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Let's support caregivers

One way to make an organisation more inclusive as a leader is by being supportive of people who care for a child, sibling, parent or loved one dealing with an illness or disability. Promote a safe workspace free of stigma and judgement. Allow for flexible working arrangements, and normalise caregiving in your company culture to create a healthier working environment for all.

Quand le changement semble impossible

La volonté peut faire bouger les choses, un petit changement à la fois.

You might mean well but...

Keeping an employee off important or stressful projects after they return to work from a long illness may only serve to alienate and frustrate them. Prepare their return with them and the rest of the team ahead of time for a successful, inclusive return-to-work process.

Soutenir une équipe face à l'absentéisme

Faire face à l'absence prolongée d'un ou une collègue de façon humaine et efficace n'est pas évident pour les managers. C'est un équilibre fragile dans lequel reconnaissance, humilité, bienveillance et préparation sont essentiels.

Trop vieux, trop cher?

Pour en finir avec les idées reçus concernant les travailleurs plus âgés et promouvoir la gestion intelligente des interactions intergénérationnelles au travail.

Does taking a break from work harm your career?

Non-linear careers can keep potential employers at bay. But sometimes our own biases about that "gap" in our CV could be our worst roadblock. How you perceive that time you've invested in something other than retributed work will colour how others see it. Beware of these biases and give yourself more credit for the investment you made in yourself.

In the press: AI and inclusive recruitment

AI has the ability to radically alter how employers and candidates approach recruitment. But if not thought through, they could intensify biases in the selection process. Here are some thoughts on using the technology to improve your approach to equitable recruitment.

Misreading generations

Reducing "generations" to a set of general characteristics can prevent recruiters from seeing the similarities in candidates' perspectives on employment and in what motivates them at work.

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Recognising biases

As "expertise" on inclusion and equity flourishes on- and off-line, one must keep a critical mind to filter out stereotypes and generalisations transmitted as "first-hand knowledge". Education, humility and perspective are key.

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Little progress on financial inclusion

Encouraging team members and colleagues to improve their financial literacy can be a great driver of greater social equity.

photo credit: Liza Summer on Unsplash

Rethinking the work/life balance injunction

Pushing team members to "find work/life balance" can create stress and a feeling of inadequacy. As leaders, encouraging them to find what feels right might be a better way to improve mental well-being.

photo credit: Caroline De Bie

Improving intergenerational interactions at work

Company cultures and some HR policies can do a lot to perpetuate age-related discriminations. Rather than focusing on attracting young talent, organisations should invest in creating work environments that provide all generations of talent the opportunity to have a fulfilling career.

In the media: women's health at work

Women should not be stigmatised or held back at work due to their biological health. Some studies show that 3 out of 5 women feel they have been negatively impacted in their work in connection with their menopause symptoms. A lot of that is due to lack of awareness, and lack of appropriate wellbeing measures in the workplace.

What’s in your blindspot?

Failing to identify and address blindspots in your EDI strategy can result in decreased employee well-being, loss of talent and even legal risks. Who is looking out for your blindspot?

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Are women being snubbed by banks?

Biases in finance may be making women entrepreneur's lives a bit more difficult. Here is a thought for banks which are struggling to improve their image: invest in women. They are the future of entrepreneurship.

photo credit: Kelly Sikkema on Unsplash

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?

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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?

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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.

photo credit: Toa Heftiba on Unsplash

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?

Photo credit: Caroline De Bie

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.

Photo credit: Caroline De Bie

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.

photo credit: Caroline De Bie

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.