Hi

Four-day week: is it equitable?

The four-day week has raised a lot of questions about employee well-being and work/life balance. But are we forgetting the important element of equity?

photo credit: sincerely media on unsplash

No diversity without inclusive processes

How many great candidates have you unknowingly turned away just because your process was not adapted to the role for which you were recruiting?

photo credit: greorge pagan on unsplash

Breaking taboos about women's health at work

The topic is mostly ignored in conversations around gender equity in the workplace.
Yet fluctuations in hormones at different stages of a woman’s cycle can have various degrees of effects on their general wellbeing, leaving women feeling stressed, fatigued and under pressure to hide these symptoms at work for fear they might be considered less productive.

photo credit: alexander krivitskiy on unsplash

Could empathy be an obstacle to inclusion?

Some argue that empathy might be giving leaders tunnel vision: by focusing on an individuals’ hardship, they might be blinded to broader issues affecting a larger group of people. Instead, leaders may need which creates a desire to help - and to act according to your moral values.

Equity and systemic justice

To be successful, organisations should consider the perspective that their economic success depends on humanity's ability to afford a life of dignity with equitable access to the worlds’ richesses. Which means ensuring systems and policies are designed with equity in mind from the start.

Is wokeism a bad word?

Inclusive communication aims to ensure everyone feels seen, valued and respected. It's not about being politically correct, it's about being responsible for how we make people feel.

Let's talk about mental illness

There is still a lot to be done to provide the psychological safety for employees to talk about mental illness and discuss what accommodations may allow them to work under better conditions. Without opening the door to stigma, but rather to possibilities.

Quiet quitting: Could your culture be at fault?

The fact that we are increasingly hearing of disgruntled employees leaving their jobs because they don't feel valued or inspired means not much has been done in the past years to make company cultures more inclusive. A collaborative revamping of your ways of working and leading could help make people want to stay.

Looking for great employees? Hire a "senior" worker!

Companies are often quick to relegate 50+ y.o. employees to the "end of career" category. They represent a rich pool of skilled, motivated contributors who could be key to the talent shortage.

Are your job descriptions equitable?

You’ve improved diversity. You’re progressing on inclusion. But where are you on equity?

Wonder why your employees are averse to change?

Why workers should be included in shaping the big changes that will evolve your business.

How are you advancing the employability of your people?

There are many ways you can ensure your organisation’s investment in people is not lost, thereby making your talent management approach more sustainable and truly inclusive.

Leadership is not an attitude, it's a mindset

“Inclusive leadership” seems redundant: a leader should be one that mobilises and engages people in an inclusive way.

How sustainable is your HR strategy?

Applying the principles of a circular economy to human management can shift your approach to make it more sustainable, more responsible and… more efficient.