Lately, I have had organisations contact me about how they can beat the 'Great Resignation' that has been happening worldwide. Now that we're seeing the light at the end of the tunnel with Covid, there has been record numbers of resignations and people leaving jobs, with even more reporting to be thinking about doing so.

In this article I explain why this has been happening, and how I believe that a good DEI strategy is key to beating the Great Resignation.

Inspired by Episode 3 and Episode 13 of ‘Why Care?’, in this article I revisit the topic of job sharing, this time to discuss the inclusive potential of the practice as well as how organisations can best support new and existing job sharers.

Inspired by the conversation I had with Christian Hug in Episode 12 of the Avenir 'Why Care?' podcast, this article is all about how to make those all important DEI conversations and strategies relevant to the local context of your organisation!

I take a trip around the globe, discussing some unique DEI considerations in three distinct cultural contexts, and I give insight on how to make sure your organisational strategy is pertinent to the culture of your employees.

Like many, I have been shocked at the racism that has been thrown at the Black players in the England Euro 2020 team, but unfortunately I am not surprised. Football has always unfortunately had a troubled history with racism and discrimination towards players of underrepresented ethnic groups.

To be able to help educate on this topic, I have written an article using the context of football to explain unconscious bias and the subtle ways in which racism occurs in our society and many organisations.

Many of the conversations had, and advances that have been made, surrounding the LGBTQ+ community have been heavily weighted towards the LG- and less towards the BTQ+. This is particularly true when it comes to the workplace, and I include some statistics to illustrate this.

This article was inspired by many conversations I saw during this year's pride month in June, but most prominently by the conversation I had with Bendita Cynthia Malakia in the episode #11 of my "Why Care?" Podcast.

Minimisation, the instinct we use to cognitively reduce the impact of something negative, can sometimes allow bias to creep into our decision-making- to the detriment of our minority colleagues.

The article explains when and why we often minimise, and when it is that by doing so, we facilitate discrimination in our organisations.

Here I discuss the difference between attraction and selection in the recruitment process and why this means organisations may be struggling to hire diverse talent despite boasting the implementation of inclusive recruitment strategies.

The effects of design bias in organisational policy can be far reaching. Here I discuss why this happens and what the results are for groups of people who fall through the cracks of organisational decision-making.

I discuss the common ways that privileged employees have reacted to inclusion initiatives and policies- and how it can often be described as 'backlash'.

I offer some common examples of this I have seen in my work, the main reasons it may happen, and how we work to mitigate and reduce the impact of this response at Avenir .

I discuss the role inclusive leaders have in aiding social mobility and helping individuals to thrive at work by removing social barriers and becoming more self-aware - key things we facilitate at Avenir.

It was episode #10 of my Why Care? Podcast with Andrew Fairbairn from SEO London that got me thinking of the importance of this. We discussed the inequality of the pandemic and the need for young people from low socio-economic and ethnic minority backgrounds to develop grit in order to flourish in the workplace.

Here I explore how our innate Self-Enhancement Bias can sometimes act as a barrier to #completeinclusion as individuals prefer to see the world through rose-tinted glasses and consider themselves fairer than most.

Inspired by Caroline Flanagan's book 'Be The First' , I got thinking about some different contexts in which imposter syndrome may crop up for different individuals.

When facilitating workshops, people of a White background often tell me, "I don't see colour" and "I believe in the best person getting the job". It therefore isn't any surprise that we are experiencing an intense backlash in the belief that the pendulum of equality has swung in the opposite direction.

After the shock of my 6 year old daughter telling me she played a playground game called the “Black Man”, I reflect on the incident and approach it with the same “allyship” training I teach for the workplace.

I reflect on the economic and market challenges ahead for many organisation as a result of the Covid-19 pandemic. I am hearing an unsettlingly increasing number of stories of redundancies, with no doubt more to come. But what if there was another way.....? I discuss a sophisticated digital platform that allows people with the same skills and desire to work part-time to be matched. Hey presto - a full time job but delivered by 2 people.

Here I discuss Openness to Experience and how developing a mindset of curiosity in leaders is one of the best ways of creating an inclusive organisation.

Personality isn't easy to shift but behaviours against your default preferences can be developed over time. I offer some tips on small personal nudges leaders can make to start practicing a more openmindedness.

Here I discuss the BlackLivesMatter movement, and offer insight on how to address such a sensitive subject.

Here I discuss how lockdown has reinforced gender stereotypes and roles., and if there is a real risk that we end up going backwards in creating gender balance.