🤗 Danielle Wood

This article is fascinating and helpful for HR folk as well as comms people. There is a real overlap between the work done in People & Communications zones within business and the functions are often very closely linked in terms of messaging, reporting lines and purpose. (I've often thought if we were to cover another function from a recruitment perspective it might be the Communications area as they are so closely aligned....) I really liked the idea of "Heartbeats", outlined as..... summarising the last 6-weeks of work for a given team, department, or individual. They are written by the lead of the group, and they’re meant for everyone in the company to read. They summarise the big picture accomplishments, they detail the little things that mattered, and they generally highlight the importance of the work. They’ll also shine a light on challenges and difficulties along the way. They’re a good reminder that it’s not all sunshine all the time. On balance, Heartbeats are wonderful to write, fun to read, and they help everyone — including those not directly involved with the work — reflect on jobs well done and progress well made - what a great idea ! [Full creds to 37signals and to Hung Lee from Recruiting Brainfood for sharing this great article] #communication #sharingknowledge #peopleandculture

34

7 comentarios

"48% of neurodivergent employees in the UK feel that the recruitment processes are unfair to neurodivergent candidates." I've seen it many times over. Lengthy application processes, asking unclear and double-barreled questions during interviews, using psychometrics in a way that sifts out neurodivergent candidates, and assessing for things like "confidence", "communication skills" and "thinking on their feet" without clearly defining any of these. The list goes on and on. I believe there is a lot that organisations can do to prevent these and make selection processes more accessible. Providing reasonable adjustments/accommodations is just the start - the selection processes need to be #accessiblebydesign. What are some of the good practices that you have come across when it comes to accessibility in hiring? #hiring #recruitment #selection #humanresources #neurodiversity #accessibility #talentassessment #neurodiversityatwork

5

What is the state of the global workplace? Locked into The World of Work 2024 livestream from Gallup and Semafor discussing exactly this! Keen to see what the main insights are around Mental Health and psychological safety to inform my work. The report is here: https://lnkd.in/eR8kfaNz

1

Thank you, JJ (Projjal) Ghatak for your contributions to the Balancing Act Podcast. Listen in as JJ helps us understand the difference between "improve feedback," and "celebrate feedback" and which type of feedback leads to better results. #BalancingActPodcast #Feedback #EmployeeEngagement

4

What a brilliant idea - on so many levels.

5

Really useful and important guidance for students' union trustees on inducting a new CEO. Produced by NUS Charity, SU Women's CEO Community of Practice and Senior Leaders Network, this guidance sets out a clear overview of good practice as well as some practical tips and tools to help. Must read for any students' union recruiting or onboarding a new CEO. Link here: https://lnkd.in/dCGCZrdd (it's available to NUS Charity members only). #StudentsUnionTrustees #SUguidance #Induction

10

This is a decent summary below from the Kemi Badenoch DEI report in March: https://lnkd.in/eDPFr28a Simply investing in some DEI hires is not the answer to inclusion. Like any other business strategy, it requires planning, research, senior stakeholder buy in and most importantly, a data driven approach. 'But we don't have enough DEI data to make impactful decisions...!' Well now you do with Mixxyl - Automated Diversity Intelligence The election is July 4th and it will likely be a Labour win. Whether you are Red or Blue, the new Labour policies to increase representation in the workplace will be a HUGE benefit to the economy and every company over 250 employees will be required to report their findings. There will be specific DEI data reporting measures in place; the FCA / PRA are launching their own regulations for FS next year and all key industries will follow.. Whether you work in TA or Recruitment, please get in touch today and we can show you how first mover advantage will boost revenues for your business. #DEI #DEIData #EDI

I have been in so many closed and open door strategy meetings where the major focus has been DEI and how the organisation or the governing body in question can become more inclusive. The questions have always evolved around - How do we become more diverse as an organisation? - What diversity programme should we do? - What Initiative should be carried out? - How do we reform our hiring process to be more inclusive? - How will diversity impact our bottom line? - This is a separate conversation. While all these questions are important and show the heart of the organisation to be more inclusive, the focus of DEI should largely begin internally with the leadership. Programmes are good but if the leaders of an organisation have not set a vision and an accountability path, the true business gains of DEI will not be achieved. DEI is not a short term project. It is beyond ticking a box or filling a quota. It’s about creating a space where EVERYONE can thrive. Leaders must be the ambassadors of their organisations DEI initiatives. #DEI #leadership

