Sophie Robson

Companies now need to act fast on supporting all colleagues on the current riots, safeguarding and wellbeing resources may not be enough. Talking and communicating specifics is a good start. Not sure what to write, how to support, or where to go... for everything on the above on comms please refer to this comprehensive guide from the Inclusion specialist Dr Shani Dhanda If anyone (I literally mean anyone) wants to chat or know more on how this has made me feel personally. please ask, please don't think it will offend me, but please come with broad shoulders and the ability to really understand how these riots are making a lot of us feel and a lot of our families from a time where they see history repeating itself. It's an unsettling time. It shall pass 🙏🏽 #keepsafe #inclusion #communication #support #educate

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Over two-thirds (68%) of Black professionals in the PR industry have considered leaving their roles. While 14% of Black talent received a pay rise, only 6% were promoted. 📉 It's disheartening that many Black communications professionals are not surprised by the findings from the UK Black Comms Network 'One Step Forward, Two Steps Black' report. I also reached a point in my career where I questioned if communications was the right path for me, feeling overlooked and experiencing other unfortunate situations. Luckily I no longer feel this way anymore! It's a shame that so many Black PR professionals face similar, if not worse, challenges. These experiences underscore the urgent need for action to improve the career experiences of Black professionals in the PR and communications sector. This responsibility shouldn't fall solely on HR and diversity and inclusion teams. Organisations and agencies must hold themselves accountable and drive meaningful change.🙌🏾 Read the full report here:

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To quote the post below - what gets measured, gets improved. Attention PR/comms pros! If you are from a mixed/Black background, please take a moment to fill in this UK Black Comms Network survey. For those outside this group, please kindly share with your networks. Remember, all responses are anonymous, and the survey only takes a few minutes. #DiversityandInclusion #PR #Comms #UKBCN #Survey

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Creating an inclusive workplace takes commitment, communication and continuous effort. This blog from MHR explores some effective strategies to help you get started, including: ✅ Gaining leadership support ✅ Promoting inclusive communication ✅ Recognising diverse contributions #HR #Recruitment #WorkforceManagement

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Working on your Inclusive Culture plans for 2025? 'DEI Business Support Programs' led by Joanne Lockwood ғʀsᴀ ғᴘsᴀ ғɪᴇᴅᴘ from SEE Change Happen designed to help organisations make meaningful progress on Inclusion in 2025, are a must.... 👉 From building inclusive recruitment strategies to fostering environments of belonging, these programs empower teams to embrace diversity as a core strength. 👉 Joanne’s expertise in Inclusive Leadership, Allyship, and Cultural Transformation provides companies with the tools they need to create lasting impact. 👉 If your organisation is ready to make DEI a strategic priority, our support programs can guide you every step of the way. https://lnkd.in/e5W4Tw2p #SEEChangeHappen #JoanneLockwood #DEIStrategy #Inclusion2025 #DiversityAndInclusion #Belonging #InclusiveLeadership #Allyship #WorkplaceInclusion #PositivePeopleExperiences #InclusiveCulture

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Very happy to support the Trades Union Congress (The TUC) campaign to promote #FlexibleWorking in all its forms and challenge the narratives suggesting that it disrupts productivity. https://lnkd.in/eWAuinfc The mounting evidence tells us otherwise. The recent scaremongering on people's rights to flexibility, and RTO mandates exposes the fear and confusion of leaders who are increasingly resorting to command and control methods. How to drive yet more people out of work - especially caregivers, older workers and people with health conditions. #FutureOfWork #PartTimeWorks #LongerWorkingLives

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1st October marks the start of #BlackHistoryMonth here in the UK, and we can all use this opportunity to remind ourselves and our colleagues of just some of the ways that we can all be allies, all year round (not just during October or February in the US!). Take a look at the below FAIRER Consulting article on ‘How to be a white ally to black colleagues’, share it around your workplace and let's get the conversation going on why it's so important that we all be proactive in our allyship 24/7, 365 days a year. #BeTheChangeYouWantToSee #Ally #Allies #Allyship #Race #Ethnicity #BHM2024 #Inclusion #InclusionSolutions #InclusionConsultants #Equity #Equality #Belonging #ReclaimingNarratives

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I’ve been hearing a bit about ‘diversity fatigue’ lately. Whilst I see pockets of this in the organisations I work with in the DEI space, every day I observe countless people and teams doing great work to champion this critical area. Leveraging these learnings and my own experiences of leading real change in businesses, here are my top tips to manage diversity fatigue: ✔ Switch the focus to inclusion ✔ Change up the language ✔ Hardwire DEI into your business strategy ✔ Make a personal connection ✔ Choose and communicate your metrics wisely Click on the image below for the full article on my website. ____ Hi, I’m Robin Davies Leveraging my finance, business leadership and HR & DEI background, I am uniquely able to support you from strategic conversations through to practical actions. If I can help you in any way to continue to get traction in this important space, even just via a chat or sharing my resources, please reach out.

