Pharmaron Biologics (UK) Ltd’s Post

At HLF, creating an inclusive workplace is an ongoing commitment, not just a checkbox. Our people-first culture reinforces that it’s what individuals can contribute that truly matters.  We’re committed to fostering an environment where differences are celebrated, barriers are dismantled, and everyone feels seen, heard, and respected. We've established a comprehensive framework for accessibility and continuous improvement, recognizing that a diverse workplace goes beyond acknowledging differences; it involves actively accommodating and celebrating them. Learn more about accessibility at HLF: https://lnkd.in/gP4Yb-a5  #DisabilityEmploymentAwarenessMonth #HighLinerFoods #Accessability #EliminateBarriers #EqualOpportunity #ReimaginingSeafoodToNourishLife #31DaysofDeam 

How do you know if everyone in your organisation feel they are included, feel equity and feel they belong? In Sergel Group we have over years worked systematically with our structures and culture to create an inclusive and engaged workplace. We measure engagement several times a year, but we do not ask the sensitive questions about diversity, equity, inclusion and belonging. Today we are excited to be able to answer our survey on DEIB! With the help of Equality Check we are able to ask all the sensitive and important questions about DEIB and we are able to do it in a safe and anonymous manner. I am grateful to work in a company where our management teams welcome the survey as an important tool moving forward with fostering an inclusive workplace. WeCare is not something we say, it is something we do! We do it because it is important to us, and because it is important for being a sustainable partner for our customers and end-customers. Klaus Reimer Sven Ingebretsen Laila Svahn Anne Kristi Rimeslåtten #sustainability #wecare #DEIB

HouseProud is excited to share an update on our recent activities during Pride and beyond. We are the LGBTQIA+ Diversity, Equity, and Inclusion Champion Network (DEICN) for Houseful, and in the second week of Pride month, we focused our activities on #BeingTheChange and demonstrating how we can embody the positive transformation we wish to see. Last week, we released a HousefulShort video to our entire organisation, highlighting our initiatives as a network, centred around our four pillars: 1️⃣ Inclusive Leadership We aim to engage senior leaders and managers in fostering an LGBTQ-inclusive culture. 2️⃣ Equitable Policies and Benefits We are reviewing all our policies and benefits to ensure they are inclusive and equitable for LGBTQIA+ employees, ensuring they feel represented and supported in the workplace. 3️⃣ Engagement and Support Across the Employee Lifecycle We are examining how we engage and support LGBTQIA+ employees at each key touchpoint throughout their career journey, from attraction and recruitment to exit. 4️⃣ Improving Our Data We are enhancing our LGBTQIA+ data collection, monitoring, analysis, and reporting to better understand representation and prioritise initiatives based on data. In addition, HouseProud members came together to share personal stories, aiming to raise awareness, advocate for colleagues, and educate the broader organisation. We discussed our everyday experiences as LGBTQIA+ individuals in the UK and provided resources for further reading on the community's current challenges. This week, our focus is on #BuildingTogether, creating connections, and celebrating the ties that unite us. Stay tuned for next week’s update on our continued efforts!

🌟 "Striving for Equality in the Workplace" 🌟 In every organization, we often come across situations where a manager or team lead seems to have a favored employee, channeling their energy towards individual growth rather than fostering the growth of the entire team. This practice can lead to disheartening consequences, including employee resignations. It's crucial to acknowledge that such disparities can have a significant impact on team morale and overall productivity. As we navigate the professional landscape, let's all join hands in advocating for equal opportunities and fair treatment for every team member. Remember, a united team thrives when every member feels valued and empowered. Let's cultivate an environment where everyone's growth and contributions are celebrated, contributing to a workplace that flourishes together. #EqualityAtWork #UnitedWeGrow #TreatEveryoneEqually #WorkplaceHarmony

Discover the importance of inclusive employment with The Say Foundation! 🌟 Providing economic independence and enhancing workplace diversity, inclusive employment is a win for everyone. Join us in making a difference. #inclusiveemployment #workplacediversity #economicindependence #disabilityinclusion #equalopportunity #workplaceinnovation #thesayfoundation #diversitymatters #inclusiveworkplace #empowerment #jobopportunities #workforceinclusion

Have you ever heard of an Employee Resource Group (ERG)? At NIH, ERGs are dynamic communities formed around shared interests that foster engagement and promote an inclusive workspace. Whether you seek professional networking or space to connect with like-minded peers, ERGs at NIH are your key to unlocking a more enriched professional journey. Curious about the Hispanic/Latino ERG? Check out our site for more information. Let us come together and amplify our collective voice for a more inclusive NIH! https://go.nih.gov/cZg4atI #HearOurVoices #EDICelebratesLatinidad #LatinidadEDI

Inclusion in the workplace not only supports employees' sense of belonging but also makes organizations more resilient and empathetic. To strengthen inclusion practices, speak with employees at all levels to get a better understanding of where improvements can be made, and establish real metrics to measure success around these findings. #equiliem #Inclusion #DEI

When you choose to remain silent, you miss the opportunity to create a more inclusive workplace. 🤝 Allyship Action is about taking concrete steps to support and uplift your colleagues. 🌟 What commitments can we make to foster a culture of inclusivity and understanding? Share your thoughts and experiences below! 💬 Let's learn from each other and grow together. 🌱 #WorkplaceInclusion #AllyshipInAction #DEI

As we close out #NationalInclusionWeek, we want to reflect on our ongoing equality, diversity and inclusion (ED&I) journey and the many ways that we have developed as an organisation to become a more inclusive workplace. Here are just some of the actions we have taken to foster an inclusive culture at InHealth: - InHealth leaders sign the Inclusive Leadership Pledge - Dedicated ED&I policy, strategy and action plan - Dedicated ED&I Champion driving, encouraging and implementing meaningful improvements - Published ED&I reports to enhance accountability and action planning - Ongoing review of training, policies, processes and toolkits - Continuous awareness and sign-posting of support and resources for ED&I topics #NIW #Equality #Diversity #Inclusion #WeAreInHealth

Inclusion in the workplace not only supports employees' sense of belonging but also makes organizations more resilient and empathetic. To strengthen inclusion practices, speak with employees at all levels to get a better understanding of where improvements can be made, and establish real metrics to measure success around these findings. #equiliem #Inclusion #DEI