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Sofia Beale

Megan Lema

Rebecca Westaway

Diana Manuel

Natasha Vorrasi

Kate Stuart

Saad Ali Khan

newinclusion

Intelligent and future focused inclusion.

When we understand intersectionality, it enables u When we understand intersectionality, it enables us to build more inclusive workplaces. Inclusivity isn't a one-size-fits-all concept, and #intersectionality reminds us that people possess multifaceted identities, shaping both their perspectives and challenges.

When we acknowledge intersectionality, we can move beyond simplistic categorisations. This heightened awareness enables us to become more conscious, considerate, and supportive in how we work and interact with everyone. It empowers us to better tailor our approaches to Diversity & Inclusion.

#diversity #inclusion #equity #intersectionality

Check out our full post on LinkedIn

@humaqazi71 @shivaraichandani @aine.maher28 @diana24_0 @meglema @natashajaclyn @rebecca.art.manchester @saratha._
In conversations, it's not uncommon to hear people In conversations, it's not uncommon to hear people to use 'diversity' when they mean 'inclusion' and vice versa. 

#Diversity and #Inclusion are closely related but represent different facets of a richer tapestry. 

When people and organisations confuse diversity with inclusion, they risk overlooking valuable opportunities to create a more equitable and inclusive workplace. 

Well intended strategies may only scratch the surface, failing to effect meaningful change.

If employees perceive that diversity and inclusion efforts lack depth or substance, they may disengage, negatively impacting workplace morale and overall productivity.

Confusion between diversity and inclusion can also lead to unintentional discrimination, such as failing to create an inclusive environment or overlooking the needs of underrepresented groups. This can result in discrimination allegations, potentially leading to legal action and damage to reputation.

Promote a holistic understanding of diversity and inclusion within your organisation to ensure that everyone appreciates the distinctions between Diversity and Inclusion, and their importance in creating an equitable and inclusive workplace for all.

 #DiversityAndInclusion #WorkplaceCulture #InclusionMatters
A sense of #belonging is not just a workplace impe A sense of #belonging is not just a workplace imperative; it’s a societal necessity. Thriving workplaces hinge on individuals experiencing a profound sense of belonging. This concept, which surpasses traditional #diversity efforts, involves creating cultures where diverse voices not only exist but are actively welcomed.

Employees who establish a genuine connection with their workplace exhibit higher levels of #engagement, #motivation, and a propensity to contribute their best work. Cultivating a sense of belonging unlocks potential, establishing an environment where individuals feel empowered to share their ideas, propelling #creativity and effective problem-solving; an environment where everyone has the opportunity to excel.

Organisations can pave the way for every worker to truly thrive by championing inclusivity and addressing the nuanced dynamics of belonging. 

Visit our LinkedIn page for the full post, including links to recent @ciphr_hcm  survey findings report on #EmployeeEngagement & Belonging with insights on how feelings of belonging differ between men, women, age groups and ethnicities.

#InclusiveLeadership #Leadership #HR #HRCommunity #Research #Culture
Most employers realise the importance of active in Most employers realise the importance of active inclusion strategies to address staffing shortages and cultivate loyalty within their workforce. But marginal forms of inclusion fall short of fostering genuine and meaningful integration, support, and participation. 

Superficial or tokenistic approaches can lead to feelings of isolation, stigmatisation, and a reinforcement of negative stereotypes. 

So what can you do? 

Take proactive and comprehensive steps to create an inclusive and diverse workplace culture.  

Make sure Inclusion efforts are championed and supported by top-level executives. 

Leaders should visibly and consistently demonstrate their commitment to diversity and inclusion, not just through statements but also through actions. 

Invest in leadership development programmes that emphasise inclusive leadership practices to help managers understand the importance of diversity and creating an inclusive environment within their teams. 

Strive for diverse representation at all levels of the organisation, helping to ensure that different perspectives are considered in decision-making processes. 

Encourage the formation of ERGs for various underrepresented groups. These groups can provide support, networking opportunities, and valuable feedback to the organisation.

#ProtectedCharacteristics #Workplace #Inclusion #DisabilityAwareness #Accommodations #DEI
Fascinating elevator (lift) walls. There could nev Fascinating elevator (lift) walls. There could never be enough time to appreciate everything in this marvellous creation. Even though elevator trips can be brief, this wall made us happy...after all, it's the little things in life! #BeHappy
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Get in touch

We’d love to hear from you and share our innovative solutions to inclusion and inclusive leadership.

Contact the team by email or telephone to discuss how we can support you with our innovative solutions to creating inclusive workplaces and leadership.

info@newinclusion.com

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New Inclusion (HQL) is a member of The CPD Certification Service. Providing recognised independent CPD accreditation compatible with global CPD principles.

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