The Inclusion Initiative’s Post

Interesting insights from country executive of 30% Club Ireland, Gillian Harford, in a recent article in the The Irish Times on workplace supports for women in business. From flexible working arrangements to mentorship programmes, putting in place the right workplace supports is crucial to encouraging women to advance in organisations. Developing an organisational culture that empowers and promotes women is an important step to creating a sustainable pipeline of balanced talent to board and senior leadership positions. Read more below. #30%ClubIreland #B4BB #GenderBalance https://lnkd.in/eDzSNXX2

Did you know it is National Inclusion Week!? "How can we celebrate it?" I hear you ask. I have JUST the answer 😉. Rosey Family Support offers: - Neurodiversity staff training (including management, active listening, inclusive guest practices) - Consultancy (focus on neurodivergent friendly inclusive practices and mental health) - Policy and procedural audits - Drop in welfare/mental wellbeing sessions for staff All trainings and services are bespoke and tailored specifically for your staff, DM or email me on izzy@roseyfamilysupport.com to arrange a chat. (MOST IMPORTANTLY - you can still celebrate and support, without me, by reflecting on your own practice and having a think about just ONE small change you can make to be a little bit more inclusive this week) #nationalinclusionweek #inclusiveworkplace #HR #EDI #neurodiversity #inclusion

In May 2024, the UK Government released updated guidance on employing, managing, and developing disabled employees. This resource is a must-read for employers committed to fostering inclusive environments and workspaces. The guidance highlights the importance of reasonable adjustments and provides practical advice that employers can adapt to accommodate diverse needs effectively. #Inclusion #WorkPlaceEquality #EmploymentLaw

We were pleased to read a new Government review, # TheBucklandReviewofAutismEmployment outlines 19 recommendations for #workplaces to become more #inclusive of #neurodiversity. Meaning more #autistic people can start and stay in work. More #neuroinclusivity in the workplace can help fill vacancies and grow the economy by unlocking the potential of thousands more people ⬇️ https://lnkd.in/e-YvARud

On the #InternationalDayofHappiness, CEPR looks back at some research done on #wellbeing and #happiness from the past few years. Earmarked #paternityleave increases parental wellbeing ⭐Pontus Korsgren (Sida) & Max Van Lent (Universiteit Leiden) discuss how paternity leave quotas have a positive effect on both mothers' and fathers' wellbeing. https://ow.ly/1yc850QWymy The #gender wellbeing gap ⭐David Blanchflower (Dartmouth College) & Alex Bryson (UCL) look at the gender wellbeing gap using data from eleven surveys from 167 countries to demonstrate the existence of this gap as well as an apparent 'female happiness paradox'. https://ow.ly/xR5k50QWymz The impact of working from home on #productivity, happiness, and careers: Views of leading #economists ⭐Romesh Vaitilingam (VoxEU) reports on the IGM Forum at Chicago Booth where a majority of leading #US and #European economists consider that staff who work two days a week from home are, on average, likely to report higher levels of job #satisfaction over the longer term. https://ow.ly/s80b50QWymx #Unions raise worker wellbeing ⭐David Blanchflower (Dartmouth College), Alex Bryson (UCL) & Richard Freeman (Harvard Law School, Harvard University) find that while in the past union workers used to have lower job satisfaction than their non-union counterparts, union membership now raises wellbeing at work. https://ow.ly/UrXs50QWyms World happiness, ranked ⭐David Blanchflower (Dartmouth College) & Alex Bryson (UCL) use polling data from two million people in 164 countries and a survey of 2.5 million Americans and find that the #US does surprisingly well when ranked on eight measures of wellbeing. https://ow.ly/yXUr50QWymu

In the column below, we use data from the European Social Survey on parents’ life satisfaction, job satisfaction, and work-life balance, which we combine with data on earmarked paternity leave policies in Europe, to estimate the effect of earmarked paternity leave policies on wellbeing. We find that earmarked paternity leave increases parental wellbeing and have a positive effect on both mothers' and fathers' wellbeing. #InternationalDayofHappiness https://ow.ly/1yc850QWymy

