Public Consulting Group’s Post

Having spent 18 months working with 24 agencies across England, auditing their panels’ diversity efforts, here's 3 things we've shared with them about creating more inclusive panels: 🌟 1. Annual Audits: Regularly auditing panel diversity strategies reveals gaps that often go unnoticed. By tracking demographic data and gathering member feedback, agencies can adjust recruitment efforts for lasting change. 🌟 2. Clear Diversity Plan: Building a proactive and culturally aware panel is essential for effective representation. Develop and monitor a comprehensive diversity strategy with clear goals.  🌟 3. Prioritise Training: Equip your whole team with knowledge and confidence through targeted training programs. Including, Anti-racism training through CPD can help panel personnel spot and prevent biased behaviour while fostering inclusivity. 💡 Want to know how we can help your agency improve its panel diversity strategies? Connect with us to start reshaping your panel into a more inclusive, effective decision-making group that better serves children and families. #AdoptionAndFosteringPanels #DiversityInFostering #DiversityInAdoption #RepresentationMatters #DEI ======================== Hello! 👋 I'm Ade Larigo, I help adoption and fostering agencies recruit and retain diverse and underrepresented people🚀 Interested in how I can assist? Drop me a DM! 💌 Don't forget to follow 👉🏽  #AdeAspires, activate notifications 🔔, and stay connected for more insights. 🤍💛💙

We can take actionable steps to combat ageism in the workplace + how we do that is the question everyone has been asking. Here are a few strategies inspired by respondents: 1. Build awareness and provide training and education. We need to talk about it. 2.  Implement preventative policies and hold people accountable. Interestingly, only one-fifth of respondents reported having policies to address ageism at work. It's important to note that if we don't hold people accountable, those policies are not going to make a difference. 3.  Implement reciprocal mentorship programs (there is value in doing so and organizations can leverage this). 4.  Focus on competencies over age in the recruitment process. One respondent said, “skills over stereotypes”. 5.  Ageism needs to be a part of the Diversity, Equity, and Inclusion strategy and conversation. It is often left out and overlooked, and this needs to change. Thank you to CTV News, CBC/Radio-Canada, 680 CJOB News Talk - Breaking News Winnipeg for highlighting our survey over the last 48 hours. Link to the full clip: https://lnkd.in/g6E8xbSy

Yes! So great to see more open dialogue around age in the workplace. A topic that has been largely left out of Diversity, Equity and Inclusion (DEI) conversations and strategies. We need to focus on skills and capabilities not age (or I would argue the appearance of age), and not let stereotypes cloud our judgement. How we achieve this is must go deeper than a policy on paper - raising awareness, reverse mentorship and integrating age diversity into DEI conversations are just a few ways we can start! #ThriveAtWork #AgeInclusion #diversityequityinclusion

Rethinking Work Commitment: Working Mothers vs. Single Women In exploring work commitment, it’s crucial to look beyond family status. Whether one is a working mother or a single woman, commitment is influenced by a blend of personal motivation, career aspirations, and workplace support. Diverse Motivations: Both demographics can show high commitment, shaped by individual goals and dedication. Balancing Act: Working mothers often excel in managing professional and family life, debunking myths about their work commitment. Career Goals: Single women’s commitment varies, with some prioritizing career growth and others seeking different forms of fulfillment. Support Systems: The role of supportive environments, both at home and work, is crucial for all, particularly working mothers. Flexibility Matters: Access to flexible work arrangements can significantly impact commitment levels. Research reveals that commitment is a complex, individualized concept. As we strive for inclusive workplaces, understanding these nuances is key. https://lnkd.in/dT5vKscW #WorkCommitment #DiversityInWorkplace #CareerDevelopment #InclusiveWorkplace