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Tomorrow marks the 1st of May ☀ May is also Skin Cancer Awareness month in the UK ❤️ The UK has not seen a lot of sunshine recently however, ahead of (hopefully) some sunnier months on the horizon, here are some key facts to bring to light this month: ☀ Skin cancer is the 5th most common cancer in the UK ❗ 16,700 cases are reported each year, that's 46 a day! 📈 Rates of skin cancer in the UK are rising more than any other cancer 👍 Melanoma skin cancer is preventable in the UK 🙂 87% people survive a melanoma diagnosis for 10 years and more Prevention is the key. Use sun cream at all times, even when it is not sunny, it is the UV exposure that causes the damage! Learn about how to spot the early signs of skin cancer, this is not always a change in skin, there are other symptoms. Most skin cancers are caused by damage by exposure to sun. This can be over a long period of time. This can occur at any age but is most common in those aged 80+. However, younger people with prolonged exposure or regular sun burn can also be affected. To find out more see the websites linked below. If you are concerned then book an appointment with your GP: Macmillan - https://lnkd.in/egVUPnEv Cancer Research UK - https://lnkd.in/eEvRcrjx

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As organisations plan their Autumn events—ranging from Conferences or Seminars, to Strategy Days to Leadership Programmes—#SEEChangeHappen with Joanne Lockwood ғʀsᴀ ғᴘsᴀ ғɪᴇᴅᴘ can support your goals through our specialised offerings, focusing on inclusive cultures and positive people experiences. Key Areas of Contribution: 🎤 📈 📚 💭 🌈 🌟 Strategy Days Facilitating Workshops: Our workshops delve into the intricacies of creating & maintaining inclusive cultures. We employ interactive methods such as role-playing and case studies to ensure practical application. Insightful Keynotes: Joanne Lockwood can provide thought-provoking keynotes that inspire and educate your teams on topics such as equity, belonging, and positive people experiences. 🌟Conferences and Summits Panel Discussions: Our expertise in diversity and inclusion makes us ideal for panel discussions that dissect current trends and strategies in the D&I space. Breakout Sessions: Tailored sessions focusing on specific organisational challenges, such as addressing unconscious bias or inclusive leadership, provide actionable insights and strategies. 🌟L&D Days and Leadership Programmes Customised Training Modules: We offer bespoke training on key areas like inclusive leadership, mentoring, and coaching, designed to empower your leadership and managerial teams. Interactive Learning Techniques: Our training incorporates interactive elements that ensure participants engage deeply with the material, fostering long-term retention and application. 🌟Awareness Days 🌈 National Inclusion Week: We can design activities and workshops specifically aimed at promoting inclusivity and understanding within your organisation. This can serve as a launchpad for long-term D&I initiatives. 🌈 Transgender Awareness Week: Through focused training and awareness sessions, we help demystify transgender issues and promote an inclusive environment for all employees. 🌟Takeaways for Different Organisational Levels 🌟Customer-Facing Colleagues: Enhanced Understanding of Diverse Customer Needs: Training on cultural competence and sensitivity ensures better customer interactions. Improved Communication Skills: Techniques for inclusive language and active listening are imparted, leading to more effective customer service. 🌟Managers and Leadership Teams: Inclusive Leadership Skills: Training on recognising unconscious biases, fostering inclusive team dynamics, & leading with empathy. Strategic D&I Implementation: Insights into how to integrate D&I initiatives into broader business strategies, ensuring sustainable impact. 🌟Director Level: Visionary Inclusion Strategies: Guidance on setting the tone at the top for inclusivity, ensuring that D&I becomes a core organisational value. Enhanced Organisational Performance: Evidence-based strategies that link D&I to performance metrics, demonstrating the tangible benefits of inclusive cultures.

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Great post by Alison Forbes on worsening financial inequality. I've recently been watching Rich House, Poor House - it's an old Channel 5 show but recently added to Netflix. I tend to have it on in the background while I'm cooking or cleaning, though I wouldn't call it easy watching. For those who haven't seen it it's about a families from the top 10% and bottom 10% of earners swapping homes for a week, living with each others budgets and experiencing how life could be. The programme leads to a lot of comments that are framed around meritocracy, the idea that if you work hard you will get what you deserve. The reality though is that it's VERY rare to work your way up from the bottom 10% to the top 10%. The lack of opportunities that Alison is talking about and the elitism within our education system are just two barrier to social mobility. Systemic oppression is another, having to overcome societal barriers just because of who you whether that's related to gender, race, religion, sexuality or disability. Meritocracy and social mobility are social constructs created to help people believe they are the masters of their own destiny. While the actions we take and opportunities provided to us can improve lives, individual actions are not the only factor at play and it's unfair and unjust to allow people to believe that. I'm a perfect example of someone who was given opportunities that changed my life, first generation in my family to go to university and benefit hugely from the social capital it afforded me. However I'm highly unlikely to ever be a top 10% earner in my lifetime because I didn't go to the right university or have the introductions to the right people and I'm not due to inherit wealth. The system is broken and it's why I care so passionately about addressing systemic oppression.

