Ruebik

For the last five years, Transport for London has run their Priority Seating campaign to remind people that "not all conditions are visible," encouraging the public to give up their seats to those who may need them more. They encourage those with invisible disabilities and differences to wear the ‘Please Offer Me A Seat’ badge to encourage awareness and inclusion across transportation. For these campaigns, TFL consult with the Independent Disability Advisory Group (IDAG), a panel of 10 members, appointed for their lived experience of disability, as well as their extensive expertise and knowledge, of the key issues and barriers to accessing public transport. TFL also continue to partner with a number of charities who support people with disabilities, particularly those with learning differences. As a result of listening to those with different abilities and their experiences on public transport systems, as well as facilitating training and education, TFL are continuing to seek better access routes and support to make their transport links more inclusive. What can we learn from this campaign? 🔵 Just because we can’t see a physical disability, does not mean it isn’t there. Be mindful of others and grow your knowledge and awareness of how to support those with differences. 🔴 Diversifying your boards & teams, and consulting with people who have lived experiences only serves to strengthen your organisation and their social impact. 🔵 Continue to give visibility to those who are underrepresented and include them in the conversation.

Are you struggling to build a high performing team? This episode might be for you…

Meet Rhianna Maxwell-Lewis, our dedicated Delivery Manager who is integral to delivering a seamless recruitment journey at Ruebik. Rhianna specialises in building strong relationships, gathering critical insights, and analysing market opportunities. Her extensive experience across B2B and B2C sectors, from FTSE 100 companies to startups, equips her with a deep understanding of Marketing, Finance, Technology, and Human Resources. Rhianna’s work is essential to our unique approach as she leverages our Bias Mitigation Process to ensure that every candidate slate is diverse and closely aligned with your key competencies. By utilising advanced recruitment platforms and tapping into our large, diverse network, Rhianna helps us present top talent that meets our clients' needs while enhancing our commitment to an exceptional candidate experience. Beyond her professional role, Rhianna is a reformer pilates enthusiast and a devoted dog mum, with her beloved pet already gaining attention on Ruebik’s LinkedIn! Her background as a Welsh native, with a rich immersion in Malaysian culture, fuels her love for global cuisines, particularly Dim Sum. And this diverse personal and cultural perspective enriches how she connects with candidates from different backgrounds. Rhianna’s dedication to her role and her goals of volunteering in her local community reflect her alignment with our values and commitment to continuous personal and professional growth.

The reason Ruebik exist!

To celebrate National Read A Book Day, Ruebik took to the drawing board to recommend each other a book that linked to our mission to create a more culturally intelligent, inclusive world. Books that we discussed are… 📕 Nelson Mandela’s “Long Walk to Freedom” 📗 Reni Eddo-Lodge’s “Why I am No Longer Talking to White People about Race” 📒 Claudia Rankine’s “Citizen” 📙 Loung Ung’s “First They Killed My Father” 📔 Anchal Seda’s “What Would The Aunties Say?” 📘 Elizabeth Uviebinené and Yomi Adegoke's “Slay in Your Lane” 📓 Sara Ahmed's "The Feminist Killjoy Handbook" These books encapsulate themes of feminism, culture, race and sexuality, exploring the richness of the world’s history and the experiences of diverse people. Join Ruebik in committing to reading a new book that serves to educate and enrich your perspective! 📚 #readabookday #worldbookday #books #reading #educate #inspireinclusion

The Paralympics has begun! As we look to the 2024 Paralympic Games in Paris, we’re inspired by the incredible diversity, resilience, and talent that Paralympians bring to the global stage🏅 These athletes do more than just compete - they redefine what's possible and drive forward conversations on equity, access, and inclusion for disabled people worldwide. A special shoutout to Great Britain's Samantha Kinghorn, who won her first-ever Paralympic gold in the women's 100m! Her hard work and dedication remind us that true strength comes from overcoming adversity. The Paralympics is a powerful reminder of what happens when we remove barriers and create spaces where everyone can excel. Whether it's advocating for more accessible workplaces or supporting underrepresented talent in sports, we believe in the potential of every individual. Let’s take the momentum from the Paralympics and channel it into our work in DEI and talent engagement. #Paralympics2024 #InclusionMatters #DEI #Ruebik #TalentWithoutLimits #SamanthaKinghorn #EquityInAction #DisabilityAwareness