19

2 comentarios

"Currently, DEI is all over the place" I've been featured in WM People 📰 talking about our DEI competency framework and the need for transformation and regulation in our space. I talk about: – The issue with self-taught DEI providers – Why HR directors are unsatisfied with current DEI progress – Why my identity does not automatically qualify me to do this work ethically – How the competency framework is solving these challenges You can read more here:

19

It was an honour to be interviewed by The Guardian, alongside Jo Desborough, about neurodiversity in business. Gaby Hinsliff's article highlights a crucial truth: neurodivergent workers bring incredible skills and dedication to their roles. Understanding and valuing neurodiversity leads to better alignment of skills and roles, fostering innovation and productivity. Practical adjustments like flexible schedules, sensory-friendly workspaces, and clear communication can make a world of difference. Such inclusivity benefits everyone, creating a more empathetic and adaptive work environment. As neurodiversity coaches, Jo and I actively seek to bridge gaps between employers and neurodivergent employees. We welcome this thoughtful and informed piece which helps to demystify neurodiversity, reduce stigma, and encourage leaders to embrace a more inclusive mindset. Building on strengths, understanding each individual's experiences and highlighting the importance of honest communication can make a huge difference to performance, for the benefit of individuals, teams, organisations, and society as a whole. Let's champion a culture where differences are celebrated, and every individual has the opportunity to thrive. Together, we can build a future where neurodivergent and neurotypical individuals succeed side by side. #Neurodiversity #Inclusion #Leadership #WorkplaceInnovation #ADHD #Autism https://lnkd.in/eAstxYZ8

40

21 comentarios

To impact Diversity & Inclusion work within organisations I think you need to know about two things: The first is what I call domain knowledge.  For me this is knowing something about different identities, whether it be gender, disabilities, sexuality, race and ethnicity, being a parent, and so on. It’s about learning how different groups of people experience your organisation. The second is how to navigate your organisation and successfully drive diversity and inclusion work. This is about: ·     Being able to articulate the value to your business in doing this work ·     Crafting an effective strategy ·     Pulling together a plan of action your organisation can get behind ·     Communicating with different stakeholder needs in mind, and ·     Building maturity in how you measure diversity & inclusion progress. The later is the focus of my online course 6 Weeks to Get Started in Diversity & Inclusion. I have just opened doors to the last cohort of 2024. It’s also the last time I’ll be teaching the course content live, so you don’t want to miss out. If you have thinking of coming now is the time. We kick off on Tuesday 24 September. All the details here https://lnkd.in/gzvuPXC8 #Diversity #Inclusion #Learning

1

If your current definition of psychological safety is that you can "speak your mind without fear" then you need to join our free webinar next Wednesday and delve more deeply! Psychological safety a fundamental aspect of our work so come and join us for our take on this complex and nuanced topic, we will cover: 💡 What is ‘psychological safety’ and why it is important 💡 How it impacts individual and team behaviour 💡 What factors influence psychological safety 💡 Steps you can take to develop psychological safety in yourselves and your teams Click the link below to register..... https://lnkd.in/eHDMNXgg See you there #thewovenleader Jane Martin

4

Lesbian Visibility Week (25 April - 1 May) Yes there is a week, a day and a month for everything. Yes they are all important! Lesbian women and non-binary people exist at an intersection of sexual orientation and gender identity that can sometimes be overlooked. Check in with your organisation today on:   📖 Awareness: Does my organisation and/or LGBT+ network provide awareness-building education and initiatives for colleagues? 👀 Visibility: Does my organisation and/or LGBT+ network have specific and visible LGBT+ women role models and allies? 🤝 Allyship: How are we developing a culture of authentic allyship around LGBT+ women? 