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#PayTransparency legislation is on the rise globally, but is showing up differently across companies and regions. NOW OPEN: We have 2 pay transparency surveys live, looking to understand what companies are doing globally and in the UK to address the increase in legislation on pay transparency. See the link for the UK survey and the comments for the link to the global survey. You can complete both to understand the specific UK entity/company practice alongside global approaches being taken! #PayTransparencyUK #PayTransparencyGlobal #PayTransparencySurvey #PayGap #GenderPayGap Lucy Brown Lucye Provera Lea Lønsted Maura Jarvis Neil Hurst Kerry Ghize Ian Ogilvie

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I know a lot of my connections have asked about the final guide in the CIPR EDI essentials series. Thrilled (and mostly relieved tbh 😂 ) to be able to say it's published today. All of them have been important to me, but this one probably the most. Disability allies, advocates and accomplices (if this is a new term to you read the guide to find out what it means!) are so important in helping bring about change. Influencing your sphere of power and working alongside disabled people to improve inclusion, equity and accessibility is powerful. As much as I'm please to see this guide out in the wild and complete the series, I'm still a little sad that we didn't get to include real life stories and examples in here. We explain why in the guide, which is another good reason to download it. Another is that it's the final day of Disability Pride Month and getting some CPD points whilst learning how to be a better ally to disabled people seems like a good thing? #DisabilityPrideMonth #DisabilityInclusion #PublicRelations

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📢 Budget 2024: Key HR Takeaways 📢 Today's budget announcement has important implications for HR teams and organisations alike. Key areas of interest include wage support, training incentives, and mental health funding – all of which affect our strategies for employee engagement, retention, and development. Here’s what HR professionals should focus on: 💷 Wage Growth & Support: Evaluate wage adjustments to stay competitive, especially with new funding in key industries. 📈 Upskilling & Training Incentives: Take advantage of grants and incentives to expand skill development programs and support a future-ready workforce. 💚 Mental Health Investments: Leverage increased mental health funding to enhance employee wellness initiatives, fostering a healthier, more resilient workforce. Now's the time to align budgets with these priorities and maximise the support available for our people and businesses! #HR #Budget2024 #PeopleFirst #WorkforceDevelopment https://lnkd.in/e5FEqGcA

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I am delighted to be speaking as a guest at Breathe's "Understanding Mental Health in HR and Employment Law" webinar on 27th June at 11am. Join me and Tessa Robinson alongside Team Breathe for an insightful discussion around all things mental health at work, what part employment has to play and where HR is in all of this! Book your space using the comments below and we look forward to seeing you there! #hr #business #webinar #hrconsultant

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Today is International Men's Day. Inclusion is NOT a pie, nor is any group homogenous.... gender equity is about facing head on the barriers that any gender have to thriving, and so recognising that within any group, some people face significantly more barriers than ever. Men are experiencing a rapid rise in mental health issues, disengagement and for some groups, vulnerability to exploitation and abuse. With the increase in poverty, gangs, county lines, unemployment in coastal areas, isolation and loneliness and narrowing of community provision, there are many groups of men who need our help. Today, start that conversation, support a charity that supports men in crisis and be determined to ensure that demographics is not a predictor of outcome, whatever the demographic is.

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Echoing the sentiments of my Black colleagues, I am not surprised by the findings from the UK Black Comms Network "One Step Forward, Two Steps Black" survey supported by Opinium PRWeek UK. Two in three Black & mixed-race PR professionals are considering leaving the PR and communications industry, and a staggering 82% still face microaggressions and subtle, indirect racial discrimination at work. It's frustrating to see Black & mixed-race professionals receive less praise for their work and lack visibility at senior leadership levels. This is an issue I've often discussed on my podcast, where I spotlight Black, Asian, and ethnic global majority PR and comms professionals who share their experiences and challenges. These stories and statistics highlight the urgent need for a more inclusive and equitable industry. I've said it before we need to see real change, the system isn't working. You can check out the research here: https://lnkd.in/eB9qR_5J #Diversity #Inclusion #PR #Communications #OneStepForwardTwoStepsBlack

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We have all felt it - imposter syndrome - there is no avoiding it.....but there are ways of handling it when its impacting your job search. Watch our webinar for and let us know what you think. #jobsearch #careers #recruitment #impostersyndrome #careercoaching #jobhunting #parttime #flexibleworking

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