Fair HQ

📊 Diversity in the VC industry 📊 Did you know that women make up 30% of roles in UK VCs? And black women make up less than 3% of the workforce. What’s more, women are twice as likely as men to be in non-investment positions, with little influence over who gets funding. We’ve teamed up with Diversity VC to transform the industry. When diversity, equity and inclusion are woven through investment decisions, we’ll see more equitable investment throughout the country. That means more diverse founders solving more of the world’s problems. Want to join us on our mission? Get in touch 💬 #DiversityinVC #UKVentureCapitalism

Our European Gender Diversity Report 2024 looked at 11,500 investment professionals in more than 700 firms across 13 countries, and found that 24% of investment professionals are women, up from 20% in 2022. The number of local all-male investment teams has decreased significantly from 38% in 2022 to 26% in 2024. At junior levels, change has been slow. 35% represents a strong pipeline for retention and promotion, but focus is still necessary in this area for progress to be sustainable. https://lnkd.in/e4UBV6MK

This week is National Work Life Week. ☀️ How often do you talk about well-being at work? When was the last time you discussed work-life balance with your manager? These should be topics we consistently check in on. To cultivate a healthy workplace, you should always focus on employee well-being. Here are some ideas on how to support a healthy work-life balance: https://lnkd.in/ehVJwuEH #NationalWorkLifeWeek #WorkLifeBalance #Wellbeing

Happy Black History Month. This month is a time to celebrate and learn more about black history in the UK. During this month, organisations and individuals are encouraged to give space to Black stories, which are often overlooked in mainstream history. For some ideas on how to recognise Black History Month in your workplace, check our Knowledge Hub → https://lnkd.in/ebzT5GGK #BlackHistoryMonth

We hope you’ve all had a fantastic National Inclusion Week. Inclusion means something different for all of us. But let’s talk about the science behind inclusion. Two key components of inclusion are belonging and uniqueness. Humans naturally want to feel like accepted members of the group. Feeling excluded even triggers the same neural circuit as physical pain. In other words, exclusion really hurts us. At the same time, we want to let our distinctive colours shine. We don’t want to hide parts of ourselves to fit in with the group. We want to be able to embrace our uniqueness and have it accepted by those around us. Ultimately, inclusion comes down to embracing diversity. When people feel safe being their authentic, unique selves but still part of a cohesive whole, then you’ve got it right. Tell us, how did you celebrate National Inclusion Week? #NationalInclusionWeek #NIW2024

It’s our favourite week again… Happy National Inclusion Week! 🎉 🎈🤗 This week gives us all an opportunity to reflect on what inclusion means for us and how we can build more inclusive workplaces. Did you know that people who have stronger workplace relationships report feeling more productive and included? Take some time this week to check in on your team, maybe play a game, have a cuppa, get to know each other. And let us know, what makes you feel included at work? 💭 #NIW2024 #Inclusion

Divergent vs. Convergent thinking. 🧠 Have you ever heard of this framework for creative problem solving? Divergent thinking is the ideas generation phase. Everyone in the team thinks in different directions and brings unique ideas to the table. Convergent thinking is the decision making phase — when you draw everyone’s ideas together and narrow them down. Similar teams are more likely to generate similar ideas, but they find it much easier to align and agree in the convergence stage. Diverse teams on the other hand bring different experiences and expertise to the mix. They think of different ideas, but struggle more with convergence. The key to the puzzle is psychological safety. When diverse teams trust each other and feel safe experimenting, they can be more innovative. How innovative is your team? #innovation #problemsolving

“The path to diversity and inclusion is through equity. Equitable systems benefit everyone. When you create an inclusive environment for people who are different from one another, they can generate the kind of productive friction that lights a match.” - Hayley Marsden, our Head of Product Read more about why DEI is so important for Product, and how to embed it in your team. ➡️ https://lnkd.in/eDCgkHAb #inclusiveteams #product

Why is DEI essential for Product teams? Because Product is in the business of problem-solving. Product teams are constantly experimenting, innovating and finding cutting-edge solutions. Innovation comes from within your team. Without a diverse array of experiences, expertise and knowledge involved, you’ll come up with a narrower range of solutions. But when you have a diverse and (crucially) inclusive team, you can come up with more creative ideas. And there are stats to back it up. Studies show that diverse teams produce 19% more revenue from innovation compared to homogenous teams. Read our latest post from our Head of Product Hayley Marsden to find out how to build an inclusive product team ➡️ https://lnkd.in/eDCgkHAb #innovation #DiverseInclusiveTeams

The power of checklists ✔️ Even experts get things wrong. When we’re under a lot of pressure, our brain wants to make things easier for us with mental shortcuts. But that means crucial steps in the procedure can be missed. And that’s how bias can skew your thinking. Checklists are a simple, cost-free tool to avoid this. To guide decision-makers, create checklists that break the process down into simple steps. For example, a checklist for writing performance reviews, or a checklist for creating hiring criteria. If it works for pilots and surgeons, it’s sure to work for your team too! #DEITools #CreatingEquity