21

💬 "Let’s just agree to disagree." We’ve all heard this phrase - and maybe we’ve used it ourselves when a conversation seems to be going in circles. But is it really a solution? As a total nerd around topics like #psychologicalsafety and #constructiveconflict, I think that this phrase is too often used as a (semi) polite way of avoiding perceived conflict or tackling disagreements head on. Sure, it can diffuse tension at times - but it can also prevent us from exploring perspectives that could lead to MUCH better decisions or solutions. Instead of shutting the conversation down, why not open it up with questions like some of these... 💡 "It seems we have different views here – what feels most important to you about this?" 💡 "It sounds like we’re approaching this from different angles. How do you think we could work through that?" 💡 "I’m curious – what's behind your thinking? Maybe we can learn something from each other's perspectives." These alternatives demonstrate #curiosity and #humility, creating space for productive #collaboration. What do you think? Is this a phrase you hear often in your team or workplace? 🤔

18

3 comentarios

Our article is out in People Management magazine (article is here: https://lnkd.in/euuN-dRr). The vocabulary may not be familiar to some. But, if you are a professional leader, whether you belong to the neuromajority or neurominority population, it is important to be aware of, understand, respect and provide a fair environment for the differences we all bring. We are all different! Vanda Papafilippou, Lucy Downes, Professor Katerina Nicolopoulou FRSA,  #neurodiversity, Neurodiversity, Neurodiversity Neurodiversity in Business (NiB) - the Neurodiversity Charity Neurodiversity in Business (NiB) - the Neurodiversity Charity

23

2 comentarios

It's a proper challenge for anyone to #study while holding down a job, looking after clients, not to mention being present with the family at home. That doesn't make it not doable. It just means you'd better be efficient in your studies. You'd better make sere that everything you do is taking you towards that finish line... unless you enjoy the pain of endless rounds of resits and disappointment!! 😅 Everyone handles information differently, including neurodivergent folk. Make sure you know exactly what YOUR brain needs to make a pattern of the info you're learning to send it to your long-term memory. How? By attending our #webinar, on Tuesday, November 26, in which we will explore the unique strengths and challenges faced by individuals with #ADHD, #dyslexia and other neurodivergencies, and discover why it's crucial that individuals and employers recognise and support #neurodiversity effectively, especially for those taking CII #examinations. Register here: https://lnkd.in/eCYFftkJ https://lnkd.in/ePQmd6sS Chartered Insurance Institute Personal Finance Society Kate Keir Miller - The Neurodivergent OBM Annabel Gray Alison Tilzey

4

I missed this CIPD report when it came out last year. It states that average absenteeism in the UK increased to 7.8 days per person per year, two days (34%) higher than pre-pandemic rates. In addition to minor illnesses, the main causes appear to be stress, mental ill health and musculoskeletal injuries. Considering that more people have the choice and flexibility to occasionally work from home, and hopefully have better work-life balance, I’m surprised by this result (particularly the first two causes). I wonder what the confounding factors are? Also, as often reported, average absenteeism is 1.8 times higher in the public sector than in other sectors.

6

How do we ensure we’re genuinely inclusive? Here’s what I’ve found crucial… Inclusion isn’t a trendy buzzword. In my view, it’s the beating heart of innovation and engagement in any business. The core component of a positive organisational culture. But here’s the catch: when inclusion becomes performative and our actions don’t align with our words, it’s glaringly obvious to our teams. So, here’s what you need to do to ensure you’re genuinely inclusive: 🗣️ Employee voice: Use your pulse surveys as more than just data points. They’re a window into how your team experiences inclusion, and it’s vital to recognise that it feels different for everyone. 🕵🏾 Qualitative insights: Focus groups and interviews can reveal the nuanced challenges some of your employees face, like those navigating menopause. That way you can tailor your support effectively. 📖 Lived experiences: Comparing experiences of marginalised groups with the majority in your business can highlight gaps and guide targeted inclusion strategies. 🛜 Employee-led groups: ERGs and internal networks offer priceless feedback on our inclusion efforts and can drive impactful change. 📦 People issues: Keep an eye on your ER caseload for trends in bullying and discrimination. Proactive, timely action can make a significant difference. In your experience, how do you measure and enhance inclusion? I’d love to hear your thoughts and strategies 🧠 For more insights about inclusion, or to chat about any HR matters impacting your business, don’t hesitate to get in touch for a confidential chat. #Inclusion #EmployeeExperience #Measure #Culture

1

1 comentario