📢 Redefining Workplace Justice: Learning from Kyte Baby's Case & EU Directive 2022/2041 🕒 Estimated Reading Time: 2 minutes ⌛ 🌍💼 The recent uproar surrounding Kyte Baby, a Texas-based baby clothing company, serves as a critical case study in the necessity of robust social dialogue for ensuring workplace justice. This incident starkly contrasts with the principles of EU Directive 2022/2041, highlighting the significant differences in labor practices between the US and the EU. 🤝 At Kyte Baby, the denial of a remote work request to Marissa Hughes, a marketing employee who had adopted a prematurely born baby, sparked public outrage. Hughes, needing to care for her child in neonatal intensive care, asked for the flexibility to work from home. Despite the company being woman-owned and presumably empathetic to maternity issues, her request was declined, leading to her effective job termination. This situation underscores the lack of protective policies for parents in the US, a gap that EU Directive 2022/2041 aims to address in European countries. 🔍 The EU Directive, inspired by the foundational principles of social justice laid down in the Treaty of Versailles and the establishment of the International Labour Organization, mandates enhancing social dialogue in countries with low coverage of industry-level labor agreements. Countries like Romania, Poland, and Hungary are encouraged to foster discussions and agreements that transcend individual companies, ensuring fair employment conditions across industries. In contrast, the Kyte Baby incident exemplifies the pitfalls of a system where such dialogue is absent. The lack of a supportive framework in the US for parental leave and work flexibility, especially in states like Texas, results in inconsistent and often inadequate workplace policies. The Directive's approach, promoting industry-wide collaboration and dialogue, provides a stark contrast and a potential blueprint for more equitable labor practices. 📊 This case is not just a reflection of one company's policies but an indicator of a broader systemic issue. The slow adaptation of companies to changing expectations around parental rights and the dire need for systemic change are evident. EU Directive 2022/2041 points towards a future where collective dialogue and decision-making are fundamental to achieving social justice in the labor market. Let's use this incident as a catalyst for conversation and change, recognizing the need for a holistic approach to labor rights and social dialogue that encompasses not just individual companies but entire industries.   #socialjustice #kytebaby #eudirective2022 #laborrights #workplacefairness #parentalleave #humanresources

In an era where family-friendly policies are emphasised, it's important to recognise an often overlooked topic in the workplace... ...the experiences of childless employees in our organisations. While statistical data varies, it is evident that childless employees constitute a significant portion of the workforce. Yet, their experiences of workplace inequality are often disregarded by employers, HR professionals, and society as a whole. Anecdotal evidence suggests that childless employees face inappropriate questions and comments about their reproductive choices, which can be extremely distressing. Surprisingly, these comments are tolerated in a way that would be unacceptable for other minority characteristics. It's time to challenge these biases and promote inclusivity. Research highlights that childless women may also experience "othering" in the workplace, leading to exclusion, workplace incivility, and negative stereotypes. Moreover, they often face barriers to career advancement and job satisfaction that are rarely acknowledged and addressed. Studies have shown that many perceive an imbalance in benefits and treatment between parents and non-parents. This is reinforced by recent stories like The Non-Mum Network's founder, Samantha Walsh's as a childless woman working in retail, she was expected to work extra hours, cover for parents when they or their children were sick and allow parents first choice of holidays. Protecting the rights of childless employees requires us to challenge deep-rooted societal perspectives on the family and reconsider our policies. As we strive for diversity and inclusion, organisations must recognise that life comes in various forms, and the traditional nuclear family should not be the sole focus of our policies. #WorkplaceEquality #InclusionMatters #ChildlessEmployees #DiversityandInclusion [Source: Personnel Today]

🌡️ A new national survey by Parents At Work and UNICEF Australia shows that parents and carers are more stressed than ever when it comes to balancing work and family. Unsurprisingly, it's women who are feeling the most pressure. 🧹 Women bear majority of the #Caring load and household duties - nearly double that of men - despite working similar hours to men. 🏕️ A large number of men and women miss out on family activities due to work commitments. 👶 Men commonly take short #ParentalLeave because they aren't eligible for longer paid parental leave based on their company policy. ❌ Men are less supported by their employer to take time off to care for their family. 🕰️The results of the survey reflect outdated gender norms, where workplaces see men as the primary breadwinner and women as the primary caregiver. These beliefs block progress towards closing the #GenderGap. 👉Organisations must normalise more family-friendly policies, and promote this to all genders to combat rising stress. By encouraging more men to work flexibly and take leave to care for children or others, organisations can contribute to a more equal gender balance in #UnpaidWork. At the Commission, we get the importance of #FlexibleWork and leave when it comes to achieving workplace #GenderEquality. That's why, we require defined entities under the Gender Equality Act 2020 to collect gender disaggregated data and report their progress on leave and flexibility. 🖱️ Read the research - 🔗https://lnkd.in/gxbPiyHM

I find myself reflecting yet again this #InternationalWomensDay on how slow the progress, if any, appears to be on policies which afford equal career opportunities regardless of gender, in particular for those starting families. While some companies are championing the cause and launching groundbreaking policies, I hope next year to be looking across the sector to see more companies following suit. Investment in employees' careers, including those times in which they need what might seem on a crude analysis like one-sided financial support, will earn you far more productive and loyal workers in the long term. Let's inspire some positive change this year to allow everyone the freedom not to have to choose between fulfilment in both career and family. Working parents: know your rights. Employers: consider how you can show additional support to your valued employees. https://lnkd.in/eY9aRy6T