During this webinar we discuss the definition of disability, ableism in the workplace (e.g. what is it and how to avoid it); common myths about disability and workplace policies and best practice to support employees with disabilities.

During this webinar we discuss the importance of supporting employees' mental health in the workplace; how to recognise when an employee is struggling; implementing inclusive mental health campaigns at work and Allan Reid's personal mental health journey.

During this webinar, we discuss why the gender gap exists in STEM; the importance of female representation; key barriers that prevent women from entering STEM/Tech and Engineering professions and what can be done to encourage more women to pursue a career in these industries.

During this webinar, we discuss gender expectations in the workplace, inequalities between paternity and maternity leave, shared Parental Leave: reform or replace it? And what the UK can learn from Sweden’s childcare and parental leave policies.

In this episode Sharon MacArthur shares her story as the founder of Miss Menopause and her work with employers to support employees going through menopause.

In this episode, Cherron shares her insights on the benefits staff networks bring to organisations and discusses her top tips for successfully establishing a staff network.

In this episode, Suzy shares her thoughts and experiences of working in the EDI space.

Kiran Everix is a public speaker and a Diversity, Inclusion and Equity advocate. In this episode, Kiran shares their gender identity journey.

There has been a recent shift in the conversation around Equality, Diversity, and Inclusion (EDI). Initially, there was a significant push for EDI initiatives in businesses, with an emphasis on inclusivity and systemic change. A noticeable silence has descended upon the EDI movement recently. This silence is attributed to several factors, including fatigue among employees and leaders regarding mandatory training and ever-changing policies, and a sense that the movement has been hijacked by a vocal minority with rigid agendas. There needs to be a reset of the EDI conversation, emphasizing the need for understanding, dialogue, and practical solutions over division and performative gestures, arguing that EDI must evolve to remain relevant and effective.

2025 has started where 2024 left off when it comes to EDI - this work has always been challenging and the post-2020 honeymoon period of large contracts and an abundance of EDI opportunities is certainly over. The rise and fall of the EDI influencers has been and gone and EDI is back where it has historically been - unglamorous, tough but impactful work, when done well. 2025 will be a defining year for EDI and we are likely to see some organisations really starting to get things right.

This year has been tough for EDI (equality, diversity, and inclusion). Things haven't gone as planned, and there's been some pushback against EDI initiatives. We need to be honest with ourselves and rethink our approach. Maybe EDI can't be everything to everyone. We need to make some tough choices and prioritise what's important. Not every place can be perfect for everyone all at once.

National Inclusion Week encourages employers to host "Inclusion Events" with suggestions like hiring experts, creating inclusive calendars, and organising workshops. But are these short-term efforts meaningful? A day, week, or month to discuss inclusion often feels superficial, raising questions about the actual impact and why some topics get more attention than others.