According to Parliament, the employment rate for those who have a disability was 54.2% in 2023, up from 52.7% the previous year. In contrast, for those without disabilities, the employment rate was 82.0%. Although the employment gap is closing, huge disparities in employment remain for those who are differently abled. As a result, people often fear disclosing their reasonable adjustments in case they are faced with discrimination. Others fear joining a workplace that is not ready to meet them when it comes to inclusivity. Why do they have these fears? Because it’s happened before. To be a disability confident employer means to… 🔵 Have wheelchair access in the company before hiring someone with a disability; the building should already be accessible. 🔵 Have special equipment designed to empower those with disabilities ready 🔵 Make it known that you are disability confident in job adverts and on company websites By showing that you are accepting of differences, you can welcome a diverse breadth of talent, thought, and personality into your organisation.

Episode 7 of #ElevatedConversations is here! 🎉 Tune in today on YouTube (https://lnkd.in/e3Dfgccm) and all major audio platforms (https://lnkd.in/eNYq4KcK) for “Unblocking Your Diverse Leadership Pipeline”, an episode packed with fresh strategies to enhance diversity at senior levels. Join Monique Carayol, Tacita Small and I, as we explore how to empower diverse talent and transform your career succession plan. The benefits include attracting and retaining diverse talent in and outside your organisation so don't miss out! If you haven't caught up yet, check out Episode 6, "Addressing Broken Work Cultures" where we look at development tools that can be used when a work culture is broken in order to nurture an environment of belonging. Please keep your comments coming, we love hearing your advice and thoughts on the discussion. Ruebik Your New Avenue The Small HR Company #Leader #Leadership #Career #Careerprogression #Climbingtheladder #Management #PeopleTeam #HR #DEI #Diversity #Inclusion #ConsciousLeadership

Meet The Team Monday! Start your week with an inside look at the extraordinary people behind Ruebik! While you may already know our change-making founder, CEO & Recruitment Expert, Christina Brooks, we wanted to shine a spotlight on the exceptional team driving our mission forward. Introducing... 🔰 Rhianna Maxwell-Lewis - Delivery Manager 🔰 Riddhi Patel - Project and Brand Manager 🔰 Shelly Kainth - HR & Operations Manager 🔰 Georgina Morrison - Client Engagement Lead 🔰 Jade Willmers - Research Associate 🔰 Erin Rose - Research Associate 🔰 Kimia Afzal - Project and Brand Coordinator These dynamic individuals are at the heart of Ruebik's innovative, inclusive approach to recruitment and consultancy. Over the coming weeks, you’ll be introduced to each team member, showcasing their roles and unique perspectives, both in and outside of the office. We’ll underpin how our team’s diverse backgrounds and shared lived experiences empower us to tackle complex DEI challenges and better match your organisation with the best diverse talent in the market. #meettheteam #monday #team #dei #teambonding

I talk a lot about creating inclusive workplaces and part of that means understanding and accommodating the diverse needs and realities of working parents, especially during times like these. I read a survey recently that said arranging childcare for the summer holidays was a significant source of stress for more than 60% of parents and over half of them used their annual leave to meet their childcare responsibilities. Being a parent myself, I know firsthand how balancing work and family life can be challenging. And with the kids at home during summer, parents often find themselves juggling the pressure to be both a present parent and an on-hand working professional. But here's the truth: it’s okay to ask for help and your workplace should meet you with understanding. Remember, prioritising your well-being isn’t just good for you; it’s good for everyone around you. Ruebik show our dedication to our talented diverse network of working parents by advocating that our placements offer hybrid working and understand parental needs beyond policy. We are committed to our track record of placing over 90% of all candidates into organisations with flexible working models. And as we champion conscious leadership, I encourage every organisation to consider how you can show up for your teams beyond working from home. Because when we support our people in living balanced lives, diverse teams can put their best foot forward.