.Ferrovial Agroman is the construction division of Ferrovial SA, a multinational civil engineering and services company headquartered in Spain. The construction division is involved in a number of high-profile infrastructure projects in the UK, including the extension of the northern line, High Speed 2, Crossrail and the Thames Tideway Tunnel.Rachael and Mabel discuss how Ferrovial Agroman is overcoming one the industry's biggest challenges: the shortage of engineering talent. One report cited in The Engineer last year said that 45% of all unemployed engineering graduates are from a BME background. This is an uncomfortable fact for the industry. Rachael and Mabel discuss the business case for diversity, understanding the barriers to recruiting diverse talent and inclusive recruitment best practices.Connect with Mabel on LinkedIn.Connect with Ferrovial on Twitter or LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

This week Rachael talks to Nikki de Vet, Organisational Effectiveness Manager at British Land, one of the largest property development and investment companies in the UK.In this episode, Rachael and Nikki tackle two of the most burning questions in diversity and inclusion: how to get buy-in from staff at all levels for cultural change programmes and how do you measure the impact the work you are doing is having? Rachael and Nikki discuss what triggered the need for culture change at British Land, how to get diversity onto the agenda of senior leaders, barriers to change, getting buy-in from all levels across the organisation and how to measure the ROI on culture change programmes.Connect with Nikki on LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

In this episode, Rachael talks to Rebecca Berry, Head of Culture, Diversity and Inclusion at Lloyds Register about driving culture change. Rebecca Berry is the Head of Culture, Diversity and Inclusion at Lloyds Register, one of the world’s leading providers of professional services for engineering and technology. Rachael and Rebecca discuss the specific challenges of creating an inclusive culture at scale in a complex, global organisation, the vision for what good looks like and their ongoing commitment to cultural renewal.  Connect with Rebecca on LinkedIn.Follow Lloyds Register on Twitter.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

In episode 7, Rachael breaks down the popular buzz phrase inclusive leadership in our new 'How to reWork' mini-series.In this episode, Rachael tackles 'inclusive leadership'. It's a popular buzz phrase just now, but what does it mean? Rachael answers all your key questions, including: • What do we mean by 'inclusive leadership'? • What would you seen an inclusive leader doing? • How do you know if you are an inclusive leader?Along with great examples of inclusive leadership, this episode covers all the important fundamentals you need to understand and develop inclusive leadership skills.Get in touch to learn more about EW Group's bespoke inclusive leadership training and  how we can support you organisation in becoming more inclusive.Connect with Rachael on LinkedIn or Twitter.You're listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.

In episode 6, Rachael talks to Gary Jackson, Group Director of Communications and Customer Success at Mears Group about the importance of diversity communications.Rachael and Gary discuss the importance of diversity communications in your organisation, from how critical is good comms on diversity and inclusion, to how getting it right can move you from an organisation that has diversity and inclusion initiatives to one that lives and breathes those values in a meaningful way. Today everything is value led and driven, so it’s important to let everyone know who you are as a business and what you stand for collectively, says Gary.From recognising a ‘one size fits all’ approach to internal communications doesn’t work, to identifying the importance of clear messages and creating a storytelling culture, Gary shares his insights and experiences in transforming how diversity is positioned at Mears.Connect with Gary on Twitter or LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website. 

In episode 5, Rachael talks to Dominie Moss, founder of The Return Hub, a unique recruitment firm about what her company is doing to challenge the return to work status quo.People returning to work after a career break, having children, travelling – whatever the reason – can face an uphill struggle to be taken seriously in the job market. The transferable skills they possess can be a real asset to our organisations, but they are all too often overlooked. Dominie Moss is changing that with her organisation, The Return Hub, which places professionals who want to relaunch after a career break or transfer their careers into the financial services sector. Rachael and Dominie discuss the barriers candidates face, best practices companies can adopt in their recruitment processes, and whether the automation of recruitment will help overcome unconscious bias. Connect with Dominie on Twitter or LinkedIn.You’re listening to Reworked, the EW Group podcast on company culture.For more on EW Group and the work we do to create inclusive cultures, follow us on Twitter, LinkedIn or visit our website.People Management Article: Fewer than one in five women feel confident returning to work after maternity leave