🇺🇸 Happy Labor Day! 🇺🇸 Today, we celebrate the hard work, dedication, and contributions of all workers, including those in our community who are breaking barriers and showing the world that everyone deserves an opportunity to thrive. At The CIL, we're committed to ensuring that individuals with disabilities have access to the resources, support, and opportunities needed to achieve their career goals. Whether it's through job training, advocacy, or workplace accommodations, we're here to help you succeed. Let’s honor the resilience, strength, and achievements of all workers today and every day. Together, we can build a more inclusive and equitable workforce for everyone. ID: Image shows 3 women in an office setting, interacting with each other. One on the far left woman is leaning against a table, the woman in the middle is sitting in her chair, and the woman on the far right is sitting in her wheelchair holding a clip board. There is a purple line running vertically on the left side of the image with "Happy Labor Day" written in white beneath the line. #LaborDay #InclusionMatters #DisabilityEmployment #EqualOpportunity #WorkplaceInclusion

I have to agree. Employers need to take this seriously. I can relate to their experiences and it's disheartening. When candidates bring their best, it doesn't help when employers or hiring managers ghost them, make excuses other than what they're really thinking, overlook candidates for positions, promotions, wage increases and learning opportunities. It doesn't help when they dump work on older or younger associates to make themselves look good. They know these associates work hard. They take advantage by promising promotions or wage increases that will never come. Because they find ways to keep them out of reach and give to the select few while HR looks the other way. It happens far too often. They say one thing and do another. It's dishonest. No one wants to work for companies like this. Once employers can come clean and admit they do this and change these behaviors, I believe they will find great candidates. Let's be honest, candidates don't trust them because they haven't earned that trust. There are laws to protect candidates yet employers have found ways to work around it. They aren't fooling anyone and quite frankly, they get what they deserve. I truly hope it changes for the better soon.

The Balancing Act of Work and Family Just Got Tougher as share in the latest article from Women's Agenda In the article they state that recent findings from the 2024 National Working Families survey reveal a significant increase in stress among parents—especially women—trying to juggle career and caregiving duties. A staggering 74% of female carers report feeling overwhelmed, compared to 57% of their male counterparts. This stress isn't just about workload; it's about workplace cultures that still see women as the default caregivers, limiting parental leave for fathers and reinforcing gender stereotypes. This not only impacts women's health but also perpetuates a cycle that disadvantages all working parents. It's time for change. Workplaces need to adopt genuinely inclusive policies that support all parents equally. Let's champion environments where both mothers and fathers can thrive professionally without sacrificing their family time. While we push for change in workplace cultures, the reality is that some industries are painfully slow to adapt. This is where alternative solutions like Au Pairs become essential. They fill the crucial gap, providing the support that enables both women and men, including many single mothers with primary custody of their children, to maintain their careers. As one of my clients poignantly shared, "I could not keep my job if I did not have my Au Pair(s)." It's time for action. Let's champion environments where both mothers and fathers can thrive professionally without sacrificing their family time. Thank you Kathrin Baumann for sharing this with me. #WorkLifeBalance #GenderEquality #FamilyFriendlyWorkplaces https://lnkd.in/g_E6PBJs

One hundred organizations comprise the Vibrant Index 5.0 sample, ranging from small local businesses to regional, national, and international companies. The employers in the 5.0 sample account for 185,000 members of the southwestern Pennsylvania workforce, equating to 16% of southwestern Pennsylvania’s labor population, the largest representation in the tool's history. Read the full Vibrant Index 5.0 summary report and meet the 15 employers receiving the 2024 Vibrant Champion designation: https://zurl.co/Bs0F #VibrantIndex5 #VibrantIndex #VibrantPittsburgh #VibrantBurgh #DEI #Diversity #Equity #Inclusion

Tomorrow is #internationalwomensday2024 I wanted to share an article we wrote spotlighting the career choices of older women in the workplace.

Short post stating why DEI or diversity, equity and inclusion is great for the workplace. A lot of the issues mentioned in the post like age, neurodiversity and physical ability are what has been seen as barriers to work. The Work and Health Programme was set up to help people who have faced barriers to work. Its fully funded so employers can sign up and post their roles for free. If you are an employer with roles to fill, click on the link below to see what the Work and Health Programme can do for you. https://buff.ly/3MkVLeR